Human resources management in the South African socio-economic context
- Authors: Abbott, Penny
- Date: 2012-10-30
- Subjects: Human resource management , Personnel management , Industrial sociology
- Type: Thesis
- Identifier: uj:10473 , http://hdl.handle.net/10210/7945
- Description: Ph.D. , The purpose of this study was to explore the lived reality of the work of Human Resource practitioners in South Africa in relation to the socio-economic context of their organisations and to consider how appropriate or not their responses might be to the impacts of that context on their work. This was explored through a qualitative study wherein interviews with 50 volunteer practitioners from all types of organisations spread across the country were conducted and compared to views of 17 informed commentators in this field. It was found that the work of Human Resource practitioners is signficantly impacted by social and economic factors external to the workplace, but that the current response by practitioners is probably not as appropriate as it could or should be. A role for human practitioners as “social activists” was identified and factors influencing whether such a role is played were explored. Frameworks of appropriate actions are proposed at both strategic and individual contributor level to support this role. The role of Human Resource professional bodies in addressing social issues in South Africa is challenged and a framework proposed to improve the extent to which leadership is given to Human Resource practitioners and to increase the visibility and voice of the profession in contributing to alleviation of societal problems. Recommendations for implementation of the proposed frameworks are proposed. One of the most significant recommendations is for Continuing Professional Development to provide coaching support based on Constructive-Developmental theory to enhance the ability of Human Resource practitioners to cope with the high levels of complexity that they encounter in their roles. Further research into a proposed model of influencing factors in the social activist role is recommended.
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Organisational factors affecting learning transfer in the public service
- Authors: Raliphada, Nditsheni Jennifer
- Date: 2013-11-25
- Subjects: Continuing education , Organizational learning , Personnel management - Study and teaching
- Type: Thesis
- Identifier: uj:7787 , http://hdl.handle.net/10210/8681
- Description: M.Phil. (Human Resources Management) , The objective of this study was to identify and describe organisational factors that affect learning transfer in the South African Public Service. The study was conducted utilising a mixed method approach with both qualitative and quantitative methods enjoying equal status and implemented concurrently. 5 participants (Managers) from the department were interviewed using semi structured interview methodology as part of the qualitative methods and the findings were interpreted using the thematic content analysis technique and various themes were identified. It was found that factors that affect learning transfer include resource availability, supervisor role, mentorship and coaching, non-alignment of training goals with organisational goals, poor organisational planning and weak controls, management and leadership change, resistance to change and organisational culture. The above factors confirmed that there was a link between organisational context and transfer of learning, this being one of the questions that the study sought to respond to. A survey questionnaire was distributed to 150 respondents and 90 questionnaires were received back, this constituted a 60% response rate. The data from the questionnaires was interpreted using exploratory factor analysis (EFA). Factors that were identified as affecting learning transfer include opportunity to practice, positional power and peer support, resource availability, performance culture, management support, feedback and reward and organisational monitoring mechanisms. The findings from the two methods were integrated and corroborated each other which strengthened the value add of utilising mixed method approach. A description of the organisational factors affecting learning transfer was provided in addition to them being identified. The study proposed that governmental institutions like Palama conduct a large scale research throughout the public service utilising a mixed method approach as part of impact analysis, this study will provide the basis on which to initiate the project.
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Exploring the elements and dynamics of transformational change
- Authors: Mdletye, Mbongeni Andile
- Date: 2013-05-01
- Subjects: Transformational change , Industrial management , Problem solving , Theory of constraints (Management) , Decision trees - Computer programs
- Type: Thesis
- Identifier: uj:7501 , http://hdl.handle.net/10210/8359
- Description: D.Phil. (Leadership in Performance and Change) , The desire for organisational competitiveness as a result of factors such as the changing and increasing needs of customers, deregulation, the globalisation of the economy and work, the increasing competition due to globalisation, the need to control costs and increase efficiency, as well as the fast pace of technological advancement, has compelled organisations to embark on changes that take place at a fast and ever-increasing rate. However, it was noted that organisations are not at all succeeding in implementing and institutionalising change initiatives effectively. There is a high failure rate in the implementation of transformational change efforts, and this is attributed to the fact that managers are not well-equipped to deal with challenges associated with the implementation of transformational changes in organisations. As a result of the high failure rate in change implementation, there had been a number of empirical studies conducted, which investigated reasons behind this low success rate. Unfortunately very few studies have focused on the human side of transformational change. Most of the researches have dwelt more on the technical side of change. This quantitative study was then conducted in order to identify and explore the elements and dynamics of transformational change, which can be regarded as constituting the human dimension of transformational change. Specifically, the main objective of this study was to determine the extent to which the elements and dynamics of transformational change (that is, perceptions, reactions, experiences, personal impact, and organisational impact) relate to the status of the change process. This research adopted a two-pronged approach, which incorporated a literature study first, and thereafter an empirical study. The literature study contextualised the elements and dynamics of transformational change within the Correctional Services environment. An overview of transformational change in the Department of Correctional Services was also provided. Based on the results of the literature study, a theoretical model, which hypothesised the relationships between perceptions and experience on one side, and the status of change on the other, was developed and empirically tested. The empirical data was collected by means of two survey questionnaires – one for correctional officials and the other for offenders, which were administered to 1000 correctional officials and 500 offenders. Methodologically, the study was guided by an exploratory, survey, descriptive, correlational and explanatory research designs, which were underpinned by ontological and epistemological perspectives. All completed and returned questionnaires were computed to analyse the responses of the respondents. The results of the analysis of data showed that the DCS change was characterised by positive perceptions; positive, negative and introspective-anxious experiences; negative responses in terms of emotional reactions and resistance; negative personal impact at intrapersonal and interpersonal levels; and positive organisational impact as the key aspects of the elements and dynamics of transformational change. The discussion in this thesis revolves around the above-named elements and dynamics of transformational change. Through performing exploratory and confirmatory factor analyses, a three-factor measurement model which encompassed perception, experience and the status of change, was identified and confirmed. The structural equation modelling found that both perceptions and experiences were the predictors of the status of change.
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Stakeholders’ perceptions of a human resources management intervention
- Authors: Letsoalo, M. B.
- Date: 2013-11-21
- Subjects: South Africa. Dept. of Education , Personnel management , Teachers - Training of - South Africa , School management and organization - South Africa
- Type: Thesis
- Identifier: uj:7780 , http://hdl.handle.net/10210/8675
- Description: D.Phil. (Industrial Psychology and People Management) , The aim of this study was to establish the stakeholders’ perception of a Human Resource Development (HRD) intervention. This was prompted by the fact that the Mpumalanga Department of Education (MDoE) has been regarded as one of the provinces that performs poorly on grade 12 results as compared to other provinces. A qualitative methodology was adopted in this study where in 20 participants were interviewed as internal stakeholders in the MDoE. The participants from different categories were purposefully selected from various regions in the MDoE in order to establish their perceptions of a HRD intervention. This study established that the human resource development and training services were not properly managed. This is attributed to shortage of staff, insufficient budget, HRD practitioners’ competencies, inaccurate information keeping and lastly the fact that the recommendations made by the internal auditors were not implemented. Consequently, the researcher ended up constructing an HRD audit process which could assist both private and public sector organization to improve service delivery. The proposed HRD audit process will hopefully ignite interest of scholars to test it, customize or even expand it.
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