An evaluation of a performance management system in identifying training and development gaps in the Sol Plaatje Local Municipality
- Authors: Selesho, M.E.
- Date: 2017
- Subjects: Performance - Management , Personnel management , Employees - Training of , Sol Plaatje Local Municipality
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/262209 , uj:27670
- Description: M.Com. (Business Management) , Abstract: For the past three decades, the performance management system has become a strategic management tool aimed at improving the South African local government sector. Although the performance management system was developed to assist decision makers to bring about important outputs related to core management activities, training and development (including the ability of employees to perform their duties) have been key aspects in defining organisational performance. In addition, authorities acknowledged the importance of investing in employees’ skills and abilities with the primary objective of enhancing performance. The identification of suitable training and development programmes is critical in achieving this objective. The purpose of this study was to establish the perceptions of managers and human resource practitioners in the application of the performance management system as a tool to identify the training requirements of employees in the Sol Plaatje Local Municipality. A qualitative approach was adopted to conduct the study and a purposeful sampling technique was used to select participants. Six employees were interviewed and an open-ended questionnaire was used to gather the data. This study established a significant gap between theoretical understanding and actual implementation of the performance management system in the municipality. This was attributed to fragmented poor planning of the performance management system, a flawed workplace skills development plan, failure to exploit available resources in providing in-house training, and failure to involve relevant stakeholders throughout the entire process. The study recommended an influential role by municipal leaders and encompassing the planning process which will translate into comprehensive implementation of the performance management system.
- Full Text:
- Authors: Selesho, M.E.
- Date: 2017
- Subjects: Performance - Management , Personnel management , Employees - Training of , Sol Plaatje Local Municipality
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/262209 , uj:27670
- Description: M.Com. (Business Management) , Abstract: For the past three decades, the performance management system has become a strategic management tool aimed at improving the South African local government sector. Although the performance management system was developed to assist decision makers to bring about important outputs related to core management activities, training and development (including the ability of employees to perform their duties) have been key aspects in defining organisational performance. In addition, authorities acknowledged the importance of investing in employees’ skills and abilities with the primary objective of enhancing performance. The identification of suitable training and development programmes is critical in achieving this objective. The purpose of this study was to establish the perceptions of managers and human resource practitioners in the application of the performance management system as a tool to identify the training requirements of employees in the Sol Plaatje Local Municipality. A qualitative approach was adopted to conduct the study and a purposeful sampling technique was used to select participants. Six employees were interviewed and an open-ended questionnaire was used to gather the data. This study established a significant gap between theoretical understanding and actual implementation of the performance management system in the municipality. This was attributed to fragmented poor planning of the performance management system, a flawed workplace skills development plan, failure to exploit available resources in providing in-house training, and failure to involve relevant stakeholders throughout the entire process. The study recommended an influential role by municipal leaders and encompassing the planning process which will translate into comprehensive implementation of the performance management system.
- Full Text:
The culture of employee learning at the University of Johannesburg : the case of administrative assistants for university academic work
- Authors: Mavunga, George
- Date: 2017
- Subjects: University of Johannesburg - Employees - Training of , Employees - Training of , Corporate culture
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/286271 , uj:30975
- Description: Ph.D. (Higher Education Studies) , Abstract: Employee learning has of late become a strategic imperative for both individual organisations and countries. The reasons for this include the role of learning in employee professional growth; job and customer satisfaction as well as the need to enable employees to cope with technological advancements. This has given rise to the question as to how best employee learning can be practised. Attendant to this is the question as to the culture that should characterise such learning which, as pointed out by Garvin, Edmondson and Gino, (2008) is an area in which there is a dearth of studies as publications in most refereed journals, for example, take a generalist approach to either human resource management or adult learning. In addition, as Harrison (2009) points out, this is an area characterised by fluidity of perspectives and thus continuous search for new knowledge. Approaches to employee learning since the 1960’s have largely been premised on Human Capital Theory (HCT) whose main thesis is that investing in human beings guarantees an improvement in production as well as the economic benefits that accrue to them, the organisations which they work for and, ultimately, their countries. The suggestions in HCT and its related theories have several implications for the culture of employee learning. One of these is that its attendant culture is linear as it is solely dependent on government and or employer’s employee learning initiatives, on one hand, and the employees’ responses to such initiatives, on the other. In spite of their appeal, some of the proposals in HCT began to be questioned as early as the 1970’s especially because of evidence that brought to question the link between education, on one hand, and higher earnings for individuals and economic prosperity for nations, on the other (Bowles and Gintis, 1975; Tyack, 1974; Vally and Motala, 2014)...
- Full Text:
- Authors: Mavunga, George
- Date: 2017
- Subjects: University of Johannesburg - Employees - Training of , Employees - Training of , Corporate culture
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/286271 , uj:30975
- Description: Ph.D. (Higher Education Studies) , Abstract: Employee learning has of late become a strategic imperative for both individual organisations and countries. The reasons for this include the role of learning in employee professional growth; job and customer satisfaction as well as the need to enable employees to cope with technological advancements. This has given rise to the question as to how best employee learning can be practised. Attendant to this is the question as to the culture that should characterise such learning which, as pointed out by Garvin, Edmondson and Gino, (2008) is an area in which there is a dearth of studies as publications in most refereed journals, for example, take a generalist approach to either human resource management or adult learning. In addition, as Harrison (2009) points out, this is an area characterised by fluidity of perspectives and thus continuous search for new knowledge. Approaches to employee learning since the 1960’s have largely been premised on Human Capital Theory (HCT) whose main thesis is that investing in human beings guarantees an improvement in production as well as the economic benefits that accrue to them, the organisations which they work for and, ultimately, their countries. The suggestions in HCT and its related theories have several implications for the culture of employee learning. One of these is that its attendant culture is linear as it is solely dependent on government and or employer’s employee learning initiatives, on one hand, and the employees’ responses to such initiatives, on the other. In spite of their appeal, some of the proposals in HCT began to be questioned as early as the 1970’s especially because of evidence that brought to question the link between education, on one hand, and higher earnings for individuals and economic prosperity for nations, on the other (Bowles and Gintis, 1975; Tyack, 1974; Vally and Motala, 2014)...
- Full Text:
Organizational learning at Food Lover’s Market Westgate
- Authors: Moussavou, Mauricia Grace
- Date: 2016
- Subjects: Organizational learning - Case studies , Organizational learning - Management , Employees - Training of
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/233079 , uj:23789
- Description: M.Tech. , Abstract: This study revolves around two main concepts, the organizational learning and the learning organization. The study investigated the Food Lover’s Market with the aim of accomplishing four following objectives: (1) to explore the attributes and the limitations experienced by the Food Lover’s Market on the way to becoming a learning organization; (2) to review employees’ qualifications and their consequences on their work and future endeavors in the company; (3) to explore various methods that will allow employees to be more aware of the customer; and (4) to observe what directly motivates employees. In accomplishing the above objectives, the study encompassed the literature review on the concepts of learning organization and organizational learning; the characteristics of the learning organization; the important factors influencing the need for a learning organization; the important factors influencing the need for a learning organization; the people around the learning organization, mainly employees (responsible for smoothly maintaining the store, and sharing knowledge amongst each other), managers (ensuring effective communication between organizational members, and ensuring their organization is adapting to their surrounding environment), and the customers (also participating in the learning process by providing correct and constant feedback to the company); the concept of knowledge and its importance within the learning organization; and the risks linked to organizational learning. The next steps involved analyzing the study through the use of research techniques such as observation, interviews and the analysis of company documents, analyzing the company and its activities through a case study, and revealing the findings and discussing them. The discussion and interpretation of the study findings confirmed that although the company is successful and run by an experienced manager, there are a few areas that still need to be improved for it to be even smarter; first, managers need to make and extra effort and collaborate fully with their employees. Second, the company needs to introduce effective methods of gathering the customer’s opinions, for better retention of the customer, and better anticipation of their complaints. Lastly, a happier employee is crucial to a better company performance, therefore, better rewards programs should be considered. Also, the power of a learning organization lies in the ability to effectively develop its employees no matter what their level of education is.
- Full Text:
- Authors: Moussavou, Mauricia Grace
- Date: 2016
- Subjects: Organizational learning - Case studies , Organizational learning - Management , Employees - Training of
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/233079 , uj:23789
- Description: M.Tech. , Abstract: This study revolves around two main concepts, the organizational learning and the learning organization. The study investigated the Food Lover’s Market with the aim of accomplishing four following objectives: (1) to explore the attributes and the limitations experienced by the Food Lover’s Market on the way to becoming a learning organization; (2) to review employees’ qualifications and their consequences on their work and future endeavors in the company; (3) to explore various methods that will allow employees to be more aware of the customer; and (4) to observe what directly motivates employees. In accomplishing the above objectives, the study encompassed the literature review on the concepts of learning organization and organizational learning; the characteristics of the learning organization; the important factors influencing the need for a learning organization; the important factors influencing the need for a learning organization; the people around the learning organization, mainly employees (responsible for smoothly maintaining the store, and sharing knowledge amongst each other), managers (ensuring effective communication between organizational members, and ensuring their organization is adapting to their surrounding environment), and the customers (also participating in the learning process by providing correct and constant feedback to the company); the concept of knowledge and its importance within the learning organization; and the risks linked to organizational learning. The next steps involved analyzing the study through the use of research techniques such as observation, interviews and the analysis of company documents, analyzing the company and its activities through a case study, and revealing the findings and discussing them. The discussion and interpretation of the study findings confirmed that although the company is successful and run by an experienced manager, there are a few areas that still need to be improved for it to be even smarter; first, managers need to make and extra effort and collaborate fully with their employees. Second, the company needs to introduce effective methods of gathering the customer’s opinions, for better retention of the customer, and better anticipation of their complaints. Lastly, a happier employee is crucial to a better company performance, therefore, better rewards programs should be considered. Also, the power of a learning organization lies in the ability to effectively develop its employees no matter what their level of education is.
- Full Text:
'n Didaktiese evaluering van 'n indiensopleidingsprogram vir bemarkers
- Authors: Lotriet, Annelie
- Date: 2015-09-29
- Subjects: Employees - Training of , Business education
- Type: Thesis
- Identifier: uj:14209 , http://hdl.handle.net/10210/14656
- Description: M.Ed. , In the light of the present shortage of skilled manpower and the resultant emphasis on training, the question arises whether the existing training programs are sufficient enough in terms of quality and effectiveness. In the present study the author examined and evaluated a marketing program of Santambank dealing more specifically with the technique of marketing personal banking facilities ...
- Full Text:
- Authors: Lotriet, Annelie
- Date: 2015-09-29
- Subjects: Employees - Training of , Business education
- Type: Thesis
- Identifier: uj:14209 , http://hdl.handle.net/10210/14656
- Description: M.Ed. , In the light of the present shortage of skilled manpower and the resultant emphasis on training, the question arises whether the existing training programs are sufficient enough in terms of quality and effectiveness. In the present study the author examined and evaluated a marketing program of Santambank dealing more specifically with the technique of marketing personal banking facilities ...
- Full Text:
A theoretical assessment of the effect of training and development on employees performance and productivity
- Ngwenya, Lerato, Aigbavboa, Clinton, Thwala, Wellington Didibhuku
- Authors: Ngwenya, Lerato , Aigbavboa, Clinton , Thwala, Wellington Didibhuku
- Date: 2015
- Subjects: Employees - Training of , Industrial productivity , Employees - Rating of
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/69981 , uj:17938 , Citation: Ngwenya, L., Aigbavboa, C. & Thwala, W.D. 2015. A theoretical assessment of the effect of training and development on employees performance and productivity.
- Description: Abstract: This paper examines previous literature on the effect of training and development on employees’ performance and productivity. Furthermore, the study seeks to investigate the meaning of training and development, identify the importance of employee performance and also, the study seeks to explore the relationship between training and development and employees’ performance. This study will be conducted through the use of secondary data in form of a literature review. The literature survey will assist in identifying whether training and development has impact on employees’ performance and productivity. Findings from the review of literature revealed that employees are an asset to the organisation when they are skilled. Further the study revealed that organisational efficiency would be increased through training and development and also, the enhancement of employee careers and opportunities to get better positions within the organisation. The study is a contribution to the body of knowledge on Training and Development of employees and their impact performance and Productivity.
- Full Text:
- Authors: Ngwenya, Lerato , Aigbavboa, Clinton , Thwala, Wellington Didibhuku
- Date: 2015
- Subjects: Employees - Training of , Industrial productivity , Employees - Rating of
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/69981 , uj:17938 , Citation: Ngwenya, L., Aigbavboa, C. & Thwala, W.D. 2015. A theoretical assessment of the effect of training and development on employees performance and productivity.
- Description: Abstract: This paper examines previous literature on the effect of training and development on employees’ performance and productivity. Furthermore, the study seeks to investigate the meaning of training and development, identify the importance of employee performance and also, the study seeks to explore the relationship between training and development and employees’ performance. This study will be conducted through the use of secondary data in form of a literature review. The literature survey will assist in identifying whether training and development has impact on employees’ performance and productivity. Findings from the review of literature revealed that employees are an asset to the organisation when they are skilled. Further the study revealed that organisational efficiency would be increased through training and development and also, the enhancement of employee careers and opportunities to get better positions within the organisation. The study is a contribution to the body of knowledge on Training and Development of employees and their impact performance and Productivity.
- Full Text:
Profiling coaching in South Africa
- Authors: Steenkamp, Heilene
- Date: 2013-05-01
- Subjects: Employees - Training of , Executive coaching , Mentors in business
- Type: Mini-Dissertation
- Identifier: uj:7499 , http://hdl.handle.net/10210/8357
- Description: M.Phil. (Industrial Psychology and People Management) , Orientation: The coaching industry globally has experienced unprecedented growth with various professional bodies representing a diversity of coaches, application domains, methodologies, training and, continuous professional development, but the industry is not yet regulated and does not meet the criteria for the professionalisation thereof. Very little is known about the composition of the coaching industry in South Africa. Research purpose: The purpose of this study was to explore and describe the profile of coaches in South Africa. Motivation for the study: The exploration and description of the currently practising coaches in South Africa was necessitated by the lack of basic information regarding the nature and extent of coaches currently practising in South Africa. Research design: A quantitative, cross-sectional design was adopted to obtain a snapshot (at a fixed point in time) of the current coaching profile. The researcher conducted a survey, using a web-based questionnaire that was adapted from similar studies conducted in the United Kingdom, Australia, and New Zealand. This research method fitted the aim of the study as the profile of South African coaches currently practising was explored. The sample consisted of coaches who were voluntary members of professional coaching bodies in South Africa. Main findings: From 229 respondents, it was evident that South African coaches are mostly from a human resources, a consulting, or a psychology background, and have between 1 and 5 years’ coaching experience. Most of these coaches have a non-specified Master’s degree with only a certificate in coaching. Coaches in South Africa seem to practise on a part-time basis, spending less than five hours per day coaching clients. An average coaching session lasts between 60 and 90 minutes, fortnightly, with the coaching engagement lasting between Page | v 3 to 12 months. Coaches prefer face-to-face coaching. Areas of specialisation are leadership coaching, life coaching, and business coaching. Coaches make use of psychometric instruments in profiling their clients. Most of the coaches are of the opinion that the adherence to a code of ethics is very important. Supervision and continuous professional development are seen as an important part of training to become a coach. Implications: This study cannot be extrapolated to the future, as changes in the social processes could not be captured, and the industry is bound to change. Furthermore, no up to date database exist of practising coaches in South Africa. This is the first study to be conducted in South Africa across different professional bodies and practice domains in an endeavour to develop a detailed profile of the South African coaching industry. The outcome of this survey has highlighted important areas for further research and will assist both the consumer of coaching services, coach training providers and coaches with a better understanding of the profile of the coaching industry by identifying where critical training needs exist. Contribution and value-add: The present study contributes an in-depth investigation into the characteristics and practices of coaches in South Africa, and provides voluntary professional associations with information regarding the qualifications, training, and experience of coaches currently practising.
- Full Text:
- Authors: Steenkamp, Heilene
- Date: 2013-05-01
- Subjects: Employees - Training of , Executive coaching , Mentors in business
- Type: Mini-Dissertation
- Identifier: uj:7499 , http://hdl.handle.net/10210/8357
- Description: M.Phil. (Industrial Psychology and People Management) , Orientation: The coaching industry globally has experienced unprecedented growth with various professional bodies representing a diversity of coaches, application domains, methodologies, training and, continuous professional development, but the industry is not yet regulated and does not meet the criteria for the professionalisation thereof. Very little is known about the composition of the coaching industry in South Africa. Research purpose: The purpose of this study was to explore and describe the profile of coaches in South Africa. Motivation for the study: The exploration and description of the currently practising coaches in South Africa was necessitated by the lack of basic information regarding the nature and extent of coaches currently practising in South Africa. Research design: A quantitative, cross-sectional design was adopted to obtain a snapshot (at a fixed point in time) of the current coaching profile. The researcher conducted a survey, using a web-based questionnaire that was adapted from similar studies conducted in the United Kingdom, Australia, and New Zealand. This research method fitted the aim of the study as the profile of South African coaches currently practising was explored. The sample consisted of coaches who were voluntary members of professional coaching bodies in South Africa. Main findings: From 229 respondents, it was evident that South African coaches are mostly from a human resources, a consulting, or a psychology background, and have between 1 and 5 years’ coaching experience. Most of these coaches have a non-specified Master’s degree with only a certificate in coaching. Coaches in South Africa seem to practise on a part-time basis, spending less than five hours per day coaching clients. An average coaching session lasts between 60 and 90 minutes, fortnightly, with the coaching engagement lasting between Page | v 3 to 12 months. Coaches prefer face-to-face coaching. Areas of specialisation are leadership coaching, life coaching, and business coaching. Coaches make use of psychometric instruments in profiling their clients. Most of the coaches are of the opinion that the adherence to a code of ethics is very important. Supervision and continuous professional development are seen as an important part of training to become a coach. Implications: This study cannot be extrapolated to the future, as changes in the social processes could not be captured, and the industry is bound to change. Furthermore, no up to date database exist of practising coaches in South Africa. This is the first study to be conducted in South Africa across different professional bodies and practice domains in an endeavour to develop a detailed profile of the South African coaching industry. The outcome of this survey has highlighted important areas for further research and will assist both the consumer of coaching services, coach training providers and coaches with a better understanding of the profile of the coaching industry by identifying where critical training needs exist. Contribution and value-add: The present study contributes an in-depth investigation into the characteristics and practices of coaches in South Africa, and provides voluntary professional associations with information regarding the qualifications, training, and experience of coaches currently practising.
- Full Text:
The role of management in effective knowledge and skills transfer
- Authors: Buys, Neil Armstrong
- Date: 2013-05-01
- Subjects: Transfer of learning , Employees - Training of , Business planning , Strategic planning , Information resources management
- Type: Thesis
- Identifier: uj:7503 , http://hdl.handle.net/10210/8360
- Description: Ph.D. (Leadership Performance and Change) , Organisations worldwide have made substantial investments in the training of their employees even though it is generally understood that only a small amount of learning is usually transferred to the work environment. The knowledge of the extent of employer investments in training compared to the benefits that accrue from this training for the organisation underlies the continuous debate concerning the return on investment and the effectiveness of the transfer of learning. Learning Transfer is defined as the application of knowledge, skills and attitudes learned from training and the subsequent maintenance of it over a period of time. This paucity of learning transfer, in spite of the substantial investment in training by employers, must be considered against the reality of organisations continuously being confronted by demands emanating from developments such as globalisation. Equally, technological developments necessitate change in the nature of work and consequently in the knowledge and skills required by employees to perform the work, as well as for organisations to remain globally competitive. The aim of this study is to determine whether a causal relationship exists between management support for learning and the effectiveness of learning transfer. In pursuance of finding causes for the lack of learning transfer, the study has the further objective of determining whether management support could be elevated above other differentiators, such as motivation of the trainee, training design and the workplace or organisational climate factors. The study is premised on the perception that management exercises a great deal of influence over their employees and that they determine organisational outcomes because of their decision-making authority. This gave rise to the presumption that management plays a leading role in ensuring that effective learning transfer is achieved and that the nature and extent of management‟s influence determines whether effective and efficient learning transfer is realised.
- Full Text:
- Authors: Buys, Neil Armstrong
- Date: 2013-05-01
- Subjects: Transfer of learning , Employees - Training of , Business planning , Strategic planning , Information resources management
- Type: Thesis
- Identifier: uj:7503 , http://hdl.handle.net/10210/8360
- Description: Ph.D. (Leadership Performance and Change) , Organisations worldwide have made substantial investments in the training of their employees even though it is generally understood that only a small amount of learning is usually transferred to the work environment. The knowledge of the extent of employer investments in training compared to the benefits that accrue from this training for the organisation underlies the continuous debate concerning the return on investment and the effectiveness of the transfer of learning. Learning Transfer is defined as the application of knowledge, skills and attitudes learned from training and the subsequent maintenance of it over a period of time. This paucity of learning transfer, in spite of the substantial investment in training by employers, must be considered against the reality of organisations continuously being confronted by demands emanating from developments such as globalisation. Equally, technological developments necessitate change in the nature of work and consequently in the knowledge and skills required by employees to perform the work, as well as for organisations to remain globally competitive. The aim of this study is to determine whether a causal relationship exists between management support for learning and the effectiveness of learning transfer. In pursuance of finding causes for the lack of learning transfer, the study has the further objective of determining whether management support could be elevated above other differentiators, such as motivation of the trainee, training design and the workplace or organisational climate factors. The study is premised on the perception that management exercises a great deal of influence over their employees and that they determine organisational outcomes because of their decision-making authority. This gave rise to the presumption that management plays a leading role in ensuring that effective learning transfer is achieved and that the nature and extent of management‟s influence determines whether effective and efficient learning transfer is realised.
- Full Text:
Governance of non-educators in public schools
- Authors: Nkhatho, Deborah
- Date: 2012-09-07
- Subjects: Unskilled labor , Schools - South Africa , Employees - Training of , Manpower planning
- Type: Mini-Dissertation
- Identifier: uj:9776 , http://hdl.handle.net/10210/7182
- Description: M.Ed. , The general aim of the research is to investigate governance of non-educators in public schools. The specific aims of this research are to: determine the roles and responsibilities of non-educators; determine factors, conditions and circumstances that influence the effective performance of non-educators; discuss the role of non-educators as perceived by the school governing body; provide guidelines for effective managing performance of non-educators; and discuss a code of conduct for non-educators. The specific aims of this research are to: determine the roles and responsibilities of non-educators; determine factors, conditions and circumstances that influence the effective performance of non-educators; discuss the role of non-educators as perceived by the school governing body; provide guidelines for effective managing performance of non-educators; and discuss a code of conduct for non-educators.
- Full Text:
- Authors: Nkhatho, Deborah
- Date: 2012-09-07
- Subjects: Unskilled labor , Schools - South Africa , Employees - Training of , Manpower planning
- Type: Mini-Dissertation
- Identifier: uj:9776 , http://hdl.handle.net/10210/7182
- Description: M.Ed. , The general aim of the research is to investigate governance of non-educators in public schools. The specific aims of this research are to: determine the roles and responsibilities of non-educators; determine factors, conditions and circumstances that influence the effective performance of non-educators; discuss the role of non-educators as perceived by the school governing body; provide guidelines for effective managing performance of non-educators; and discuss a code of conduct for non-educators. The specific aims of this research are to: determine the roles and responsibilities of non-educators; determine factors, conditions and circumstances that influence the effective performance of non-educators; discuss the role of non-educators as perceived by the school governing body; provide guidelines for effective managing performance of non-educators; and discuss a code of conduct for non-educators.
- Full Text:
The role of participative communication towards a company's ascend to 'world class' status
- Authors: Nkadimeng, Mmabje Moffat
- Date: 2012-09-07
- Subjects: Industrial relations , Communication in organizations , Globalization , Employees - Attitudes , Work ethic , Employees - Training of
- Type: Mini-Dissertation
- Identifier: uj:9743 , http://hdl.handle.net/10210/7152
- Description: M.Phil. , This study aimed at indicating that participative communication plays an important role in ensuring that a company ascent to 'world-class' status. In order for a typical South African company to become 'world-class' it must overcome a number of hurdles namely: employees' attitudes in South African organisations; productivity and competitiveness; education, and training and development; absence of work ethics and values; the corpse shadow theory; crime; HIV/AIDS and emigration. The question of companies to become 'world-class' is imperative because of the phenomenon of globalisation. The globalisation is the state of affairs economically, politically and to a certain degree socially and scientifically in which the world has been reduced to a tonal 'global village'. The 'global village' is thus a 'global market place' in which South Africa found itself thrown into after 1994, after a long winter and cocoon of economic and political isolation of pre-1994 years. South African companies found that their contemporaries are afar in the fierce economic race. The 'global market' is a battlefield in which companies (locally and internationally) fight for acquisition of lion's share in the market, retention and attraction of skilful and talented workers. The worker suitable for the 'global labour market' simply move around the globe and so does money in billions of dollars. The level- of technology is high, states' borders are `torn' to allow free movement of knowledge, information, money and skilled workers and resources. To survive in this battlefield companies (countries) must be thus productive, profitable and competitive. The study shows South Africa as being typically sluggish: showing low ranking in terms of performance economically (productivity, profitability and competitiveness). To become productive the managers and employees must change from their confrontational attitudes of the 'them versus us', adopt a 'pentotal' employment relations mindset that take the customers and shareholders into account as stakeholders. The customers want to pay for service or product of value. Thus the role and place of core values in participative work culture is addressed in this study.
- Full Text:
- Authors: Nkadimeng, Mmabje Moffat
- Date: 2012-09-07
- Subjects: Industrial relations , Communication in organizations , Globalization , Employees - Attitudes , Work ethic , Employees - Training of
- Type: Mini-Dissertation
- Identifier: uj:9743 , http://hdl.handle.net/10210/7152
- Description: M.Phil. , This study aimed at indicating that participative communication plays an important role in ensuring that a company ascent to 'world-class' status. In order for a typical South African company to become 'world-class' it must overcome a number of hurdles namely: employees' attitudes in South African organisations; productivity and competitiveness; education, and training and development; absence of work ethics and values; the corpse shadow theory; crime; HIV/AIDS and emigration. The question of companies to become 'world-class' is imperative because of the phenomenon of globalisation. The globalisation is the state of affairs economically, politically and to a certain degree socially and scientifically in which the world has been reduced to a tonal 'global village'. The 'global village' is thus a 'global market place' in which South Africa found itself thrown into after 1994, after a long winter and cocoon of economic and political isolation of pre-1994 years. South African companies found that their contemporaries are afar in the fierce economic race. The 'global market' is a battlefield in which companies (locally and internationally) fight for acquisition of lion's share in the market, retention and attraction of skilful and talented workers. The worker suitable for the 'global labour market' simply move around the globe and so does money in billions of dollars. The level- of technology is high, states' borders are `torn' to allow free movement of knowledge, information, money and skilled workers and resources. To survive in this battlefield companies (countries) must be thus productive, profitable and competitive. The study shows South Africa as being typically sluggish: showing low ranking in terms of performance economically (productivity, profitability and competitiveness). To become productive the managers and employees must change from their confrontational attitudes of the 'them versus us', adopt a 'pentotal' employment relations mindset that take the customers and shareholders into account as stakeholders. The customers want to pay for service or product of value. Thus the role and place of core values in participative work culture is addressed in this study.
- Full Text:
Presenting life skills : an assessment dilemma
- Authors: Van der Wal, Rachel Jacoba
- Date: 2012-08-28
- Subjects: Employees - Training of , Life skills
- Type: Thesis
- Identifier: uj:3275 , http://hdl.handle.net/10210/6681
- Description: M.Tech. , There was request from industry to present a life skills learning programme to supplement artisans' training. With this training, facilitors and trainers needed tools to assess the outcomes of the training. The study aims to develop an alternative assessment method and stimulus instruments in order to assess the learners' attainment of the learning outcomes of a life skills learning programme. The research concludes that life skills are a valuable supplement to artisans' training and will enhance their skills acquisition to improve their employability and adaptability in the working environment.
- Full Text:
- Authors: Van der Wal, Rachel Jacoba
- Date: 2012-08-28
- Subjects: Employees - Training of , Life skills
- Type: Thesis
- Identifier: uj:3275 , http://hdl.handle.net/10210/6681
- Description: M.Tech. , There was request from industry to present a life skills learning programme to supplement artisans' training. With this training, facilitors and trainers needed tools to assess the outcomes of the training. The study aims to develop an alternative assessment method and stimulus instruments in order to assess the learners' attainment of the learning outcomes of a life skills learning programme. The research concludes that life skills are a valuable supplement to artisans' training and will enhance their skills acquisition to improve their employability and adaptability in the working environment.
- Full Text:
- «
- ‹
- 1
- ›
- »