Human resource development strategy for gender equality within the Department of Correctional Services
- Nhlapo, Tsholo Mzawazi Solomon
- Authors: Nhlapo, Tsholo Mzawazi Solomon
- Date: 2020
- Subjects: South Africa. Department of Correctional Services , Sex discrimination in employment , Sexual division of labor
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/419947 , uj:35736
- Description: Abstract: The study focuses on the implementation of the human resource development strategy (HRDS) of 2010-2030 in the Department of Correctional Services (DCS) in general, and the Groenpunt Management Area (GMA) in particular, to achieve its strategic gender equality objectives. The GMA is considered as the locus of this study. The findings explore that the establishment of a gap between the actual workforce and the minimum required workforce, and creating a situation to determine how many staff members will be needed will determine which contributions the Human Resource (HR) efforts need to make through specific interventions. The quality and effectiveness of the correctional system also depends largely on the competencies of its correctional officials. They are the most important factor in determining success in meeting organisational goals. The rehabilitation and personal wellbeing of the offenders also depends on the employees’ competencies, commitment, and resourcefulness. The research methodology utilised in this study is based on the qualitative research approach. The major qualitative research method utilised is to contextualise the setting of a case study approach. The triangulation was applied at the various stages – from data collection and analysis to the recommendations of the study. In order to improve HRD in the South African public service to incorporate gender equality, the thesis proposes a framework, namely Gender Equality in HRDS to use as a basis to make proposals. The study recommends that the implementation of measures require adequate resources (finances, HR skills, staffing, facilities, research capacity, monitoring and evaluation methodology skills, infrastructure, and advocacy services, to state a few). Resource allocations need to be made in organisational budgets. The impact thereafter needs to be documented, reviewed, and shared with relevant stakeholders to ensure gender equality in policies, programmes, and projects. The outcome will be the incorporation of gender mainstreaming in HR practices (micro level) in the public service context; and the realisation of Sustainable Development Goal (SDG) 5: gender equality and women’s empowerment (macro level) in the global and South African context. , Ph.D. (Public Management and Governance)
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- Authors: Nhlapo, Tsholo Mzawazi Solomon
- Date: 2020
- Subjects: South Africa. Department of Correctional Services , Sex discrimination in employment , Sexual division of labor
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/419947 , uj:35736
- Description: Abstract: The study focuses on the implementation of the human resource development strategy (HRDS) of 2010-2030 in the Department of Correctional Services (DCS) in general, and the Groenpunt Management Area (GMA) in particular, to achieve its strategic gender equality objectives. The GMA is considered as the locus of this study. The findings explore that the establishment of a gap between the actual workforce and the minimum required workforce, and creating a situation to determine how many staff members will be needed will determine which contributions the Human Resource (HR) efforts need to make through specific interventions. The quality and effectiveness of the correctional system also depends largely on the competencies of its correctional officials. They are the most important factor in determining success in meeting organisational goals. The rehabilitation and personal wellbeing of the offenders also depends on the employees’ competencies, commitment, and resourcefulness. The research methodology utilised in this study is based on the qualitative research approach. The major qualitative research method utilised is to contextualise the setting of a case study approach. The triangulation was applied at the various stages – from data collection and analysis to the recommendations of the study. In order to improve HRD in the South African public service to incorporate gender equality, the thesis proposes a framework, namely Gender Equality in HRDS to use as a basis to make proposals. The study recommends that the implementation of measures require adequate resources (finances, HR skills, staffing, facilities, research capacity, monitoring and evaluation methodology skills, infrastructure, and advocacy services, to state a few). Resource allocations need to be made in organisational budgets. The impact thereafter needs to be documented, reviewed, and shared with relevant stakeholders to ensure gender equality in policies, programmes, and projects. The outcome will be the incorporation of gender mainstreaming in HR practices (micro level) in the public service context; and the realisation of Sustainable Development Goal (SDG) 5: gender equality and women’s empowerment (macro level) in the global and South African context. , Ph.D. (Public Management and Governance)
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Grievance handling in the Department of Correctional Services (DSC) : a critical evaluation
- Mthombeni, Tsandzeka Kenneth
- Authors: Mthombeni, Tsandzeka Kenneth
- Date: 2014-02-04
- Subjects: Grievance procedures - South Africa , Labor laws and legislation - South Africa , Industrial relations - South Africa , South Africa. Department of Correctional Services
- Type: Thesis
- Identifier: uj:8017 , http://hdl.handle.net/10210/8952
- Description: M.Phil. (Labour Law & Employment Relations) , The Department of Correctional Services (DCS) is a security-oriented institution and one of its constitutional mandates is to keep offenders in safe and humane conditions until they are lawfully released. Employment relations are fraught with inevitable conflict because where there is more than one human being it follows that it (conflict) will surface. Hence, conflict leads to grievances. This study was intended to achieve the following objectives: - to conduct a literature investigation on grievance handling procedures in the DCS -to conduct an empirical investigation into employees' perceptions of grievance handling procedures in the DCS -to formulate recommendations for guidelines for the use of management III improving grievance handling procedures in the DCS According to the DCS's annual report of 200412005, more than half of the grievances lodged (54.98%) during that time were not resolved. This should be cause for concern for any organisation, especially one like the DCS where each and every employee needs to be at his/her best in terms of commitment and the employer should in turn have the leverage of trusting them (employees) all. Through the research questionnaire, this study gave employees an opportunity to interact with the researcher with a view to providing some guidelines for improving grievance handling in the DCS. Similarly, the study provided the researcher with an opportunity to find out from the respondents what, in their view, needs to be done to improve grievance handling in the DCS…
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- Authors: Mthombeni, Tsandzeka Kenneth
- Date: 2014-02-04
- Subjects: Grievance procedures - South Africa , Labor laws and legislation - South Africa , Industrial relations - South Africa , South Africa. Department of Correctional Services
- Type: Thesis
- Identifier: uj:8017 , http://hdl.handle.net/10210/8952
- Description: M.Phil. (Labour Law & Employment Relations) , The Department of Correctional Services (DCS) is a security-oriented institution and one of its constitutional mandates is to keep offenders in safe and humane conditions until they are lawfully released. Employment relations are fraught with inevitable conflict because where there is more than one human being it follows that it (conflict) will surface. Hence, conflict leads to grievances. This study was intended to achieve the following objectives: - to conduct a literature investigation on grievance handling procedures in the DCS -to conduct an empirical investigation into employees' perceptions of grievance handling procedures in the DCS -to formulate recommendations for guidelines for the use of management III improving grievance handling procedures in the DCS According to the DCS's annual report of 200412005, more than half of the grievances lodged (54.98%) during that time were not resolved. This should be cause for concern for any organisation, especially one like the DCS where each and every employee needs to be at his/her best in terms of commitment and the employer should in turn have the leverage of trusting them (employees) all. Through the research questionnaire, this study gave employees an opportunity to interact with the researcher with a view to providing some guidelines for improving grievance handling in the DCS. Similarly, the study provided the researcher with an opportunity to find out from the respondents what, in their view, needs to be done to improve grievance handling in the DCS…
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