MBA & MM Theses

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Subject: search.filters.subject.Civil service

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    PERCEPTIONS OF DRIVERS OF CORRUPTION IN THE PUBLIC SERVICE
    (2014-02-19) Muller, Marika Lindiwe
    Since liberation in 1994, corruption in the civil service has become a matter of increasing concern for South Africa. It has been estimated that corruption could be costing South Africa up to R30 billion a year. The intention of this exploratory, qualitative, research was to gain insight as to what motivated or allowed senior civil servants to behave in a corrupt manner. The research methodology was qualitative in nature, specifically purposive (judgemental) sampling. A main factor identified was a cultural disconnect between how civil servants are expected to behave and their own view of the world. Also, that how corruption is defined needs to be reviewed for different contexts, and that law enforcement needs to be given proper teeth to fight corruption.
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    THE ROLE OF HUMAN RESOURCE MANAGEMENT IN SUPPORTING THE ORGANISATIONAL STRATEGY IN THE PUBLIC SERVICE
    (2011-06-24) ZONDI, SIBUSISO ANTON
    Grappling with realities of the role of human resource management (HRM) in supporting the implementation of organisational strategy requires a pragmatic analysis of the interplay between this strategy and the HR function. Human resource management must provide support to management in its implementation of the organisational strategy. The analysis of this role should also (based on cognitive evidence) inform various strategic options to improve the role played by human resource management within organisations. In shaping these options, it is necessary to draw on available data on the management of human resources, both locally and across the globe, and particularly on the specific realities facing South Africa. The primary focus of this study is to analyse the role of human resource management (HRM) in supporting the implementation of the organisational strategy, and to establish and highlight the challenges that impede the HRM in executing this role. The study focuses its attention on the role of HRM within the Public Service, and in particular within the Public Service Commission. The analysis of literature and evidence from the interviews indicates that there are challenges facing the management of human resources in the public service. Accordingly, the study has identified a need for the role of HRM to be realigned to ensure that it provides support to management and facilitates the implementation of the organisational strategy. The study has identified three strategic frameworks, namely, the Contingency Model of Human Resource Management, the System-Functional Model and the HC Bridge® Framework. These models are intended to assist the HRM discourse in moving the „traditional HRM administrative role‟ to a strategic HRM role. Using these strategic models, the study hopes to inform and shape debates around the management of human resources in organisations, with a view to achieving the best HRM models and improving productivity within the South African labour force
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    CHANGE MANAGEMENT STRATEGIES FOR THE ADMINISTRATION
    (2011-05-19) Mngomezulu, Siceliwe D.
    Despite numerous reforms in a bid to improve service delivery, and ensure transparency and greater accountability, African civil services are still not performing satisfactorily. This research study is aimed at interrogating whether the public service in Swaziland, and the Ministry of Finance in particular, is performing unsatisfactorily due to the procedures and systems that are used in the organisation. The main purpose of the research is to suggest change management alternatives that can be used by the Human Resources department to enhance performance. Participant observation and documentary analysis were the primary methods used to gather data for the research. The findings of the research indicate that the department is using outdated managerial systems and procedures which are not responding to the demands made by the current technological environment. The conclusion is that the Human Resources department in the Ministry of Finance needs to update its managerial systems to improve efficiency and maintain a competitive advantage in relation to human resource management issues. Change management alternatives to enhance the operational systems of the department in order to improve its efficiency were recommended. These include the instalment of an e-filing system, conducting training needs assessment exercises and the introduction of a performance management system.