3. Electronic Theses and Dissertations (ETDs) - All submissions
Permanent URI for this communityhttps://wiredspace.wits.ac.za/handle/10539/45
Browse
8 results
Search Results
Item Understanding officials’ perspectives on the effectiveness of frontline service selivery sonitoring in improving service delivery in the Gauteng Department of Home Affairs(2018) Mmako, DineoThis study sought to understand officials’ perspectives on the effectiveness of frontline service delivery monitoring (FSDM) in improving service delivery at the Gauteng Department of Home Affairs (DHA). Acknowledging that the quality, effectiveness and efficiency of service delivery have a direct bearing on the quality of life of South Africa’s women, men and children, the study is based on 22 interviews conducted among officials who have been involved with frontline service delivery at the Gauteng DHA. Interviews, conducted in late 2017 and early 2018 with staff of the Gauteng DHA, the Gauteng Office of the Premier, and the Department of Planning, Monitoring and Evaluation (DPME), assessed participants’ experiences with, and perceptions of, current practices of frontline service delivery monitoring within their offices. The findings reveal that those officials who were interviewed generally have a good understanding of the role of the Department of Home Affairs in improving the lives of South Africans as well as the importance of effective and efficient frontline services within the Department. They also identify the challenges in the current practice of frontline service delivery monitoring within the Department, while emphasising the views of officials on how FSDM has contributed to improvements in frontline services in recent years. The findings also offer insights into how FSDM practice can be improved going forward and the study makes recommendations for the Department as well as for future researchItem Examining human resource management practices as mechanisms for enhancing organisational commitment in South African universities: a study in a private university(2018) Ukpabi, HopeHuman resources management practices are important factors within organisations which enable an organisation to achieve a competitive advantage. The possibility of an organisation to achieve a competitive advantage and maintain business sustainability is dependent on the organisational commitment of its staffs. As a result, organisations need effective human resource management practices to equip employees in other to obtain organisational goals and objectives. The objective of this study is to examine whether Human Resource Management practices influence the organisational commitment of employees in a private university. The study was conducted with academic staff members in a private university at Midrand, Gauteng province Johannesburg, South Africa. The researcher conducted a survey of 145 academic staffs from a population of 225. The research design which was used in this study was descriptive, cross sectional research design and a quantitative approach. The questionnaire method was used to collect data from the respondents using a survey instrument of 5-point Likert scale format. The analysis of the data was done using the SPSS software by using the linear regression analysis method after data was captured in Ms Excel. The Hayes process of moderation analysis was also adopted. The researcher found that performance appraisal, reward and training contribute to the enhancement of organisational commitment.Item A multidimensional framework for human resource information systems adoption and use in a South African university(2017) Phahlane, Mampilo MagdelineThis thesis is about how an organization adopted an information system (IS) and the subsequent current use of that system. That is, the relevance of this thesis is premised within the adoption and use of IS research fields. The adoption and use of systems is still a key IS issue as organizations strive to find ways to justify investments while the research issue is in striving to profoundly describe the adoption and use behavior. The thesis employs Human resource information systems (HRIS) as the system under study, with a South African university being the context. HRIS are adopted and used in organizations, including universities, to facilitate human resource functions and practices. The adoption and use of HRIS is often critical to achieving organizational visions and mandates; however, literature in this field is still in its infancy, with no known study conducted with a South African university context. To this point, there was a need to study behavior during HRIS adoption and the subsequent use behavior, in order to inform an efficient and appropriate ongoing use. Existing scholarly HRIS literature focus on either its adoption or its use, but hardly addressing both concurrently. This thesis argues that adoption may inform present use, and therefore, paramount to study both facets, and in the same locale. The study sought to understand how HRIS was adopted as well as understand how it is presently used, in the context of a South African university. The research argument driving the thesis is that HRIS is realized in a multidimensional environment, and thus, there is a need for a framework that may inform both adoption and use dimensions. The framework ought to be cognizant of the contextual determinants which influence both adoption processes and use behavior at varied levels, so that HRIS is adopted and used effectively and efficiently, sensitive to the South African context. To conceptualize the multidimensional framework, the study was underpinned by Upper echelon theory; Social cognitive theory; Technology, organizational and environment framework; and Task-technology fit, as theoretical lenses. Majority of HRIS adoption or use studies take a positivist stance; however, this thesis deemed an interpretivist philosophy as a more appropriate stance to understanding the complexities of adoption iii and use. A qualitative inductive approach using a case study research strategy was the methodology followed. Semi-structured interviews, field observations and institutional documents were ways to collect data. The empirical data were analyzed following thematic analysis and content analysis techniques. Literature and the interpretation of study findings informed the conceptualization of the multidimensional framework for the adoption and use of HRIS. The thesis contributes theoretically by providing a framework that informs adoption and use; practically, the framework may be used by policy and decision makers to improve use and appropriate use of HRIS; Methodologically, the thesis shows how a case study following the interpretive philosophy may be a better alternative to profoundly describe and explain adoption and the use of HRIS; finally, the thesis contributes to context by giving insights unique to South African universities. Keywords: Adoption and use framework, Human resource information systems Interpretive case study, Multidimensional, South African universityItem Employee perceptions of performance culture in Mpumalanga, Department of Culture, Sport and Recreation(2016) Mtsweni, Bonginkosi NelsonIn the past few years, the contribution of the performance culture to the overall success of the organisation has prompted interest to explore the concept. The purpose of this exploratory study was to determine facets that are perceived to be contributing to the performance culture and how employees in the Mpumalanga Department of Culture DCSR perceive such facets as causal factors to the performance of the organisation. This study is a qualitative descriptive study and semi semi-structures interviews were conducted. Eight participants were requested to take part. Two participants are from the head office and two from each of the three districts. All interviews were conducted face to face. Interviews were recorded on tape, transcribed and assessed according to themes. The overall findings of this study were that there are negative perceptions of performance culture as assessed according to the London School of Economics Eight Dimensions Performance Culture Model.Item Leadership and talent development at the Mbombela local municipality(2017) Qhibi, TinyikoLiterature, which has been drawn for this research, defines talent development as a prime responsibility for leaders in an organisation to help achieve organisational goals and gain a competitive advantage. Further, talent development should be regarded as a collective approach which will encompass the other two parts of talent management, which is talent attraction and talent retention. Also, the integration of processes like change management, organisational culture and performance management has been outlined as beneficial factors to both employees and the company at large. While much has been written about talent management and talent development in particular, this study outlines what leadership can contribute towards a talent enriched organisation for future sustainability. Job satisfaction, visionary leadership and performance management are the three themes which emerged from this research. These themes require organisations to pay attention to them in order to achieve good results. What is also addressed is whether the focus of developing employees should be on the strengths or weaknesses of employees at individual level. However, the point not to be missed when dealing with the development of individuals in the workplace is to focus on TED (Total Employee Development). This helps the organisation to ensure that its workforce is equipped in all areas which is essential to achieve success and excellence. While organisations begin to accelerate talent development matters, they need to further focus on developing teams and this should be guided by the following principles: 1) to continue with the development of talented and experienced individuals to keep up with the changes in their respective fields; 2) paying attention to employees who are absolutely new and inexperienced in the field to help them develop interest in their work. The SRPD model (Specification, Raw Material, Production process and Distribution) has been drawn in as one of the tools which can be applied for the attainment of the desired 100% talent in the workplace rather than anything less which will be inadequate.Item Mediating the relationship between talent management practices and intention to quit(2016) Ncube, Chrisbel MduduziSince McKinsey and Company (1998) coined the term “the war for talent” (Axelrod, Handfield-Jones, & Welsh, 2001; Michaels, Handfield-Jones & Axelrod, 2001) in response to a lack of highly skilled and talented employees in the labour market and the need for organisations to compete for this limited talent pool, the topic of talent management has received a remarkable degree of practitioner and academic interest (Bhatnagar, 2007; Collings & Mellahi, 2009; Vaiman, Scullion & Collings, 2012). The scarcity of highly skilled and talented employees has resulted in a paradigm shift, with the “old reality” (people need companies) replaced by new business realities (companies need talented and highly skilled people). This has forced organisations to institute aggressive talent management policies, practices and strategies to attract, develop, and optimise the available talent in both the broader market place and specific industries. The effective management of highly skilled and talented employees has also emerged as a major source of competitive advantage for organisations, resulting in desirable consequences such as organisational commitment, employee engagement, job satisfaction, and lower turnover intentions. Based on this premise, this study sought to investigate the direct and indirect (mediated) relationship between employees’ perception of the organisation’s current talent management practices, organisational commitment, employee engagement, job satisfaction and their intention to quit the organisation. The mediating characteristics of organisational commitment, employee engagement, and job satisfaction on the relationship between the perceived talent management practices and employees’ intention to quit are also investigated. A cross-sectional, survey-based descriptive research design utilising quantitative research methods was adopted to acquire information and primary data needed for analysis. The study was carried out on highly skilled and talented employees (supervisors, line managers, senior managers and directors) of a multinational fast moving consumer goods (FMCG) food manufacturing company in South Africa. The target population of the research comprised of (N = 267) 267 employees of the surveyed organisation with a sample size of (N = 151) 151 respondents. A standardised questionnaire adapted from five instruments ̶ talent management practices (Human Capital Institute, 2008), organisational commitment (Allen & Meyer, 1990), employee engagement (Schaufeli & Bakker, 2003), job satisfaction (Weiss, Dawis, England, & Lofquist, 1967), and intention to quit (Arnold & Feldman, 1982) measured on a Likert type of scale was utilised to collect primary data. A non-probability sampling technique (convenience sampling) was used to collect primary data. The scales used in the study reported Cronbach Coefficient Alphas above the minimum recommended 0.70 margin (Field, 2009) suggesting that the measuring instrument is reliable. The study utilised multiple linear regression analysis to test the proposed hypotheses. The results showed direct significant relationships between the variables under study, suggesting that investing in effective talent management practices relating to talent acquisition, workforce planning, talent development, performance management, talent retention, and other practices may result in desirable outcomes for the organisation. These include enhanced organisational commitment, high levels of employee engagement, increased employee job satisfaction, and reduced turnover intentions. It is recommended that organisations in South Africa and the organisation under study, in particular, develop talent management practices and strategies that can be implemented and applied in the organisation in order to attract and retain highly skilled and talented employees. It is further recommended that organisations develop effective, practical and holistic talent management practices and strategies that will not only attract talent, but also address organisational commitment, employee engagement, job satisfaction, and the retention of highly skilled and talented employees, thus boosting organisational performance and productivity.Item Factors influencing the formulation and implementation of human resource policy(1994) Cameron-Dow, George XavierThe purpose of this study was to identify the factorS involved in the process of Human Resource policy formulation and implementation as well as to determine who the stakeholders are and to what extent they are consulted in the process. A further objective of this exploratory research was to gather empirical date that would serve as the basis for the development of a generic human resource policy formUlation and implementation model. [Abbreviated Abstract. Open document to view full version]Item Cashiers' and management's perceptions of the usefulness of EAPs with particular reference to wellness couselling(2016) Rakgokong, Phenolia KoketsoThe purpose of this study was to explore cashiers’ and management’s perceptions of the usefulness of a company-provided employee assistance programme (EAP) with particular reference to wellness counselling. This study focused specifically on the four principles governing EAPs, namely; confidentiality, referral system, helping process and handling of outcome. Fifteen participants were recruited for this study from a cash centre of a financial institution in Johannesburg. There were ten males and five females. A qualitative methodology was used to collect and analyse data. The instruments used to collect data were two participant-generated text schedules, one for cashiers and the other for managers. Data were analysed using thematic content analysis. The results of the study showed that both employees and management found the EAP useful in the workplace. The direction for future research in South Africa could focus on conducting a longitudinal study to evaluate the impact and effectiveness of wellness counselling