Developing an effective HR framework/model to improve HR officials’ performance at the port of Port Elizabeth
- Authors: Maqetuka, Siphokazi Suzanne
- Date: 2022-04
- Subjects: Personnel management , Human Resources Assessment , Human resource professionals
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/57853 , vital:58280
- Description: With rising economic conditions and intense competitive conditions in business development, companies are increasingly facing the need to hire, motivate and retain talented people (Irana Bagaeva, 2018). Therefore, employees with the skills to meet market and customer requirements, regardless of ownership or the range of production in the modern world, are crucial to growth, survival, and sustainability. This emphasises the importance of those who must ensure that the above is achieved, that is, the human resources department of the organisation. The Human Resources Department is considered by business leaders and employees to be the body that builds and evaluates the human resources network that drives the effectiveness of the organization (Vanderpyl, 2018). Organisations need to be able to configure themselves, and HR leaders and teams keep their networks strong by not only satisfying regulations but also by leveraging and addressing social trends that benefit the organisation. Given the background highlighted above, which highlights the importance of an effective Human resource department and the role it ought to play in the organisation’s success, growth, and sustainability, it was therefore sought by the researcher to delve into the effectiveness of the Human resources department at the Port of Port Elizabeth, as they have continually been receiving mediocre performance ratings from the organisation’s leaders. Thus, the purpose of this study was to explore and investigate, from the Human Resource personnel in this department, their opinions of the effectiveness of the service offerings of the Human Resource department of the Port of PE to service the needs of their customers. This led to the development of a qualitative research approach where semi-structured interviews, supported with questionnaires, were conducted on all the personnel of the Human Resource department. The questionnaire contained closed and open-ended statements of opinions held by the respondents, which consisted of the Human resource personnel of the Port of Port Elizabeth. The study findings indicate that the Human Resource Department of the Port of PE is functioning at a mediocre level of service provision and that it is not a high-performing team or highly effective. The impact of mediocre service delivery means that the iii department is not fully meeting the client’s mandate that drives the People agenda of the organisation. There were a few factors identified in the study that prevented the team from reaching levels of high performance, and some can be attributed to organisational, systemic, and policy challenges preventing the team from reaching the required levels of service. A new Operating model has been presented in this study to address these challenges faced by the department. Finally, it was imperative to highlight the context in which the Port of Port Elizabeth exists, that being of Transnet which is a State-Owned enterprise that is therefore owned by the government, which has the mandate to drive the South African Government’s agenda of poverty and unemployment alleviation. , Thesis (MA) -- Faculty of Business and Economic science, 2022
- Full Text:
- Date Issued: 2022-04
- Authors: Maqetuka, Siphokazi Suzanne
- Date: 2022-04
- Subjects: Personnel management , Human Resources Assessment , Human resource professionals
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/57853 , vital:58280
- Description: With rising economic conditions and intense competitive conditions in business development, companies are increasingly facing the need to hire, motivate and retain talented people (Irana Bagaeva, 2018). Therefore, employees with the skills to meet market and customer requirements, regardless of ownership or the range of production in the modern world, are crucial to growth, survival, and sustainability. This emphasises the importance of those who must ensure that the above is achieved, that is, the human resources department of the organisation. The Human Resources Department is considered by business leaders and employees to be the body that builds and evaluates the human resources network that drives the effectiveness of the organization (Vanderpyl, 2018). Organisations need to be able to configure themselves, and HR leaders and teams keep their networks strong by not only satisfying regulations but also by leveraging and addressing social trends that benefit the organisation. Given the background highlighted above, which highlights the importance of an effective Human resource department and the role it ought to play in the organisation’s success, growth, and sustainability, it was therefore sought by the researcher to delve into the effectiveness of the Human resources department at the Port of Port Elizabeth, as they have continually been receiving mediocre performance ratings from the organisation’s leaders. Thus, the purpose of this study was to explore and investigate, from the Human Resource personnel in this department, their opinions of the effectiveness of the service offerings of the Human Resource department of the Port of PE to service the needs of their customers. This led to the development of a qualitative research approach where semi-structured interviews, supported with questionnaires, were conducted on all the personnel of the Human Resource department. The questionnaire contained closed and open-ended statements of opinions held by the respondents, which consisted of the Human resource personnel of the Port of Port Elizabeth. The study findings indicate that the Human Resource Department of the Port of PE is functioning at a mediocre level of service provision and that it is not a high-performing team or highly effective. The impact of mediocre service delivery means that the iii department is not fully meeting the client’s mandate that drives the People agenda of the organisation. There were a few factors identified in the study that prevented the team from reaching levels of high performance, and some can be attributed to organisational, systemic, and policy challenges preventing the team from reaching the required levels of service. A new Operating model has been presented in this study to address these challenges faced by the department. Finally, it was imperative to highlight the context in which the Port of Port Elizabeth exists, that being of Transnet which is a State-Owned enterprise that is therefore owned by the government, which has the mandate to drive the South African Government’s agenda of poverty and unemployment alleviation. , Thesis (MA) -- Faculty of Business and Economic science, 2022
- Full Text:
- Date Issued: 2022-04
Factors influencing the engagement levels of HR practitioners
- Authors: Naidoo, Sathasiven
- Date: 2022-04
- Subjects: Personnel management , Human capital -- Management
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/58037 , vital:58500
- Description: South Africa is the third largest economy on the African continent. Moreover, it is the most technological, industrialised and diversified economy in Africa. Its economy consists of various sectors, such as mineral resources, financial, services and manufacturing sectors, as well as other sectors. It is imperative that these sectors are and remain competitive as they impact directly on the economy of the country and the continent which has an impact on all citizens in the country. An important resource is that of human resources in these sectors. Employees in these sectors form part of various departments of the specific organisation they are employed by, with their own duties and responsibilities. All departments in an organisation have an integral part to play to ensure that an organisation is indeed successful and sustainable. The human resources department plays an integral role and provides service to the various departments and thus impacts the success of the organisation. The HR practitioners who work within the HR department need to be engaged to fulfil their duties effectively. The purpose and primary objective of this study was to identify factors that influence the engagement of HR practitioners. To achieve this, a quantitative research approach was followed. HR practitioners were sent an electronic survey questionnaire to gauge their levels against communication, leadership support, meaningful work and rewards and recognition. The data from the empirical study was analysed by using descriptive and inferential statistics. The study was also tested for validity and reliability. The study concluded with recommendations on how HR practitioners can be further engaged. , Thesis (MA) -- Faculty of Business and Economic science, 2022
- Full Text:
- Date Issued: 2022-04
- Authors: Naidoo, Sathasiven
- Date: 2022-04
- Subjects: Personnel management , Human capital -- Management
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/58037 , vital:58500
- Description: South Africa is the third largest economy on the African continent. Moreover, it is the most technological, industrialised and diversified economy in Africa. Its economy consists of various sectors, such as mineral resources, financial, services and manufacturing sectors, as well as other sectors. It is imperative that these sectors are and remain competitive as they impact directly on the economy of the country and the continent which has an impact on all citizens in the country. An important resource is that of human resources in these sectors. Employees in these sectors form part of various departments of the specific organisation they are employed by, with their own duties and responsibilities. All departments in an organisation have an integral part to play to ensure that an organisation is indeed successful and sustainable. The human resources department plays an integral role and provides service to the various departments and thus impacts the success of the organisation. The HR practitioners who work within the HR department need to be engaged to fulfil their duties effectively. The purpose and primary objective of this study was to identify factors that influence the engagement of HR practitioners. To achieve this, a quantitative research approach was followed. HR practitioners were sent an electronic survey questionnaire to gauge their levels against communication, leadership support, meaningful work and rewards and recognition. The data from the empirical study was analysed by using descriptive and inferential statistics. The study was also tested for validity and reliability. The study concluded with recommendations on how HR practitioners can be further engaged. , Thesis (MA) -- Faculty of Business and Economic science, 2022
- Full Text:
- Date Issued: 2022-04
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