The Effect of training and development on employee performance in the Buffalo City Municipality in the Eastern Cape of South Africa
- Authors: Adom, Richard Kwame
- Date: 2019-09
- Subjects: Employees -- Training of , Performance -- Management , Employees -- Rating of
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/20153 , vital:45377
- Description: Training and development are regarded as significant tools for any organisation to achieve the target goals and objectives. These goals and objectives are heavily and highly dependent on its workforce. In the literature, it is well documented that many organisations invest in employees’ training and development to enhance their performance and the growth of the organisation. Many organisations, however, including the Buffalo City Municipality, regard training and staff development as needless expenditure, and always do little, or make no effort to improve employees’ technical know-how. Such actions incapacitate staff to adapt to the ever-changing working environment and rapid technological innovation. This study employed purposive sampling technique to draw a sample of 70 employees from a total of 150, through structured interviews and a self-administered questionnaire, to examine the effect of training and development on employees’ performance in the Buffalo City Municipality, situated in the Eastern Cape of South Africa. The findings of the study generally revealed that training and development does not only increase employees’ performance, but assists in developing the overall personality of employees by making them more productive through building their senses of teamwork, boosting the attitude of staff which is the most critical component in attaining profit, and developing a cordial relationship and connectivity between management and the workforce. The study, therefore, recommended that the municipality, as a matter of urgency, earmarks a certain percentage of its resources for employees training and development, based on identified skills gaps to sharpen employees’ skills, competencies, capabilities and technical know-how, to capacitate them to cope with the ever-changing working environment and innovations, and to enhance their motivation, satisfaction and performance. , Thesis (MPA) -- Faculty of Management and Commerce, 2019
- Full Text:
- Date Issued: 2019-09
- Authors: Adom, Richard Kwame
- Date: 2019-09
- Subjects: Employees -- Training of , Performance -- Management , Employees -- Rating of
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/20153 , vital:45377
- Description: Training and development are regarded as significant tools for any organisation to achieve the target goals and objectives. These goals and objectives are heavily and highly dependent on its workforce. In the literature, it is well documented that many organisations invest in employees’ training and development to enhance their performance and the growth of the organisation. Many organisations, however, including the Buffalo City Municipality, regard training and staff development as needless expenditure, and always do little, or make no effort to improve employees’ technical know-how. Such actions incapacitate staff to adapt to the ever-changing working environment and rapid technological innovation. This study employed purposive sampling technique to draw a sample of 70 employees from a total of 150, through structured interviews and a self-administered questionnaire, to examine the effect of training and development on employees’ performance in the Buffalo City Municipality, situated in the Eastern Cape of South Africa. The findings of the study generally revealed that training and development does not only increase employees’ performance, but assists in developing the overall personality of employees by making them more productive through building their senses of teamwork, boosting the attitude of staff which is the most critical component in attaining profit, and developing a cordial relationship and connectivity between management and the workforce. The study, therefore, recommended that the municipality, as a matter of urgency, earmarks a certain percentage of its resources for employees training and development, based on identified skills gaps to sharpen employees’ skills, competencies, capabilities and technical know-how, to capacitate them to cope with the ever-changing working environment and innovations, and to enhance their motivation, satisfaction and performance. , Thesis (MPA) -- Faculty of Management and Commerce, 2019
- Full Text:
- Date Issued: 2019-09
Capacity building for local economic development: an evaluation of training initiatives in the Cape Winelands district
- Authors: Kamara, Richard Douglas
- Date: 2015
- Subjects: Economic development projects -- South Africa , Community development -- South Africa , Employees -- Training of
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/7969 , vital:24331
- Description: The paradigmatic shifts in development approaches epitomised by contemporary discourses about development confer a prominent role on localised and territorial development. A growing scepticism on the efficacy of traditional development approaches provides the impetus for a strong understanding of the need to reconceptualise development theory and practices and to manipulate policies so as to remedy the imbalances of antecedent development approaches. This dissertation investigates the extent to which the existing training interventions can build skill capacity for Local Economic Development (LED) projects in the Cape Winelands municipalities. This will improve our understanding about how, and under what conditions, capacity building for LED can contribute to more inclusive economic and social change. In discussing the theoretical perspective of the study, the relationship between development, LED and capacity building is conceptualised through the lens of contemporary development theory of human development and capability approach. This will improve our understanding on how the capability approach aspires to re-orient approaches to socio-economic development and public policy, away from welfare, which is based on income and expenditure to well-being. The dissertation applies these ideas triangulating diverse research methods and data sources. It combines a literature review and documentary analysis, observation, surveys conducted with municipal authorities in Cape Winelands District Municipality. In addition, semi-structured interviews were held with LED Portfolio Councillors in the municipality as well as with key Officers from Local Government Sector for Education and Training Authority, Department of Economic Development and Tourism in Western Cape, South African Local Government Association and Department of Co-operative Governance and Traditional Affairs. The methodological findings reveals the following pitfalls: Flaws in LED enabling policy framework for capacitating municipal staff; poor policy implementations; training fund difficult to access; lack of competent staff in local municipalities to effectively and efficiently implement LED policies and strategies; and lack of supportive environment in workplace to enhance transfer of trained skill to the job. Various recommendations resulting from the outcomes of the empirical study, namely the responses made by the respondents during the empirical survey, are proposed in the final chapter. It is shown that this research has, as a result, contributed to the body of knowledge of development theory and practices by improving our understanding of how, and under which conditions, capacity building training can support processes of social change in localised and territorial development.
- Full Text:
- Date Issued: 2015
- Authors: Kamara, Richard Douglas
- Date: 2015
- Subjects: Economic development projects -- South Africa , Community development -- South Africa , Employees -- Training of
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/7969 , vital:24331
- Description: The paradigmatic shifts in development approaches epitomised by contemporary discourses about development confer a prominent role on localised and territorial development. A growing scepticism on the efficacy of traditional development approaches provides the impetus for a strong understanding of the need to reconceptualise development theory and practices and to manipulate policies so as to remedy the imbalances of antecedent development approaches. This dissertation investigates the extent to which the existing training interventions can build skill capacity for Local Economic Development (LED) projects in the Cape Winelands municipalities. This will improve our understanding about how, and under what conditions, capacity building for LED can contribute to more inclusive economic and social change. In discussing the theoretical perspective of the study, the relationship between development, LED and capacity building is conceptualised through the lens of contemporary development theory of human development and capability approach. This will improve our understanding on how the capability approach aspires to re-orient approaches to socio-economic development and public policy, away from welfare, which is based on income and expenditure to well-being. The dissertation applies these ideas triangulating diverse research methods and data sources. It combines a literature review and documentary analysis, observation, surveys conducted with municipal authorities in Cape Winelands District Municipality. In addition, semi-structured interviews were held with LED Portfolio Councillors in the municipality as well as with key Officers from Local Government Sector for Education and Training Authority, Department of Economic Development and Tourism in Western Cape, South African Local Government Association and Department of Co-operative Governance and Traditional Affairs. The methodological findings reveals the following pitfalls: Flaws in LED enabling policy framework for capacitating municipal staff; poor policy implementations; training fund difficult to access; lack of competent staff in local municipalities to effectively and efficiently implement LED policies and strategies; and lack of supportive environment in workplace to enhance transfer of trained skill to the job. Various recommendations resulting from the outcomes of the empirical study, namely the responses made by the respondents during the empirical survey, are proposed in the final chapter. It is shown that this research has, as a result, contributed to the body of knowledge of development theory and practices by improving our understanding of how, and under which conditions, capacity building training can support processes of social change in localised and territorial development.
- Full Text:
- Date Issued: 2015
Engaging within zones of proximal development on Facebook : the case of using Facebook to support learning and mentoring on a NQF Level 5 environmental education, training and development practices learnership
- Authors: Chetty, Preven
- Date: 2015
- Subjects: Social media -- Study and teaching (Higher) -- South Africa , Internet in education , Online social networks , Organizational learning , Employees -- Training of , Group work in education
- Language: English
- Type: Thesis , Masters , MEd
- Identifier: vital:2024 , http://hdl.handle.net/10962/d1017335
- Description: This study focuses on two roll-outs of a, year-long National Qualification Framework (NQF) level 5, environmental education learnership in South Africa and attempts at enhancing collaborative learning at workplaces using a familiar social networking site called Facebook. This study uses the Facebook group sites created for the workplace course component of the course as one of the means of data collection. Additional interviews and focus groups with learners and administrators on both Environmental Education Training and Development Practices (EETDP) courses also informed the study. The study is located within the context of the rise of the information age, its effects on socio-ecological landscape at large and ways of using social networking sites in order to facilitate scaffolding and meaning making within zones of proximal development for environmental education learnerships. It also looks at the model of apprenticeship and workplace based learning as it is broadly located at the nexus of the SAQA-led academic inquiry into workplace based learning and professional development. It was found that the use of Facebook on the EETDP learnership allowed for collaborative learning to take place between peer to peer interactions as well as between tutors and learners. It was also noted that scaffolding processes requires both technical assistance and strong instructional input from course tutors. One of the most important findings in terms of collaborative learning and engaging within the Zone of Proximal Development (ZPD) was that learners were able to communicate more effectively and freely with both fellow learners and tutors on course after participating on the Facebook group sites. The study offers recommendations on how a social networking platform like Facebook can be utilised effectively for environmental education. The study recommends that scaffolding of workplace based tasks and concepts needs to be better integrated with the course and in both online and offline interactions between learners. It also illustrates how social networking sites can become powerful tools for creating meaning making when combined with course work.
- Full Text:
- Date Issued: 2015
- Authors: Chetty, Preven
- Date: 2015
- Subjects: Social media -- Study and teaching (Higher) -- South Africa , Internet in education , Online social networks , Organizational learning , Employees -- Training of , Group work in education
- Language: English
- Type: Thesis , Masters , MEd
- Identifier: vital:2024 , http://hdl.handle.net/10962/d1017335
- Description: This study focuses on two roll-outs of a, year-long National Qualification Framework (NQF) level 5, environmental education learnership in South Africa and attempts at enhancing collaborative learning at workplaces using a familiar social networking site called Facebook. This study uses the Facebook group sites created for the workplace course component of the course as one of the means of data collection. Additional interviews and focus groups with learners and administrators on both Environmental Education Training and Development Practices (EETDP) courses also informed the study. The study is located within the context of the rise of the information age, its effects on socio-ecological landscape at large and ways of using social networking sites in order to facilitate scaffolding and meaning making within zones of proximal development for environmental education learnerships. It also looks at the model of apprenticeship and workplace based learning as it is broadly located at the nexus of the SAQA-led academic inquiry into workplace based learning and professional development. It was found that the use of Facebook on the EETDP learnership allowed for collaborative learning to take place between peer to peer interactions as well as between tutors and learners. It was also noted that scaffolding processes requires both technical assistance and strong instructional input from course tutors. One of the most important findings in terms of collaborative learning and engaging within the Zone of Proximal Development (ZPD) was that learners were able to communicate more effectively and freely with both fellow learners and tutors on course after participating on the Facebook group sites. The study offers recommendations on how a social networking platform like Facebook can be utilised effectively for environmental education. The study recommends that scaffolding of workplace based tasks and concepts needs to be better integrated with the course and in both online and offline interactions between learners. It also illustrates how social networking sites can become powerful tools for creating meaning making when combined with course work.
- Full Text:
- Date Issued: 2015
Assessing the personal development of employees in a municipal environment
- Authors: Ntile, Zukiswa
- Date: 2014
- Subjects: Performance standards , Employee retention , Employees -- Recruiting , Employees -- Training of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8875 , http://hdl.handle.net/10948/d1020420
- Description: Skills transfer to Municipal employees is lacking due to management delays in acknowledging and understanding its importance to the affected employees. These result in poor work performance and services delivery to the communities. In the research design the Job Performance in any organisation is expected to be releasing good results or outcomes. Employees expect to be recognised in their work they perform. The employers’ responsibility is to ensure that the employee’s interests are taken care of reasonably. Scarce skill is a very important aspect in the career of specialised skilled employees and expectations are very high in this kind of environment. Globally the scarce skill is one of the aspects that is encouraged that organisations should take cognisance of. When staff is recruited and works for the Municipality it is vital that they are retained and capacitated through trainings. The employees that have worked for the Municipality a longer period should or must at least transfer those skills for the preparation of the succession planning and continuity in the organisation. The data was collected in a form of a questionnaire where respondents indicated their responses based on the questions formulated to measure their job performance, scarce skills, retention of staff, recruitment and selection, on-the-job training for skills transfer and training in relevant field. The data collected was analysed and presented in the form of tables and percentages. The study has revealed that the clear strategies recommended are essential in the personal development of employees through training, recognition inthe institution by way of remuneration or awards and ensuring to retain staff for a longer period for succession planning in a municipal environment.
- Full Text:
- Date Issued: 2014
- Authors: Ntile, Zukiswa
- Date: 2014
- Subjects: Performance standards , Employee retention , Employees -- Recruiting , Employees -- Training of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8875 , http://hdl.handle.net/10948/d1020420
- Description: Skills transfer to Municipal employees is lacking due to management delays in acknowledging and understanding its importance to the affected employees. These result in poor work performance and services delivery to the communities. In the research design the Job Performance in any organisation is expected to be releasing good results or outcomes. Employees expect to be recognised in their work they perform. The employers’ responsibility is to ensure that the employee’s interests are taken care of reasonably. Scarce skill is a very important aspect in the career of specialised skilled employees and expectations are very high in this kind of environment. Globally the scarce skill is one of the aspects that is encouraged that organisations should take cognisance of. When staff is recruited and works for the Municipality it is vital that they are retained and capacitated through trainings. The employees that have worked for the Municipality a longer period should or must at least transfer those skills for the preparation of the succession planning and continuity in the organisation. The data was collected in a form of a questionnaire where respondents indicated their responses based on the questions formulated to measure their job performance, scarce skills, retention of staff, recruitment and selection, on-the-job training for skills transfer and training in relevant field. The data collected was analysed and presented in the form of tables and percentages. The study has revealed that the clear strategies recommended are essential in the personal development of employees through training, recognition inthe institution by way of remuneration or awards and ensuring to retain staff for a longer period for succession planning in a municipal environment.
- Full Text:
- Date Issued: 2014
Assesssing small business training programme effectiveness in an incubator setting and beyond
- Authors: Booth-Jones, Laurene
- Date: 2012
- Subjects: Business incubators -- South Africa , Small businesses -- South Africa -- Management , Employees -- Training of , New business enterprises -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9298 , http://hdl.handle.net/10948/d1014074
- Description: The focus on entrepreneurs as drivers of the economies of nations has catapulted them into the forefront of the local and international marketplace. This has led to a demand for entrepreneurial education and training resulting in a plethora of different and often divergent views. One commonality that has emerged is that entrepreneurship can be taught; although it cannot be taught in conventional and traditional ways. It requires a move from traditional education and training to more enterprising participative and supportive forms of business development. It requires investments of time, resources and support. Incubators are facilities that are engaged with entrepreneurs and offer a variety of support including education and training. This study has assessed the effectiveness of training offered by the Seda Nelson Mandela Bay ICT incubator. There has been limited research undertaken on entrepreneurial education and training in an incubator setting. This study followed the qualitative paradigm. The sample comprised of 10 small businesses at the Seda Nelson Mandela Bay ICT incubator. Empirical data was obtained by interviewing the owners of the small businesses using an interview schedule. Issues such as the most effective training programme, content that it contained, methodology used and quality of the facilitator and applicability of the training programme were explored. The study found that the small businesses were opportunity driven rather than necessity driven and that the incubator served as a bridging facility in moving the businesses from the informal sector to the formal sector. The content of the training programmes was found to be effective when a mix of both theoretical and practical is offered especially with an emphasis on the underlying entrepreneurial themes of confidence, persistence and uncertainty and so on. It also found that training programmes should be linked to the life cycle of the business and address the specific needs of the small business owner. The start-up phase requires very specific training. Most of the facilitators were found to be experienced and empathetic. However, only a few were using a wider range of preferred learning styles favoured by entrepreneurs such as role playing, simulation, brainstorming and problem-solving techniques. The study also found that when generic training programmes are offered there was less recall on the part of the trainees. The management team of the incubator is an important determinant of the success of the incubatees and it is recommended that they need to be well versed in their sector and have good networking skills. There is a strong link between the theoretical and the practical content of training programmes especially where the emphasis is more on the practical content. It is recommended that facilitators pay attention to their relationship with trainees as it is a critical success factor in the training programme. Training programmes offered over a period of time add more value to the incubatee. This might be because of the mentoring and counselling that is available after each training module is completed. Finally, more research needs to be undertaken on the quality and effectiveness of training programmes offered by incubators to small businesses.
- Full Text:
- Date Issued: 2012
- Authors: Booth-Jones, Laurene
- Date: 2012
- Subjects: Business incubators -- South Africa , Small businesses -- South Africa -- Management , Employees -- Training of , New business enterprises -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9298 , http://hdl.handle.net/10948/d1014074
- Description: The focus on entrepreneurs as drivers of the economies of nations has catapulted them into the forefront of the local and international marketplace. This has led to a demand for entrepreneurial education and training resulting in a plethora of different and often divergent views. One commonality that has emerged is that entrepreneurship can be taught; although it cannot be taught in conventional and traditional ways. It requires a move from traditional education and training to more enterprising participative and supportive forms of business development. It requires investments of time, resources and support. Incubators are facilities that are engaged with entrepreneurs and offer a variety of support including education and training. This study has assessed the effectiveness of training offered by the Seda Nelson Mandela Bay ICT incubator. There has been limited research undertaken on entrepreneurial education and training in an incubator setting. This study followed the qualitative paradigm. The sample comprised of 10 small businesses at the Seda Nelson Mandela Bay ICT incubator. Empirical data was obtained by interviewing the owners of the small businesses using an interview schedule. Issues such as the most effective training programme, content that it contained, methodology used and quality of the facilitator and applicability of the training programme were explored. The study found that the small businesses were opportunity driven rather than necessity driven and that the incubator served as a bridging facility in moving the businesses from the informal sector to the formal sector. The content of the training programmes was found to be effective when a mix of both theoretical and practical is offered especially with an emphasis on the underlying entrepreneurial themes of confidence, persistence and uncertainty and so on. It also found that training programmes should be linked to the life cycle of the business and address the specific needs of the small business owner. The start-up phase requires very specific training. Most of the facilitators were found to be experienced and empathetic. However, only a few were using a wider range of preferred learning styles favoured by entrepreneurs such as role playing, simulation, brainstorming and problem-solving techniques. The study also found that when generic training programmes are offered there was less recall on the part of the trainees. The management team of the incubator is an important determinant of the success of the incubatees and it is recommended that they need to be well versed in their sector and have good networking skills. There is a strong link between the theoretical and the practical content of training programmes especially where the emphasis is more on the practical content. It is recommended that facilitators pay attention to their relationship with trainees as it is a critical success factor in the training programme. Training programmes offered over a period of time add more value to the incubatee. This might be because of the mentoring and counselling that is available after each training module is completed. Finally, more research needs to be undertaken on the quality and effectiveness of training programmes offered by incubators to small businesses.
- Full Text:
- Date Issued: 2012
Education, Training & Development: HRM 321
- Authors: Gcaza, N I , Stander, M W
- Date: 2011-06
- Subjects: Employees -- Training of
- Language: English
- Type: Examination paper
- Identifier: vital:17499 , http://hdl.handle.net/10353/d1010475
- Description: Education, Training & Development: HRM 321, examination June 2011.
- Full Text: false
- Date Issued: 2011-06
- Authors: Gcaza, N I , Stander, M W
- Date: 2011-06
- Subjects: Employees -- Training of
- Language: English
- Type: Examination paper
- Identifier: vital:17499 , http://hdl.handle.net/10353/d1010475
- Description: Education, Training & Development: HRM 321, examination June 2011.
- Full Text: false
- Date Issued: 2011-06
Analysis of the factors influencing job performance in the ICT sector in South Africa
- Authors: Lascot, Paul Michael John
- Date: 2011
- Subjects: Job satisfaction , Career development , Employees -- Training of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8703 , http://hdl.handle.net/10948/d1009530 , Job satisfaction , Career development , Employees -- Training of
- Description: To achieve efficacy in the work place, employees need to perform at optimal levels. Researching and implementing strategies to improve job performance are fundamentally important to the development of the information and communication technology (ICT) sector in South Africa. However, scant research had been performed in this area. This study sought to present exploratory research in this emergent, rapidly expanding sector of the South African economy. Its primary aim was to investigate which affective factors exhibited an influence on job performance of workers in this sector. Mixed methods research was employed to analyse factors contributing to the five independent variables of demographics, skills and education, job satisfaction, motivation and experience, by investigating their influence on the dependent variable of job performance. The five independent variables were presented within a proposed conceptual framework of related and grouped affective factors. An online survey was constructed to collect data and perceptions from individuals currently employed in any capacity, in the ICT sector in South Africa. Ninety-nine suitable responses were received. The simple statistical technique of chi-square testing for independence was used to test the hypothesised relationships between the above-mentioned independent variables and the dependent variable of job performance. The empirical results revealed that many of the affective factors influencing the job performance of employees in the ICT sector in South Africa, are those that contribute to job satisfaction and motivation. These include aspects such as fair remuneration; transparent and clear organisational communication; managerial support and guidance; access to educational and career opportunities; and pleasant workplaces. In view of these findings, the study concluded that organisations that wish to improve their employees’ job performance, or attract and retain high-performing individuals, should formulate and implement policies and strategies that take into account these significant factors.
- Full Text:
- Date Issued: 2011
- Authors: Lascot, Paul Michael John
- Date: 2011
- Subjects: Job satisfaction , Career development , Employees -- Training of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8703 , http://hdl.handle.net/10948/d1009530 , Job satisfaction , Career development , Employees -- Training of
- Description: To achieve efficacy in the work place, employees need to perform at optimal levels. Researching and implementing strategies to improve job performance are fundamentally important to the development of the information and communication technology (ICT) sector in South Africa. However, scant research had been performed in this area. This study sought to present exploratory research in this emergent, rapidly expanding sector of the South African economy. Its primary aim was to investigate which affective factors exhibited an influence on job performance of workers in this sector. Mixed methods research was employed to analyse factors contributing to the five independent variables of demographics, skills and education, job satisfaction, motivation and experience, by investigating their influence on the dependent variable of job performance. The five independent variables were presented within a proposed conceptual framework of related and grouped affective factors. An online survey was constructed to collect data and perceptions from individuals currently employed in any capacity, in the ICT sector in South Africa. Ninety-nine suitable responses were received. The simple statistical technique of chi-square testing for independence was used to test the hypothesised relationships between the above-mentioned independent variables and the dependent variable of job performance. The empirical results revealed that many of the affective factors influencing the job performance of employees in the ICT sector in South Africa, are those that contribute to job satisfaction and motivation. These include aspects such as fair remuneration; transparent and clear organisational communication; managerial support and guidance; access to educational and career opportunities; and pleasant workplaces. In view of these findings, the study concluded that organisations that wish to improve their employees’ job performance, or attract and retain high-performing individuals, should formulate and implement policies and strategies that take into account these significant factors.
- Full Text:
- Date Issued: 2011
A model for evaluating training and development initiatives in the Botswana public service
- Tshukudu, Theophilus Tebetso
- Authors: Tshukudu, Theophilus Tebetso
- Date: 2009
- Subjects: Civil service -- Personnel management -- Botswana , Civil service -- Labor productivity -- Botswana , Civil service -- Botswana -- Evaluation , Employees -- Training of , Public administration
- Language: English
- Type: Thesis , Doctoral , DTech
- Identifier: vital:9384 , http://hdl.handle.net/10948/879 , Civil service -- Personnel management -- Botswana , Civil service -- Labor productivity -- Botswana , Civil service -- Botswana -- Evaluation , Employees -- Training of , Public administration
- Description: The purpose of this study was to develop an integrated model for evaluating training and development initiatives used by the Botswana public service. To achieve this goal, the following actions were taken: A literature study was conducted to identify the scope and impact of an effective training and development initiative and its evaluation; A literature study was conducted to identify strategies for evaluating training and development initiatives. The theoretical study focused on effective training and development strategies and their evaluation and critical organisational factors that contribute to successful training evaluation; The findings from the literature study were integrated into a model for evaluating training and development initiatives to be used by the Botswana public service; and This model was used as the basis for the development of a survey questionnaire to determine whether trainers, training managers and supervisors who were responsible for training and development in the public service agreed with the effective strategies for evaluating training and development developed in the study. The survey was conducted in ministries and departments in the south east district of Botswana, mainly in Gaborone, where ministries and government departments are located. The empirical results from the study showed that the majority of respondents’ training and development activities were not evaluated and that there is no link between training and development and performance management. In particular, disagreements were shown with regard to ten strategies and critical organisational factors. Evaluation of training and development in general, is an issue that organisations are challenged with on a daily basis. Lack of skills by trainers on how to evaluate training and development is one major contributing factor to this problem. An integrated and strategic approach towards the evaluation of training and development is required to effectively and constructively train and development employees according to strategic organisational goals, rather than according to individual trainee’s goals.
- Full Text:
- Date Issued: 2009
- Authors: Tshukudu, Theophilus Tebetso
- Date: 2009
- Subjects: Civil service -- Personnel management -- Botswana , Civil service -- Labor productivity -- Botswana , Civil service -- Botswana -- Evaluation , Employees -- Training of , Public administration
- Language: English
- Type: Thesis , Doctoral , DTech
- Identifier: vital:9384 , http://hdl.handle.net/10948/879 , Civil service -- Personnel management -- Botswana , Civil service -- Labor productivity -- Botswana , Civil service -- Botswana -- Evaluation , Employees -- Training of , Public administration
- Description: The purpose of this study was to develop an integrated model for evaluating training and development initiatives used by the Botswana public service. To achieve this goal, the following actions were taken: A literature study was conducted to identify the scope and impact of an effective training and development initiative and its evaluation; A literature study was conducted to identify strategies for evaluating training and development initiatives. The theoretical study focused on effective training and development strategies and their evaluation and critical organisational factors that contribute to successful training evaluation; The findings from the literature study were integrated into a model for evaluating training and development initiatives to be used by the Botswana public service; and This model was used as the basis for the development of a survey questionnaire to determine whether trainers, training managers and supervisors who were responsible for training and development in the public service agreed with the effective strategies for evaluating training and development developed in the study. The survey was conducted in ministries and departments in the south east district of Botswana, mainly in Gaborone, where ministries and government departments are located. The empirical results from the study showed that the majority of respondents’ training and development activities were not evaluated and that there is no link between training and development and performance management. In particular, disagreements were shown with regard to ten strategies and critical organisational factors. Evaluation of training and development in general, is an issue that organisations are challenged with on a daily basis. Lack of skills by trainers on how to evaluate training and development is one major contributing factor to this problem. An integrated and strategic approach towards the evaluation of training and development is required to effectively and constructively train and development employees according to strategic organisational goals, rather than according to individual trainee’s goals.
- Full Text:
- Date Issued: 2009
The impact of multi-skilling training on the paintshop production environment and its employees at Volkswagen South Africa (VWSA)
- Authors: Bhika, Chandrika
- Date: 2002
- Subjects: Employees -- Training of , Automobile industry and trade -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10852 , http://hdl.handle.net/10948/130 , Employees -- Training of , Automobile industry and trade -- South Africa -- Eastern Cape
- Description: Global competition and rapid technological change have been the driving forces for a more flexible and competent workforce. Continuous employee training assists organisations to achieve their goals by adding value to their key resources, the human factor. The demand for a more qualified workforce becomes a strategic force in the effort to raise competitiveness. Providing, obtaining and improving the necessary skills are important in responding to a rapidly changing international economy. Life-long learning and continuous skills development are the new requirements imposed by our knowledgeintensive society. The overall purpose of the research was to determine the impact of multi-skilling training (MST) on the paintshop production environment and its employees at Volkswagen South Africa (VWSA). The objectives of this research were to: Identify the elements of multi-skilling training and guidelines for its development and implementation; Critically evaluate the current system; Determine the impact of multi-skilling training on the production environment in the paint shop at VWSA The research methodology for this study comprised the following steps: Firstly, the development and implementation of MST at Volkswagen South Africa was assessed. The elements of MST and its impact on production and the employee worldwide were determined through the literature study. Secondly, the limitations of the current MST system used in the paintshop at Volkswagen South Africa were assessed in an empirical study, which involved completing of questionnaires. The empirical study proved that the current MST system employed in the paintshop at Volkswagen South Africa had assisted in improving production, and increasing the employees’ morale. The final step of this study entailed the formulation of recommendations, which are as follows: · Sufficient time should be allocated for practical training. · Frequent job rotation must be implement ed. · Advanced MST must be implemented after completion of Level Four. · MST should be presented in English, Afrikaans and Xhosa.
- Full Text:
- Date Issued: 2002
- Authors: Bhika, Chandrika
- Date: 2002
- Subjects: Employees -- Training of , Automobile industry and trade -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10852 , http://hdl.handle.net/10948/130 , Employees -- Training of , Automobile industry and trade -- South Africa -- Eastern Cape
- Description: Global competition and rapid technological change have been the driving forces for a more flexible and competent workforce. Continuous employee training assists organisations to achieve their goals by adding value to their key resources, the human factor. The demand for a more qualified workforce becomes a strategic force in the effort to raise competitiveness. Providing, obtaining and improving the necessary skills are important in responding to a rapidly changing international economy. Life-long learning and continuous skills development are the new requirements imposed by our knowledgeintensive society. The overall purpose of the research was to determine the impact of multi-skilling training (MST) on the paintshop production environment and its employees at Volkswagen South Africa (VWSA). The objectives of this research were to: Identify the elements of multi-skilling training and guidelines for its development and implementation; Critically evaluate the current system; Determine the impact of multi-skilling training on the production environment in the paint shop at VWSA The research methodology for this study comprised the following steps: Firstly, the development and implementation of MST at Volkswagen South Africa was assessed. The elements of MST and its impact on production and the employee worldwide were determined through the literature study. Secondly, the limitations of the current MST system used in the paintshop at Volkswagen South Africa were assessed in an empirical study, which involved completing of questionnaires. The empirical study proved that the current MST system employed in the paintshop at Volkswagen South Africa had assisted in improving production, and increasing the employees’ morale. The final step of this study entailed the formulation of recommendations, which are as follows: · Sufficient time should be allocated for practical training. · Frequent job rotation must be implement ed. · Advanced MST must be implemented after completion of Level Four. · MST should be presented in English, Afrikaans and Xhosa.
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- Date Issued: 2002
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