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
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
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.
- Full Text:
- Date Issued: 2002
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