A study of the effectiveness of the VCT service at the NMMU
- Authors: August, Yolande Margaret
- Date: 2006
- Subjects: HIV-positive persons -- Counseling of -- South Africa -- Port Elizabeth , AIDS (Disease) -- Patients -- Counseling of -- South Africa -- Port Elizabeth , Nelson Mandela Metropolitan University , HIV infections -- South Africa -- Port Elizabeth -- Prevention , AIDS (Disease) -- South Africa -- Port Elizabeth -- Prevention
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8540 , http://hdl.handle.net/10948/470 , HIV-positive persons -- Counseling of -- South Africa -- Port Elizabeth , AIDS (Disease) -- Patients -- Counseling of -- South Africa -- Port Elizabeth , Nelson Mandela Metropolitan University , HIV infections -- South Africa -- Port Elizabeth -- Prevention , AIDS (Disease) -- South Africa -- Port Elizabeth -- Prevention
- Description: The students are the future economic backbone of the country and it is essential that measures are taken to reduce the number of new HIV infections in this segment of the population. Free voluntary counselling and testing for HIV was introduced at the Nelson Mandela Metropolitan University as one of the prevention strategies to curb the spread of HIV. This service has grown steadily over the years but strategies need to be formulated and implemented to improve the existing service and thereby increase the utilisation of the testing service. This treatise takes the form of an investigative survey involving literature review and a survey of all the individuals who utilised the VCT service over a three month period. The author has attempted to portray the general views and best practices of experts in the field of VCT service delivery. The identified best practices were used as an assessment tool to determine to what extent the VCT service at the NMMU complies with national and international standards. The quantification of these insights must be viewed with caution since the survey sample was relatively low due to time constraints. It has been shown that the VCT service at the NMMU largely complies with national and international standards although several recommendations have been presented for consideration.
- Full Text:
- Date Issued: 2006
- Authors: August, Yolande Margaret
- Date: 2006
- Subjects: HIV-positive persons -- Counseling of -- South Africa -- Port Elizabeth , AIDS (Disease) -- Patients -- Counseling of -- South Africa -- Port Elizabeth , Nelson Mandela Metropolitan University , HIV infections -- South Africa -- Port Elizabeth -- Prevention , AIDS (Disease) -- South Africa -- Port Elizabeth -- Prevention
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8540 , http://hdl.handle.net/10948/470 , HIV-positive persons -- Counseling of -- South Africa -- Port Elizabeth , AIDS (Disease) -- Patients -- Counseling of -- South Africa -- Port Elizabeth , Nelson Mandela Metropolitan University , HIV infections -- South Africa -- Port Elizabeth -- Prevention , AIDS (Disease) -- South Africa -- Port Elizabeth -- Prevention
- Description: The students are the future economic backbone of the country and it is essential that measures are taken to reduce the number of new HIV infections in this segment of the population. Free voluntary counselling and testing for HIV was introduced at the Nelson Mandela Metropolitan University as one of the prevention strategies to curb the spread of HIV. This service has grown steadily over the years but strategies need to be formulated and implemented to improve the existing service and thereby increase the utilisation of the testing service. This treatise takes the form of an investigative survey involving literature review and a survey of all the individuals who utilised the VCT service over a three month period. The author has attempted to portray the general views and best practices of experts in the field of VCT service delivery. The identified best practices were used as an assessment tool to determine to what extent the VCT service at the NMMU complies with national and international standards. The quantification of these insights must be viewed with caution since the survey sample was relatively low due to time constraints. It has been shown that the VCT service at the NMMU largely complies with national and international standards although several recommendations have been presented for consideration.
- Full Text:
- Date Issued: 2006
Remuneration and rewards strategies at the Nelson Mandela Metropolitan University
- Authors: Bobi, Lungiswa
- Date: 2011
- Subjects: Nelson Mandela Metropolitan University , Compensation management -- South Africa , Employee retention -- South Africa -- Port Elizabeth , Incentives in industry , Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9393 , http://hdl.handle.net/10948/d1021232
- Description: To be competitive, organisations need to ensure that all their resources are functioning at optimal level. The most important of these resources being its employees. This is because their commitment can guarantee the attainment of organisational goals. Commitment can be attained by an organisation through the payment of internally and externally competitive remuneration and reward packages, that communicate the value of the employees to the organisation. Remuneration and reward strategies are a critical tool for organisations, as they can motivate, attract and retain high performing employees. The theories of motivation, such as, the equity theory, state that employees compare their compensation with that of others and that if they perceive inequity, can be de-motivated or leave an organisation. Therefore, it is imperative for an organisation to ensure that its remuneration and reward strategy is aligned with its business strategy, to ensure clear communication of goals. In order to prevent labour turnover and to ensure commitment and retention, the employer needs to offer total rewards, which include base pay, benefits, variable performance pay, recognition and an enabling work environment. These can be effective as they meet all employee needs as in Maslow‟s hierarchy of needs and ensure the satisfaction of the organisation‟s need for goal attainment. To gain more insight, an empirical study was conducted at the Nelson Mandela Metropolitan University. The results of the survey indicated that the NMMU‟s remuneration and reward strategy contained certain elements of the total rewards strategy. These are variable pay in the form of a service bonus and benefits plus based pay. This strategy seems to be ineffective to motivate and retain employees due to lack of clear communication and recognition. To motivate and retain its employees, the NMMU should improve its communication and engage employees and unions in defining remuneration and reward strategies through collaboration.
- Full Text:
- Date Issued: 2011
- Authors: Bobi, Lungiswa
- Date: 2011
- Subjects: Nelson Mandela Metropolitan University , Compensation management -- South Africa , Employee retention -- South Africa -- Port Elizabeth , Incentives in industry , Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9393 , http://hdl.handle.net/10948/d1021232
- Description: To be competitive, organisations need to ensure that all their resources are functioning at optimal level. The most important of these resources being its employees. This is because their commitment can guarantee the attainment of organisational goals. Commitment can be attained by an organisation through the payment of internally and externally competitive remuneration and reward packages, that communicate the value of the employees to the organisation. Remuneration and reward strategies are a critical tool for organisations, as they can motivate, attract and retain high performing employees. The theories of motivation, such as, the equity theory, state that employees compare their compensation with that of others and that if they perceive inequity, can be de-motivated or leave an organisation. Therefore, it is imperative for an organisation to ensure that its remuneration and reward strategy is aligned with its business strategy, to ensure clear communication of goals. In order to prevent labour turnover and to ensure commitment and retention, the employer needs to offer total rewards, which include base pay, benefits, variable performance pay, recognition and an enabling work environment. These can be effective as they meet all employee needs as in Maslow‟s hierarchy of needs and ensure the satisfaction of the organisation‟s need for goal attainment. To gain more insight, an empirical study was conducted at the Nelson Mandela Metropolitan University. The results of the survey indicated that the NMMU‟s remuneration and reward strategy contained certain elements of the total rewards strategy. These are variable pay in the form of a service bonus and benefits plus based pay. This strategy seems to be ineffective to motivate and retain employees due to lack of clear communication and recognition. To motivate and retain its employees, the NMMU should improve its communication and engage employees and unions in defining remuneration and reward strategies through collaboration.
- Full Text:
- Date Issued: 2011
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