Assessing the effectiveness of the planning, utilisation and implementation of the electronic human resource management strategy: a case of the department of home affairs in the Eastern Cape
- Authors: Dyan, Margaret Nombuyiselo
- Date: 2023-12
- Subjects: Personnel management , Home Affairs -- Eastern Cape
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/63287 , vital:73244
- Description: This study assessed the effectiveness of planning, implementing and utilising the electronic human resource management (e-HRM) strategy within the King William’s Town (KWT) Department of Home Affairs (DHA) in the Eastern Cape Province (EC) of South Africa (SA). E-HRM emerged because of the advent of technology. Many organisations use information technology to optimise the performance of both the employees and the organisation. Thus, this technology has been incorporated into organisations’ human resource functions, taking advantage of the latest technology to deliver an online real-time human resource management (HRM) solution. Therefore, this study sought to assess the e-HRM strategy's effectiveness within the KWT DHA. The technology acceptance model was adopted as a theoretical framework for the study to explain the adoption of the e-HRM strategy. A qualitative research approach using a case study research design was used for this study. Non-probability purposive sampling and convenience sampling were used to identify participants for the study. These participants provided the information needed to answer the research questions. The data was collected using in-depth interviews with the participants. The data was then analysed using thematic analysis following Braun and Clarke’s guidelines (2006). The study results revealed that implementing the e-HRM strategy within KWT DHA proves to be effective and efficient. The strategy’s implementation has been associated with improved performance of the KWT DHA in the Eastern Cape. It also saves time and ensures that HR information is accessed easily. The study also found barriers to the planning, implementation and utilisation of the e-HRM strategy, including a lack of skills and knowledge and resource constraints. The study also found that the current e-HRM policies are not fully functional. The study recommends continuous personnel training regarding the strategy, maximising the use of the e-HRM strategy and addressing the resource challenges. , Thesis (MA) -- Faculty of Humanities, 2023
- Full Text:
- Date Issued: 2023-12
- Authors: Dyan, Margaret Nombuyiselo
- Date: 2023-12
- Subjects: Personnel management , Home Affairs -- Eastern Cape
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/63287 , vital:73244
- Description: This study assessed the effectiveness of planning, implementing and utilising the electronic human resource management (e-HRM) strategy within the King William’s Town (KWT) Department of Home Affairs (DHA) in the Eastern Cape Province (EC) of South Africa (SA). E-HRM emerged because of the advent of technology. Many organisations use information technology to optimise the performance of both the employees and the organisation. Thus, this technology has been incorporated into organisations’ human resource functions, taking advantage of the latest technology to deliver an online real-time human resource management (HRM) solution. Therefore, this study sought to assess the e-HRM strategy's effectiveness within the KWT DHA. The technology acceptance model was adopted as a theoretical framework for the study to explain the adoption of the e-HRM strategy. A qualitative research approach using a case study research design was used for this study. Non-probability purposive sampling and convenience sampling were used to identify participants for the study. These participants provided the information needed to answer the research questions. The data was collected using in-depth interviews with the participants. The data was then analysed using thematic analysis following Braun and Clarke’s guidelines (2006). The study results revealed that implementing the e-HRM strategy within KWT DHA proves to be effective and efficient. The strategy’s implementation has been associated with improved performance of the KWT DHA in the Eastern Cape. It also saves time and ensures that HR information is accessed easily. The study also found barriers to the planning, implementation and utilisation of the e-HRM strategy, including a lack of skills and knowledge and resource constraints. The study also found that the current e-HRM policies are not fully functional. The study recommends continuous personnel training regarding the strategy, maximising the use of the e-HRM strategy and addressing the resource challenges. , Thesis (MA) -- Faculty of Humanities, 2023
- Full Text:
- Date Issued: 2023-12
Women at work: A Muslim perspective
- Authors: Arghedien, Nuraan
- Date: 2023-04
- Subjects: Personnel management , Muslim women
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/60510 , vital:65640
- Description: Globally, women, including Muslim women face challenges advancing within their careers. This is supported by research focusing on the advancement of women. However, a paucity of research exists, focusing on the factors contributing to specifically the success and advancement of Muslim women. This study therefore explored the factors impacting on the experienced career success of women, particularly Muslim women and sought to identify additional barriers faced by Muslim women in the work context. In addition, the study identified interventions that can be used to enhance their success. For the purpose of this study, experienced career success referred to the subjective view of success individuals hold of themselves in relation to their careers. The target population of this study included women and men, irrespective of religious orientation or ethnic profile who reside and work in South Africa (n=243). A self-administered online survey was developed and distributed via an electronic link to individuals within a professional network as well as on various social media platforms. In addition, the study was subjected to various statistical analyses, including an Exploratory Factor Analysis, Reliability, Multiple Correlations, and Group Comparisons using ANOVAs, Tukey HSD, Independent Sample t-tests and Cohen’s d. Moreover, the qualitative analysis included ATLAS.ti, a manual search and the use of word clouds to extract themes that were highlighted or emphasised in the empirical study. The main findings of this study suggest that there are various factors impacting on the experienced career success of Muslim women. Positive significant relationships were found between Internal Factors and Success Indicators, indicating that the higher the level of motivation, the more successful are Muslim women. In addition, Organisational Factors and Success Indicators showed a positive relationship, implying that the importance placed on career-related interventions and commitment from top management influence the success of Muslim women. A significant relationship was found between Organisational Success Strategies and Success Indicators which means that the more aware and exposed Muslim women are to the identified career-related interventions, the greater their success. x No relationships were evident between gender and success, nor were differences found in the responses of men and women, contrary to the perception that the extent to which the factors apply to men and women are different. Furthermore, a model was developed based on the theoretical underpinnings and empirical evidence to assist in understanding the factors impacting on the experienced success of Muslim women. Additionally, strategies in the form of recommendations were advised with the aim of enhancing the experienced success of Muslim women. This study contributes to the body of knowledge relating to the advancement of Muslim women in the South African context. , Thesis (PhD) -- Faculty of Business and Economic Science, 2023
- Full Text:
- Date Issued: 2023-04
- Authors: Arghedien, Nuraan
- Date: 2023-04
- Subjects: Personnel management , Muslim women
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/60510 , vital:65640
- Description: Globally, women, including Muslim women face challenges advancing within their careers. This is supported by research focusing on the advancement of women. However, a paucity of research exists, focusing on the factors contributing to specifically the success and advancement of Muslim women. This study therefore explored the factors impacting on the experienced career success of women, particularly Muslim women and sought to identify additional barriers faced by Muslim women in the work context. In addition, the study identified interventions that can be used to enhance their success. For the purpose of this study, experienced career success referred to the subjective view of success individuals hold of themselves in relation to their careers. The target population of this study included women and men, irrespective of religious orientation or ethnic profile who reside and work in South Africa (n=243). A self-administered online survey was developed and distributed via an electronic link to individuals within a professional network as well as on various social media platforms. In addition, the study was subjected to various statistical analyses, including an Exploratory Factor Analysis, Reliability, Multiple Correlations, and Group Comparisons using ANOVAs, Tukey HSD, Independent Sample t-tests and Cohen’s d. Moreover, the qualitative analysis included ATLAS.ti, a manual search and the use of word clouds to extract themes that were highlighted or emphasised in the empirical study. The main findings of this study suggest that there are various factors impacting on the experienced career success of Muslim women. Positive significant relationships were found between Internal Factors and Success Indicators, indicating that the higher the level of motivation, the more successful are Muslim women. In addition, Organisational Factors and Success Indicators showed a positive relationship, implying that the importance placed on career-related interventions and commitment from top management influence the success of Muslim women. A significant relationship was found between Organisational Success Strategies and Success Indicators which means that the more aware and exposed Muslim women are to the identified career-related interventions, the greater their success. x No relationships were evident between gender and success, nor were differences found in the responses of men and women, contrary to the perception that the extent to which the factors apply to men and women are different. Furthermore, a model was developed based on the theoretical underpinnings and empirical evidence to assist in understanding the factors impacting on the experienced success of Muslim women. Additionally, strategies in the form of recommendations were advised with the aim of enhancing the experienced success of Muslim women. This study contributes to the body of knowledge relating to the advancement of Muslim women in the South African context. , Thesis (PhD) -- Faculty of Business and Economic Science, 2023
- Full Text:
- Date Issued: 2023-04
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
HRM digitalisation and value added in the south African workplace
- Authors: Chapano, Munodani
- Date: 2022-04
- Subjects: Personnel management , Human Resources Assessment
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10948/57578 , vital:58094
- Description: The main objective of this study was to determine the extent and nature of value that HRM digitalisation can add to the South African workplace. Digitalisation is a product of 4IR, which refers to the process of leveraging and applying 4IR technologies within organisational operations, including HRM, with the aim of optimising business processes. HRM digitalisation refers to the adoption and application of digital HRM technologies of the 4IR in the conduct of HRM practices, policies, activities and transactions to optimise the HRM function. Due to a shortage of studies that shed light on the value contributed by HRM digitalisation in the workplace, a need arises to determine the extent and nature of this value and the strategies needed to unlock this potential in the context of the 4IR. Moreover, in most South African (SA) organisations, there has been a lack of a fully integrated approach to digital HRM. Thus, this study aims at exploring HRM digitalisation and the value it contributes to South African organisations, with the expectation of developing an articulated and integrative HRM digital strategy for South African organisations. This study was accomplished by means of a literature and an empirical study. The literature study provided theoretical information related to challenges and opportunities introduced by the 4IR in the world of work, with specific reference to the South African workplace and which therefore impact HRM and necessitate the need for digitalisation of HRM. In addition, the following were explored: HRM Digital Strategies that could be adopted and add value in the South African workplace; the extent and nature of that value; the challenges probably encountered in doing so and possible means to overcome the challenges. The discussion led to the development of a hypothetical, theoretical model of HRM digitalisation in the South African workplace. The hypothetical model was used as the basis for the development of a measuring instrument used to collect empirical data for this study. The empirical study used the online questionnaire survey as the data collection instrument that measured the extent and nature of value that various HRM Digital Strategies could vii | P a g e add to the South African workplace; perceived value and hard evidence of the impact of HRM digitalisation; and the extent and nature of challenges associated with the Adoption of HRM Digital Strategies across the HR value chain. The online survey questionnaire was administered to HR directors, HR managers, HR practitioners and line managers who worked in the automotive manufacturing industry in the municipalities of Nelson Mandela Bay in Port Elizabeth and Buffalo City in East London in the Eastern Cape Province of South Africa. A non-probability sampling procedure which comprised a combination of purposive and snowball sampling methods was used to select participants for the study (n = 312). The results from the empirical study, computed using Exploratory Factor Analysis (EFA), descriptive statistics and inferential statistics (such as paired-sample t-tests, Pearson’s product moment correlation and regression analysis) showed that organisations in South Africa had invested and adopted more of Digital Talent and Digital Media strategies and less of Digital Org (Design & Culture) and Digital ERM HRM strategies across the HR value chain and as a result, had gained more value at relational level, followed by that at operational level. They gained the least value at transformational level. It was therefore revealed that if HRM professionals, managers and leaders within organisations want to boost the contribution of the HRM function towards achieving the strategic goals of the organisation (transformational level), digitalising the function is one of the best ways. They can achieve this by investing more of HRM Digital Strategies related to Digital Org (Design & Culture), followed by Digital Talent and Digital ERM strategies. Challenges related to the adoption of digital strategies across the HR value chain were only found to negatively influence Digital Org (Design & Culture) and Digital ERM strategies, whereas Digital Talent and Digital Media strategies were not negatively influenced. Based on the literature and empirical results of this study, an integrative HRM digitalisation model was designed to provide a framework approach for implementing HRM digitalisation in South African organisations. , Thesis (PhD) -- Faculty of Business and Economic science, 2022
- Full Text:
- Date Issued: 2022-04
- Authors: Chapano, Munodani
- Date: 2022-04
- Subjects: Personnel management , Human Resources Assessment
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10948/57578 , vital:58094
- Description: The main objective of this study was to determine the extent and nature of value that HRM digitalisation can add to the South African workplace. Digitalisation is a product of 4IR, which refers to the process of leveraging and applying 4IR technologies within organisational operations, including HRM, with the aim of optimising business processes. HRM digitalisation refers to the adoption and application of digital HRM technologies of the 4IR in the conduct of HRM practices, policies, activities and transactions to optimise the HRM function. Due to a shortage of studies that shed light on the value contributed by HRM digitalisation in the workplace, a need arises to determine the extent and nature of this value and the strategies needed to unlock this potential in the context of the 4IR. Moreover, in most South African (SA) organisations, there has been a lack of a fully integrated approach to digital HRM. Thus, this study aims at exploring HRM digitalisation and the value it contributes to South African organisations, with the expectation of developing an articulated and integrative HRM digital strategy for South African organisations. This study was accomplished by means of a literature and an empirical study. The literature study provided theoretical information related to challenges and opportunities introduced by the 4IR in the world of work, with specific reference to the South African workplace and which therefore impact HRM and necessitate the need for digitalisation of HRM. In addition, the following were explored: HRM Digital Strategies that could be adopted and add value in the South African workplace; the extent and nature of that value; the challenges probably encountered in doing so and possible means to overcome the challenges. The discussion led to the development of a hypothetical, theoretical model of HRM digitalisation in the South African workplace. The hypothetical model was used as the basis for the development of a measuring instrument used to collect empirical data for this study. The empirical study used the online questionnaire survey as the data collection instrument that measured the extent and nature of value that various HRM Digital Strategies could vii | P a g e add to the South African workplace; perceived value and hard evidence of the impact of HRM digitalisation; and the extent and nature of challenges associated with the Adoption of HRM Digital Strategies across the HR value chain. The online survey questionnaire was administered to HR directors, HR managers, HR practitioners and line managers who worked in the automotive manufacturing industry in the municipalities of Nelson Mandela Bay in Port Elizabeth and Buffalo City in East London in the Eastern Cape Province of South Africa. A non-probability sampling procedure which comprised a combination of purposive and snowball sampling methods was used to select participants for the study (n = 312). The results from the empirical study, computed using Exploratory Factor Analysis (EFA), descriptive statistics and inferential statistics (such as paired-sample t-tests, Pearson’s product moment correlation and regression analysis) showed that organisations in South Africa had invested and adopted more of Digital Talent and Digital Media strategies and less of Digital Org (Design & Culture) and Digital ERM HRM strategies across the HR value chain and as a result, had gained more value at relational level, followed by that at operational level. They gained the least value at transformational level. It was therefore revealed that if HRM professionals, managers and leaders within organisations want to boost the contribution of the HRM function towards achieving the strategic goals of the organisation (transformational level), digitalising the function is one of the best ways. They can achieve this by investing more of HRM Digital Strategies related to Digital Org (Design & Culture), followed by Digital Talent and Digital ERM strategies. Challenges related to the adoption of digital strategies across the HR value chain were only found to negatively influence Digital Org (Design & Culture) and Digital ERM strategies, whereas Digital Talent and Digital Media strategies were not negatively influenced. Based on the literature and empirical results of this study, an integrative HRM digitalisation model was designed to provide a framework approach for implementing HRM digitalisation in South African organisations. , Thesis (PhD) -- Faculty of Business and Economic science, 2022
- Full Text:
- Date Issued: 2022-04
Factors contributing to employee engagement in an aquaculture organisation in the Eastern Cape
- Authors: Clark, Gesina Maria
- Date: 2021-04
- Subjects: Management -- Employee participation , Employee motivation , Personnel management
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51084 , vital:43207
- Description: The concept of work engagement has become increasingly important in modern day organisations due to the impact of engagement on productivity, absenteeism, retention and general employee well-being. Organisations with the ability to nurture and improve the engagement levels of their employees are able to prosper as sustainable, competitive and adaptive organisations. The aim of this research is to determine which factors influence engagement of employees in South Africa and specifically in the aquaculture arena, which predominantly employs unskilled and semi-skilled people. A quantitative research design was applied to determine the work engagement levels of employees in an aquaculture organisation in the Eastern Cape, South Africa. Participants were requested to complete the Utrecht Work Engagement Scale as well as a biographic questionnaire. Engagement levels of different biographic groups were compared. Results indicate that there is a statistical and practical significant difference in the engagement levels of employees from different biographic groups. Older employees and employees with tertiary qualifications reported higher engagement levels. Female employees also indicated significantly higher engagement levels than their male colleagues. There are significant differences in the engagement levels of employees from different work sections and different lengths of service. Many of the differences in engagement levels can be explained in terms of the Job Demands-Resources Model. The difference in engagement level between respondents from different work sections may be due to differences in leadership style of the section supervisors. The scope of this study is not sufficient to explain the reasons for differences and more research in this area is recommended. The diverse employment landscape in South Africa requires more than a “one-size fits all” approach to managing employee engagement. This research adds to the body of existing literature on engagement in the South African labour landscape and provides valuable information to organisational leaders and Human Resource Managers when planning employee engagement initiatives. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Clark, Gesina Maria
- Date: 2021-04
- Subjects: Management -- Employee participation , Employee motivation , Personnel management
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51084 , vital:43207
- Description: The concept of work engagement has become increasingly important in modern day organisations due to the impact of engagement on productivity, absenteeism, retention and general employee well-being. Organisations with the ability to nurture and improve the engagement levels of their employees are able to prosper as sustainable, competitive and adaptive organisations. The aim of this research is to determine which factors influence engagement of employees in South Africa and specifically in the aquaculture arena, which predominantly employs unskilled and semi-skilled people. A quantitative research design was applied to determine the work engagement levels of employees in an aquaculture organisation in the Eastern Cape, South Africa. Participants were requested to complete the Utrecht Work Engagement Scale as well as a biographic questionnaire. Engagement levels of different biographic groups were compared. Results indicate that there is a statistical and practical significant difference in the engagement levels of employees from different biographic groups. Older employees and employees with tertiary qualifications reported higher engagement levels. Female employees also indicated significantly higher engagement levels than their male colleagues. There are significant differences in the engagement levels of employees from different work sections and different lengths of service. Many of the differences in engagement levels can be explained in terms of the Job Demands-Resources Model. The difference in engagement level between respondents from different work sections may be due to differences in leadership style of the section supervisors. The scope of this study is not sufficient to explain the reasons for differences and more research in this area is recommended. The diverse employment landscape in South Africa requires more than a “one-size fits all” approach to managing employee engagement. This research adds to the body of existing literature on engagement in the South African labour landscape and provides valuable information to organisational leaders and Human Resource Managers when planning employee engagement initiatives. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
The effect of electronic human resources management on employee engagement levels across generational cohorts
- Grobbelaar, Angelique Louise
- Authors: Grobbelaar, Angelique Louise
- Date: 2021-04
- Subjects: Personnel management , Information technology -- Management , Employee motivation
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51450 , vital:43278
- Description: The infrastructure and use of the Internet have developed rapidly in recent years, which propelled traditional human resources systems into a new electronic human resources (E-HRM) approach. This cannot, however, be regarded as a one-size-fits-all solution as employees across different generational cohorts are not all at the same comfort level with regard to operating such web-based applications. It is the researcher’s opinion that the latter may affect employee engagement as this appears to be the case within the researcher’s own organisation. Employee engagement is important in providing organisations with the competitive advantage required to operate in a highly competitive market. Employee engagement levels are far from ideal across many organisations, which require these organisations to identify solutions to raise overall engagement levels. With age rapidly becoming a more important diversity factor, it is imperative for managers to understand the effect of E-HRM on employee engagement across the generational cohorts to design the most beneficial HRM strategy for their organisation. The purpose of this study is to gain a better understanding on how generational cohorts are affected by the application of E-HRM programmes and to identify whether there are substantial variances between the engagement levels of the different generational cohorts in this context. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Grobbelaar, Angelique Louise
- Date: 2021-04
- Subjects: Personnel management , Information technology -- Management , Employee motivation
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51450 , vital:43278
- Description: The infrastructure and use of the Internet have developed rapidly in recent years, which propelled traditional human resources systems into a new electronic human resources (E-HRM) approach. This cannot, however, be regarded as a one-size-fits-all solution as employees across different generational cohorts are not all at the same comfort level with regard to operating such web-based applications. It is the researcher’s opinion that the latter may affect employee engagement as this appears to be the case within the researcher’s own organisation. Employee engagement is important in providing organisations with the competitive advantage required to operate in a highly competitive market. Employee engagement levels are far from ideal across many organisations, which require these organisations to identify solutions to raise overall engagement levels. With age rapidly becoming a more important diversity factor, it is imperative for managers to understand the effect of E-HRM on employee engagement across the generational cohorts to design the most beneficial HRM strategy for their organisation. The purpose of this study is to gain a better understanding on how generational cohorts are affected by the application of E-HRM programmes and to identify whether there are substantial variances between the engagement levels of the different generational cohorts in this context. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
Exploring the role of HRM in the ministry of health’s decentralisation policy
- Authors: Cekwane, Thulane Johannes
- Date: 2020
- Subjects: Personnel management
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/47490 , vital:40127
- Description: According to Rigoli and Dussault (2003), HR in the health sectors are regarded as strategic actors and are not entirely involved in the delivery of health services. Morgan–Javis (2015) further maintains that in 2011 decentralisation was launched with a view to decentralise health services from the Ministry of Health (MOH) to the Ministry of Local Government and Chieftainship Affairs (MOLGCA). There has been increased attention on the restructuring process of the health sector reform but little priority has been given as to how to decentralise key human resources functions. A guiding policy was developed and endorsed in 2014, but still excludes how these human resources functions are to be decentralised. Centralised human resources services is an impediment in the transformation process of improved health care services for the Basotho Nation (Morgan–Javis, 2015).Ulrich’s (1998) HR model formed the theoretical model of study.This study aimed to explore how the Human Resources (HR) functions support the decentralisation in the Ministry of Health. Data was collected through in-depth interviews. The sample consisted ofall eight (8) Directors from the Ministry of Health. These Directors were knowledgeable about phenomenon being studied. Thematic analysis was used to examine the main theme.The data collected through interviews emerged into different categories of themes from the interview data set such as Conceptualising decentralisation, HR’s role, Employee buy-in and Decentralisation and implementation
- Full Text:
- Date Issued: 2020
- Authors: Cekwane, Thulane Johannes
- Date: 2020
- Subjects: Personnel management
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/47490 , vital:40127
- Description: According to Rigoli and Dussault (2003), HR in the health sectors are regarded as strategic actors and are not entirely involved in the delivery of health services. Morgan–Javis (2015) further maintains that in 2011 decentralisation was launched with a view to decentralise health services from the Ministry of Health (MOH) to the Ministry of Local Government and Chieftainship Affairs (MOLGCA). There has been increased attention on the restructuring process of the health sector reform but little priority has been given as to how to decentralise key human resources functions. A guiding policy was developed and endorsed in 2014, but still excludes how these human resources functions are to be decentralised. Centralised human resources services is an impediment in the transformation process of improved health care services for the Basotho Nation (Morgan–Javis, 2015).Ulrich’s (1998) HR model formed the theoretical model of study.This study aimed to explore how the Human Resources (HR) functions support the decentralisation in the Ministry of Health. Data was collected through in-depth interviews. The sample consisted ofall eight (8) Directors from the Ministry of Health. These Directors were knowledgeable about phenomenon being studied. Thematic analysis was used to examine the main theme.The data collected through interviews emerged into different categories of themes from the interview data set such as Conceptualising decentralisation, HR’s role, Employee buy-in and Decentralisation and implementation
- Full Text:
- Date Issued: 2020
Human resources strategies for creating a green organisational culture
- Authors: Jacobs, Petro
- Date: 2018
- Subjects: Personnel management , Environmental responsibility Corporate culture Social responsibility of business
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/22090 , vital:29839
- Description: Organisations of the future have to focus strongly on sustainability to meet the needs of and ensure the survival of future generations. Many organisations either ignore environmental issues or address these issues superficially. To become a green organisation, requires a change in attitude, knowledge and behaviour and therefore a change in organisational culture. The purpose of this study was to explore Human Resources strategies for developing and implementing a green organisational culture in organisations. To address the main problem and the identified sub-problems, a literature study was undertaken. The concept of sustainability was explored, the rationale for going green and major stakeholders in creating a green organisational culture were identified. The literature study provided a synopsis of previous research on HR strategies for managing a culture change and more specifically, for creating and implementing a green culture in organisations. The research revealed that leadership, communication, recruitment, orientation, training, performance management, reward and recognition initiatives, as well as discipline, could be used to develop green values, attitudes and behaviours among organisational members. A web-based survey with a questionnaire as data collecting instrument was conducted among public and private organisations in the Nelson Mandela Bay Metropolitan area to determine the extent to which these organisations used the identified HR strategies to create a green organisational culture. A snowball sample technique was used. The main factors surveyed, included leadership, green technologies, green communication, HR strategies and procedures, brand communication and brand image. The results confirmed that executives or senior management were the main drivers to create a green culture; however, even though these leaders were considered passionate about the environment, they did not optimise the vision values and strategy to build a green organisational culture. The study also confirmed that although these organisations used green technologies to reduce waste, they did not encourage or reward employees for their contributions to green initiatives and did not adequately use communication in this respect. The results revealed that of the factors surveyed, leadership and HR strategies or procedures contributed the most to organisations developing a green organisational brand or image. The study confirmed the importance of using an integrated approach to develop a green organisation. Such an approach is initiated by senior management, through the formulation of a green vision, green values and a green strategy, and is supported by both technological resources and employee contributions. In addition, HR strategies should be aligned vertically and horizontally to develop an appropriate green mind-set and behaviour among all organisational members. In this respect, the HR department should also model appropriate green behaviours.
- Full Text:
- Date Issued: 2018
- Authors: Jacobs, Petro
- Date: 2018
- Subjects: Personnel management , Environmental responsibility Corporate culture Social responsibility of business
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/22090 , vital:29839
- Description: Organisations of the future have to focus strongly on sustainability to meet the needs of and ensure the survival of future generations. Many organisations either ignore environmental issues or address these issues superficially. To become a green organisation, requires a change in attitude, knowledge and behaviour and therefore a change in organisational culture. The purpose of this study was to explore Human Resources strategies for developing and implementing a green organisational culture in organisations. To address the main problem and the identified sub-problems, a literature study was undertaken. The concept of sustainability was explored, the rationale for going green and major stakeholders in creating a green organisational culture were identified. The literature study provided a synopsis of previous research on HR strategies for managing a culture change and more specifically, for creating and implementing a green culture in organisations. The research revealed that leadership, communication, recruitment, orientation, training, performance management, reward and recognition initiatives, as well as discipline, could be used to develop green values, attitudes and behaviours among organisational members. A web-based survey with a questionnaire as data collecting instrument was conducted among public and private organisations in the Nelson Mandela Bay Metropolitan area to determine the extent to which these organisations used the identified HR strategies to create a green organisational culture. A snowball sample technique was used. The main factors surveyed, included leadership, green technologies, green communication, HR strategies and procedures, brand communication and brand image. The results confirmed that executives or senior management were the main drivers to create a green culture; however, even though these leaders were considered passionate about the environment, they did not optimise the vision values and strategy to build a green organisational culture. The study also confirmed that although these organisations used green technologies to reduce waste, they did not encourage or reward employees for their contributions to green initiatives and did not adequately use communication in this respect. The results revealed that of the factors surveyed, leadership and HR strategies or procedures contributed the most to organisations developing a green organisational brand or image. The study confirmed the importance of using an integrated approach to develop a green organisation. Such an approach is initiated by senior management, through the formulation of a green vision, green values and a green strategy, and is supported by both technological resources and employee contributions. In addition, HR strategies should be aligned vertically and horizontally to develop an appropriate green mind-set and behaviour among all organisational members. In this respect, the HR department should also model appropriate green behaviours.
- Full Text:
- Date Issued: 2018
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