The research problem that was investigated in this study was to identify, explore and confirm the problems and management obstacles encountered with the change process in the South African Police Service (SAPS) from the time when South Africa became a democracy in 1994. Although national legislation and SAPS policies and directives that encourage change in the SAPS indicated the movement towards change to implement transformation, it is questionable in what way these principles of transformation are successfully implemented, what the significance and implications of these legislation and directives are, and also the effect they have on transformation in the SAPS. Data was collected from questionnaires, a literature study, focus group interviews and interviews. Structured questionnaires concerning transformation in the SAPS were designed and distributed to 39 station commissioners in the Pretoria and Soweto policing areas. Furthermore, a literature study including material such as official SAPS documents, media and newspaper reports, library sources and national legislation regarding change has been presented. Data was also collected from non-commissioned officials who participated in four focus groups interviews, and four semi-structured interviews were conducted individually with four station commissioners in the Pretoria and Soweto policing areas. International best practices have also been consulted. The research conducted indicated that although progress has been made with transformation in the SAPS a breach exists between national legislation, SAPS policies and directives and the implementation thereof, which have an impeding influence on the transformation process in the SAPS. It is clear that internal communication is an essential and dynamic instrument in the SAPS, however, communication of the transformation process does not have the impact at ground level that it is supposed to have. It is also clear that members at ground level lack knowledge of the transformation process in the SAPS and the implementation thereof. In addition, conveying the sense of urgency to members at ground level need attention and must be communicated clearly and timeously. Training and development at the lower hierarchical levels of the SAPS also need priority to enhance service delivery, public relations, the morale and conduct of members. A high number of members also need to be motivated during transformation and their readiness towards the process has to be addressed to adapt to the changes. Reasons for resisting transformation in the SAPS need urgent attention as well because this has a negative effect on the daily functioning of members. The recommendations drawn from the conclusions made in this study may provide a number of solutions that can be implemented in the SAPS to reduce the obstacles impeding the transformation process in the SAPS to enhance and improve transformation in this organisation. / Criminal Justice / M. Tech. (Criminal Justice)

The research problem that was investigated in this study was to identify, explore and confirm the problems and management obstacles encountered with the change process in the South African Police Service (SAPS) from the time when South Africa became a democracy in 1994. Although national legislation and SAPS policies and directives that encourage change in the SAPS indicated the movement towards change to implement transformation, it is questionable in what way these principles of transformation are successfully implemented, what the significance and implications of these legislation and directives are, and also the effect they have on transformation in the SAPS. Data was collected from questionnaires, a literature study, focus group interviews and interviews. Structured questionnaires concerning transformation in the SAPS were designed and distributed to 39 station commissioners in the Pretoria and Soweto policing areas. Furthermore, a literature study including material such as official SAPS documents, media and newspaper reports, library sources and national legislation regarding change has been presented. Data was also collected from non-commissioned officials who participated in four focus groups interviews, and four semi-structured interviews were conducted individually with four station commissioners in the Pretoria and Soweto policing areas. International best practices have also been consulted. The research conducted indicated that although progress has been made with transformation in the SAPS a breach exists between national legislation, SAPS policies and directives and the implementation thereof, which have an impeding influence on the transformation process in the SAPS. It is clear that internal communication is an essential and dynamic instrument in the SAPS, however, communication of the transformation process does not have the impact at ground level that it is supposed to have. It is also clear that members at ground level lack knowledge of the transformation process in the SAPS and the implementation thereof. In addition, conveying the sense of urgency to members at ground level need attention and must be communicated clearly and timeously. Training and development at the lower hierarchical levels of the SAPS also need priority to enhance service delivery, public relations, the morale and conduct of members. A high number of members also need to be motivated during transformation and their readiness towards the process has to be addressed to adapt to the changes. Reasons for resisting transformation in the SAPS need urgent attention as well because this has a negative effect on the daily functioning of members. The recommendations drawn from the conclusions made in this study may provide a number of solutions that can be implemented in the SAPS to reduce the obstacles impeding the transformation process in the SAPS to enhance and improve transformation in this organisation. / Criminal Justice / M. Tech. (Criminal Justice)

The research entailed an exploration of the design of job descriptions (JDs) in the South African Police Service (SAPS). A JD represents an official document that defines general duties, tasks, and related job responsibilities. It details the job features and the essential abilities required to perform the job. JDs are fundamental and vital to outline the job duties harmonised with the relevant organisation’s policy, ethos, goals, mission, and vision. Participants in this study were purposefully chosen to conduct semi-structured interviews and focus groups with information-rich SAPS Human Resource (HR) practitioners from both the support and operational career streams, to gain their insights into and viewpoints on the JD processes in the SAPS. The National Head Office: Divisions: Human Resource Utilisation (HRU) and Operational Response Service (ORS) and the information-rich provincial HR practitioners who support and monitor the implementation of JDs in the SAPS were included in this study. The participants were asked to answer open-ended questions that aimed to explore the design of JDs in the SAPS. The interviews were recorded with the participants’ permission. The recorded information was translated verbatim and analysed. The six fundamental themes that emerged are: value and benefits of JDs; processes to coordinate and monitor JDs to ensure effective management; the potential of JDs to enhance police performance; knowledge and skills for designing JDs; attitudes, experiences, and challenges of JDs; and recommendations of electronic JD systems. The topics were delineated using direct quotations from the participants as gained during the interviews. Opinions, experiences, administrative aspects, and criticism of the various features of JDs in the SAPS was explored. In summary, the research recommendations and conclusion were given. The results of this study show there are several factors that can enable and optimise inclusion in the effective designing process of JDs in the SAPS. / Ucwaningo lubandakanya ukuhlolisiswa komdwebo wezincazelo zemisebenzi (JDs) eNingizimu Afrika Amaphoyisa (SAPS). I-JD imelela idokhumenti esemthethweni echaza imisebenzi ejwayelekile, imisebenzi, kanye nemithwalo yemisebenzi ehlobene. It ichaza izici zomsebenzi kanye namakhono abalulekile adingekayo ukuze enze lo msebenzi. I-JDs iyigugu futhi ibalulekile ukuchaza imisebenzi ehambisana nomgomo wenhlangano efanele, izinhloso, izinhloso, umsebenzi kanye nombono. Abahlanganyeli kulolu cwaningo babekhethwe ngenhloso yokuqhuba izingxoxo ezihleliwe kanye namaqembu okugxila abasebenza nge-SAPS Human Resource (HR) abaqeqeshiwe abavela kuzo zombili ukusekela nokusebenza kwemifudlana yomsebenzi, ukuze bathole ukuqonda kwabo kanye nokubukwa kwizinhlelo ze-JD kuma-SAPS. I-Ofisi Eyinhloko Kazwelonke: Izigaba: Ukusetshenziswa Kwemithombo Yabantu (HRU) kanye ne-Operational Response Service (ORS) kanye nabasebenzi abacebile be-HR esifundazweni abanolwazi abaxhasa futhi baqaphe ukuqaliswa kwe-JDs kuma-SAPS bafakiwe kulolu cwaningo. Abahlanganyeli babuzwa ukuthi baphendule imibuzo evulekile ehlose ukuhlola ukuklama kwama-JD ku-SAPS. Lezi zincwadi zabhalwa nemvume yabahlanganyeli. Ulwazi olurekhodiwe luhunyushwe ngokucacile futhi luhlaziywe. Izingqikithi eziyisithupha eziyisisekelo ezivela ziyizi: inani nenzuzo ye-JDs; izinqubo zokuxhumanisa nokuqapha i-JDs ukuqinisekisa ukuphathwa okuphumelelayo; ikhono lama-JDs ukuthuthukisa ukusebenza kwamaphoyisa; ulwazi namakhono wokwakha i-JDs; isimo sengqondo, okuhlangenwe nakho, nezinselelo ze-JDs; kanye nezincomo zezinhlelo ze-JD zobuchwepheshe. Izihloko zachazwa ngokucaphuno okuqondile kusuka kubahlanganyeli njengoba zitholakale ngesikhathi sokuxoxisana. Imibono, okuhlangenwe nakho, izici zokuphatha, nokugxeka izici ezihlukahlukene ze-JDs ku-SAPS kuhlolwe. Ngamafuphi, izincomo zocwaningo nesiphetho zanikezwa. Imiphumela yalolu cwaningo ibonisa ukuthi kunezici eziningana ezingasiza futhi zenzeke ukufakwa ekusebenzeni okuphumelelayo kwe-JDs kuma-SAPS. / Phuputso e kenyeletsa ho hlahloba moralo oa litlhaloso tsa mosebetsi (JDs) Lefapheng la Mapolesa a Afrika Boroa (SAPS). JD e emela tokomane ea molao e hlalosang mesebetsi e tloaelehileng, mesebetsi le mesebetsi e amanang le mosebetsi. E hlalosa lintlha tsa mosebetsi le bokhoni ba bohlokoa bo hlokahalang bakeng sa ho etsa mosebetsi. Li-JDs ke tsa motheo le tsa bohlokoa ho hlalosang mesebetsi e lumellanang le leano la mokhatlo o hlophisitsoeng, litokelo, lipakane, mosebetsi le pono. Barupeluoa thutong ena ba ne ba khethiloe ka boomo ho etsa lipuisano tse hlophisitsoeng hantle le lihlopha tse tsepamisisang maikutlo le basebeletsi ba ruileng ba SAPS Human Resource (HR) ba tšehetso le litšebeletso tsa mesebetsi e le hore ba fumane litlhaloso tsa bona le maikutlo a bona ka ts'ebetso ea JD SAPS. Lekala la Sechaba: Likarohano: Tšebeliso ea Lisebelisoa tsa Botho (HRU) le Tšebeletso ea Likarabo tsa Ts'ebetso (ORS) le basebetsi ba ruileng ba profinseng ba HR ba tšehetsang le ho shebella ts'ebetsong ea JDs ho SAPS ba kenyelelitsoe thuputsong ena. Barupeluoa ba ile ba botsoa hore ba arabe lipotso tse bulehileng tse neng li reretsoe ho hlahloba moralo oa JDs ho SAPS. Lipuisano li ngotsoe ka tumello ea barupeluoa. Boitsebiso bo tlalehiloeng bo fetoletsoe ka mantsoe le ho hlahlojoa. Lihlooho tse tšeletseng tsa bohlokoa tse hlahang ke: boleng le melemo ea JDs; e sebetsana le ho hokahanya le ho hlahloba li-JD ho etsa bonnete ba hore tsamaiso e nepahetseng; bokhoni ba JDs ho ntlafatsa ts'ebetso ea mapolesa; tsebo le bokhoni ba ho theha JDs; boikutlo, liphihlelo le mathata a JDs; le litlhahiso tsa mekhoa ea JD ea elektronike. Lihlooho li hlalositsoe ka litlhaloso tse tobileng ho tsoa ho barupeluoa tse fumanoang nakong ea lipuisano. Maikutlo, liphihlelo, likarolo tsa tsamaiso, le ho nyatsa likarolo tse sa tšoaneng tsa JDs li SAPS li ile tsa hlahlojoa. Ka kakaretso, liphuputso le liphello li ile tsa fanoa. Liphello tsa phuputso ena li bonts'a hore ho na le lintlha tse 'maloa tse ka khonang le ho ntlafatsa ho kenngoa tshebetsong e sebetsang ea ho qapa li-JDs ho SAPS. / Police Practice / D. Litt. et Phil. (Police Science)