Organisations are continuously re-engineering human resource strategy in order to attract, motivate and retain the best possible talent possible. This is a continuous process because strategies are quickly copied and replicated within industries. Share schemes have been used over a long period of time to attract, motivate and retain employees. The dawn of democracy in South Africa has seen the introduction of broad based black economic empowerment share schemes in a number of organisations. Organisations implemented these share schemes not only to improve BEE score rating but to motivate and retain employee.This research studies the impact that B-BBBEE share schemes have had on employee motivation and retention at a South African organisation. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

This study shows the economic need for SMEs playing a supportive role in the South African mining industry. The main issues arethe business decision of mining companies to outsource function rather than to have it in-house,the differentiation methods mining companies used to distinguish between large companies and SMEs and BBBEE regulation. The Delphi study method was used. A questionnaire was sent out to the group of experts. The group of experts consists of senior managers at procurement departments of mining companies. All of these companies are members of the South African Chamber of Mines. The study showed that the need for SMEs to support the mining industry is increasing due to the increase in outsourcing, differentiating between large and small companies as well as the partnering of SMEs with HDSA's to comply with BBBEE regulations. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

Mergers and acquisitions (M&As) are an ubiquitous feature of modern corporate landscape. Most are entered into for various synergistic (voluntary) reasons whilst some, such as broad-based black economic empowerment (BBBEE) M&As, are driven largely by legislative requirements. Research has shown that the factors that lead to the success or failure of voluntary M&As are many and complex.Whilst there is a plethora of literature regarding the success factors for voluntary M&As, there is, however, a paucity of academic literature on the qualitative factors that lead to the success or failure of BBBEE M&As, despite quantitative studies showing the benefits of BBBEE M&As. Because of the significance of BBBEE to the economic development of the country, policy makers, academics and business people need to fully understand such factors.Given the dearth of academic literature on the subject, a qualitative, exploratory study conducted by way of face to face, expert, semi-structured interviews, was undertaken to answer the research problem.The study found that whilst BBBEE M&As are similar, in some respects, to voluntary M&As, BBBEE M&As require different or additional success factors to those applicable to voluntary M&As. Some of these are: funding structure, transaction rationale, expectations‟ alignment, clear deliverables, active governance, operational involvement, relationship management, transformation and social investment. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

The primary objective of this study was to identify and investigate the main restrictions automation suppliers encounter when attempting to promote and sell their products into the local Vaal Triangle manufacturing industry. Through the literature study that was conducted, a general investigation into the supply chains of some of the most prominent manufacturing industries within the geographical demarcation were analysed. Two manufacturing industries were chosen namely Sasol and Rand Water. The different criteria upon which they qualify their suppliers were identified and the reasoning behind it discussed. The identified criteria included product compliance restrictions; commercial restrictions as well as limitations placed on suppliers by the consumer themselves where suppliers are restricted to only a few per product or service. The commercial restrictions were identified as the only restrictions the supplier has total control over and for this reason, was investigated in detail. These commercial restrictions included the supplier's NOSA, ISO and CIDB rating, as well as their BBBEE status. After the literature review, an empirical study was conducted by making use of a questionnaire which was developed alongside the conduction of the literature study. This questionnaire was sent out to the top management of the identified local automation suppliers to be filled out. The completed questionnaires were analysed by the Statistical Consultation Services of the North-West University (Potchefstroom campus). After the reliability and validity of the questionnaire had been determined, the basic demographical information of the respondents was analysed. An assessment of the 12 constructs measured in the study was done and the relationships between the demographic variables and the constructs were identified. Following the detailed analysis, conclusions on the demographic information of the respondents as well as between all the demographic variables and the constructs measured which had practical significance were discussed. Practical recommendations regarding compliance to the commercial restriction studied were made. The success of the study was determined mainly based on the achievement of the primary and secondary objectives. The study concluded by making suggestions for further research on the topic at hand. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

The global move towards human rights, the publication of King 11 reports and the post democratic legislations coerced the South African mining industry to diversify its workforce. The Employment Equity Act was the major driving force behind this, aimed at eliminating discrimination in the workplace and implementing Affirmative Action measures so that the workforce would reflect the economically active population. The question remains as to whether it could achieve a representative workforce, since the Commission of Employment Enquiry reports (2009-2010) and the Quarterly Labour Force Survey (second quarter, 2010) indicated that progress is very slow throughout all the industries. The mining industry is still predominantly White-controlled and emphasis is being placed on stimulating Black empowerment in the industry. Since the early 1990s the industry has seen significant restructuring and changes, including the phasing out of the traditional mining houses and the incorporation of the designated groups (females and Blacks) in ownership and management. However, rising gold prices and pressures on the global economy have forced the industry to embark on measures which impacted badly on the employment equity, leading to measures such as downsizing both the operations and staff, limiting training, centralising and outsourcing through contractual work. Migrant labour still plays an integral part. In order to analyse the application of Employment Equity Act and workplace diversity in the mining industry, a literature review was conducted to conceptualise the major constructs, and a survey through a close-ended questionnaire was administered to establish the progress made in this regard. The questionnaire was divided into three sections: section A was a biographical/demographic analysis focussing on the personal attributes ranging from gender, age, race, education and job grade. Section B and C were in the form of five-point likert scale to analyse the extent of understanding and knowledge, as well as attitudes and behaviour of the respondents respectively. The results were compared to secondary data in the form of reports collected from the senior metallurgy human resource manager. The convenience sample was taken from a sample of employees staying in the mining complex known as the 'Quarters', which comprised 345 houses, of which a response rate was 54%. Findings from the primary data indicated some progress in changing the organisational culture, with the majority of the respondents giving positive perceptions towards gender, disability and language used, while they identified the following as barriers (negative perceptions): lack of commitment by management; unfair labour practices in recruitment, promotions, training and development; insufficient knowledge about EEA and diversity; racial discrimination; and negative turnover intentions. They believed that diversity could improve productivity. The secondary data revealed that there was slow progress in attaining the numerical targets, especially in the D-band upwards (senior and top management levels). The females and people with disability were under-represented in all categories. The majority of employees in the skilled (C-band), semi-skilled and unskilled (B1-B7) were terminating their services. It is suggested that training of personnel about EEA and diversity be considered to get their active support and to prepare them for the change from the status-quo, extensive development of management on labour relations and good practices, as well as formation of committees to steer and monitor the adherence to policies. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

The primary objective of this study was to identify and investigate the main restrictions automation suppliers encounter when attempting to promote and sell their products into the local Vaal Triangle manufacturing industry. Through the literature study that was conducted, a general investigation into the supply chains of some of the most prominent manufacturing industries within the geographical demarcation were analysed. Two manufacturing industries were chosen namely Sasol and Rand Water. The different criteria upon which they qualify their suppliers were identified and the reasoning behind it discussed. The identified criteria included product compliance restrictions; commercial restrictions as well as limitations placed on suppliers by the consumer themselves where suppliers are restricted to only a few per product or service. The commercial restrictions were identified as the only restrictions the supplier has total control over and for this reason, was investigated in detail. These commercial restrictions included the supplier's NOSA, ISO and CIDB rating, as well as their BBBEE status. After the literature review, an empirical study was conducted by making use of a questionnaire which was developed alongside the conduction of the literature study. This questionnaire was sent out to the top management of the identified local automation suppliers to be filled out. The completed questionnaires were analysed by the Statistical Consultation Services of the North-West University (Potchefstroom campus). After the reliability and validity of the questionnaire had been determined, the basic demographical information of the respondents was analysed. An assessment of the 12 constructs measured in the study was done and the relationships between the demographic variables and the constructs were identified. Following the detailed analysis, conclusions on the demographic information of the respondents as well as between all the demographic variables and the constructs measured which had practical significance were discussed. Practical recommendations regarding compliance to the commercial restriction studied were made. The success of the study was determined mainly based on the achievement of the primary and secondary objectives. The study concluded by making suggestions for further research on the topic at hand. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

The global move towards human rights, the publication of King 11 reports and the post democratic legislations coerced the South African mining industry to diversify its workforce. The Employment Equity Act was the major driving force behind this, aimed at eliminating discrimination in the workplace and implementing Affirmative Action measures so that the workforce would reflect the economically active population. The question remains as to whether it could achieve a representative workforce, since the Commission of Employment Enquiry reports (2009-2010) and the Quarterly Labour Force Survey (second quarter, 2010) indicated that progress is very slow throughout all the industries. The mining industry is still predominantly White-controlled and emphasis is being placed on stimulating Black empowerment in the industry. Since the early 1990s the industry has seen significant restructuring and changes, including the phasing out of the traditional mining houses and the incorporation of the designated groups (females and Blacks) in ownership and management. However, rising gold prices and pressures on the global economy have forced the industry to embark on measures which impacted badly on the employment equity, leading to measures such as downsizing both the operations and staff, limiting training, centralising and outsourcing through contractual work. Migrant labour still plays an integral part. In order to analyse the application of Employment Equity Act and workplace diversity in the mining industry, a literature review was conducted to conceptualise the major constructs, and a survey through a close-ended questionnaire was administered to establish the progress made in this regard. The questionnaire was divided into three sections: section A was a biographical/demographic analysis focussing on the personal attributes ranging from gender, age, race, education and job grade. Section B and C were in the form of five-point likert scale to analyse the extent of understanding and knowledge, as well as attitudes and behaviour of the respondents respectively. The results were compared to secondary data in the form of reports collected from the senior metallurgy human resource manager. The convenience sample was taken from a sample of employees staying in the mining complex known as the 'Quarters', which comprised 345 houses, of which a response rate was 54%. Findings from the primary data indicated some progress in changing the organisational culture, with the majority of the respondents giving positive perceptions towards gender, disability and language used, while they identified the following as barriers (negative perceptions): lack of commitment by management; unfair labour practices in recruitment, promotions, training and development; insufficient knowledge about EEA and diversity; racial discrimination; and negative turnover intentions. They believed that diversity could improve productivity. The secondary data revealed that there was slow progress in attaining the numerical targets, especially in the D-band upwards (senior and top management levels). The females and people with disability were under-represented in all categories. The majority of employees in the skilled (C-band), semi-skilled and unskilled (B1-B7) were terminating their services. It is suggested that training of personnel about EEA and diversity be considered to get their active support and to prepare them for the change from the status-quo, extensive development of management on labour relations and good practices, as well as formation of committees to steer and monitor the adherence to policies. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

Thesis (Ph.D. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2008.

Thesis (Ph.D. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2008.

Thesis (Ph.D. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2008.