Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2006. / Every organisation needs to have well-trained and experienced human resources to perform organisational activities. In the absence of such resources, it is necessary to raise the skills levels and increase the versatility and adaptability of current personnel. The aim of the study was to analyse the impact of training and development on service delivery in the City of Cape Town. Chapter one introduced the study and includes the terms of reference, the problem statement, the objectives of the study and the key questions pertaining to the study. As part of the methodology the researcher conducted a pre-testing of the competencies of the experimental group, investigating the extent to which present competencies contributed towards execution of service delivery obligations and the extent to which lack of capacity contributed to lack of service delivery. Chapter two provided information on the evolution of local government training and development in South Africa. The chapter found that there has been a complete democratization of local government structures where the emphasis has been on greater development, particularly in terms of human resource development. Chapter three analysed the Human Resource Development Strategy for staff development in the Western Cape Provincial Administration. Legislation such as the South African Qualifications Authority Act 1996 (SAQA), the Skills Development Act of 1998 and the Skills Development Levies Act of 1999 formed the basis for Human Resource Development Strategy in the Western Cape Province particularly the in City of Cape Town. Chapter four put forward the research design and methodology. The technique used to obtain information for the study included a literature review. A survey was conducted with selected employees. In the chapter a brief overview of the study is provided, as well as the methods utilized, data collected and the proposed data analysis. Chapter five concluded the study and put forward recommendations. One such recommendation is for example, the utilization of the concept training and development in a more concrete way, and the redefinition of the consequent roles or duties of trainers. It may appear as if implementation of training and development was not done effectively. It is unclear whether trainers were able to conceptualise and interpret the aims and objectives of training and development in the City of Cape Town.

This thesis attempted to examine the enabling conditions of existing South African water law and its implementation by the appropriate authorities. The Cape Town Municipality's management over water supply and services is included in this study. The research attempted to expose any shortcomings that might be prevalent in the new water law. The water allocation mechanism of the transformed water legislation and the water demands within various competing water user sectors of the community, such as those pertaining to agriculture and industry, was also explored.

This thesis attempted to examine the enabling conditions of existing South African water law and its implementation by the appropriate authorities. The Cape Town Municipality's management over water supply and services is included in this study. The research attempted to expose any shortcomings that might be prevalent in the new water law. The water allocation mechanism of the transformed water legislation and the water demands within various competing water user sectors of the community, such as those pertaining to agriculture and industry, was also explored.

Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2011 / This study explored perceptions of twenty managers at the City of Cape Town Municipality regarding the challenges facing talent management. A detailed study of the literature was conducted on variables that are relevant in talent management in organisations. These variables included definitions of talent management, pay satisfaction, job satisfaction, organisational commitment, tenure, motivation, employee engagement, turnover and intention to turnover. This study adopted a qualitative research method as it was found from the literature that managers often prefer face-to-face interviews instead of questionnaires. An interview guide was developed for the twenty managers that were internally chosen by the City of Cape Town management. Data collected from the interviews was subjected to content analysis method with different themes emerging. The results revealed that the City of Cape Town is well on course in implementing talent management with it’s approximately 25 000 employees. The study revealed a plethora of challenges facing talent management at the City of Cape Town. One huge challenge facing this municipality is its size, which makes implementation of a talent management system difficult to implement at the City of Cape Town. The findings support the assumption developed for this study that poor talent management practices in the public sector lead to ever increasing staff turnover rates. The findings of this study contribute to both theory and practice. Theoretically the study contributes to the literature, as it is the first empirical study to use managers in a local government municipality to explore challenges surrounding talent management. Furthermore, local government managers can use the findings of this research to design strategies and policies to enhance talent management in local government municipalities, and subsequently ensure talent retention.