Yes / This empirical research explores local skill capacity gap in the petroleum industry in Ghana using a mixed method approach to study four public organisations. Matched samples of employees (226) were surveyed, while HR directors (9) were purposively sampled and interviewed. The findings suggest a wide local skill gap. Originality, this is one of the very few studies to explore the shortcomings of local skill capacity in public sector organisation. Research implications, more matched-sample studies are necessary to understand IOC’s local skill capacity further. Practically, the study is of significance to the policymakers. The main contribution of the research amongst others is to conceptualise the concept of HRM in Ghana’s context.

Produktionsindustrin expanderar kontinuerligt med mer avancerad teknik och komplexa processer. Utvecklingstakten inom den svenska industrin är dock långsammare än förväntat på grund av bristande kompetens hos arbetskraften. Målet med projektet är att hitta de viktigaste utmaningarna som svenska industriföretag står inför och att koppla dessa frågor till aktuella kompetensbehov och kompetens försörjning. Dessa resultat kommer sedan att kartläggas så att problemet kan identifieras i den nära framtiden. Slutligen kommer flera rekommendationer att tas fram för att motverka dessa problem. Med hjälp av KTH, ett av Europas ledande tekniska universitet i Sverige, och Svenskt Underhåll, en riksorganisation med 140 medlemmar som syftar till att främja kompetensen inom produktionsunderhåll inom svensk industri, genomfördes en metod med kvalitativ datainsamling i form av en enkät som besvarades av 18 medlemmar i riksorganisationen Svenskt Underhåll. Detta skulle bidra till att kartlägga uppgifterna för att identifiera eventuella problem. Resultaten från undersökningen bekräftade några av de problem som företagen har kämpat med, nämligen brist på kompetens, men vilka kompetenser som det var brist på varierande. Detta visar att alla typer av kompetens efterfrågas. En kvalitativ datainsamling i form av djupintervjuer genomfördes också med både experter och företagsrepresentanter för att bekräfta det aktuella läget. Både experter och företagsrepresentanter hade unika perspektiv på dagens kompetensproblem och delade även liknande åsikter om den aktuella frågan. Båda parter hade dessutom föreslagit lösningar som ligger till grund för de rekommendationer som ges i denna rapport. Med hjälp av de insamlade data utarbetades ett stort antal rekommendationer och genom att filtrera fram de mest rimliga lösningarna blev det sammanlagt sju rekommendationer. Olika utvärderingsmetoder användes sedan för att rangordna den bästa rekommendationen till den minst effektiva. Sådana utvärderingsmetoder är grovsortering och pugh matrisen. Efter en noggrann utvärdering av varje rekommendation i samband med aktuellt läge visade sig 6 av de 7 rekommendationerna ha samma effekt samtidigt som de var utförbara. / The manufacturing industry is constantly evolving, with more advanced technologies and complex processes. However, due to a lack of competence in the workforce, the rate of improvement in the Swedish industry is slower than expected. The goal of this project is to identify the major issues confronting Swedish industry companies and to connect those issues to current competence needs and supply. These findings will then be mapped out so that the problem can be identified as soon as possible. Finally, several recommendations will be made to address these issues. With the assistance of KTH, one of Europe’s leading technological universities in Sweden, and Svenskt Underhåll, a national organisation with 140 members that aims to promote competence in production maintenance in Swedish industry. A method of qualitative data collection in the form of a survey was carried out, which was completed by 18 members of the maintenance organisation. The survey results confirmed some of the issues that companies have been dealing with, such as a lack of competence, but the types of competenc ewere all different. This demonstrates that all types of expertise are in demand. In order to confirm the current state, a qualitative data collection was also used in the form of in-depth interviews with both experts and company representatives. Both sides had unique perspectives on today's competency problem and also shared similar views on the current issue. Furthermore, both parties had provided solutions in which the recommendations given in this report stems from. Based on the collected data, an analysis was conducted to generate recommendations. A final set of 7 recommendations was identified. To prioritise these recommendations, various evaluation methods, including sorting and the Pugh matrix, were employed. After an evaluation, it was determined that 6 out of the 7 recommendations exhibited relatively similar impact and feasibility in combination with the current situation.

Abstract in English, Southern Sotho and Afrikaans / South African chartered accountants (CAs(SA)), who are primarily trained as financially orientated technical specialists, play a significant role as part of management teams, which require expertise in leadership, strategy, marketing, communication and teamwork among other managerial skills. However, it has been found that accounting professionals have inherent characteristics that could act as barriers to career transition and adaptability in the volatile and challenging accounting profession. This study employed an interpretative phenomenological analysis research design to gain insights on the way CAs(SA) in the financial services sector have managed to overcome barriers and leverage enablers to transition their careers. Accordingly, interviews were conducted with CAs(SA) who occupy or have occupied a management position in the financial services sector. The findings revealed that the participants had prepared themselves for transition by gaining credibility and confidence by means of exposing themselves to challenging work, leading others, taking part in varied activities, updating their substantive knowledge base and using mentors. Through their attitudes, behaviour and decisions, participants were able to influence their career development context by being adaptable. Further, participants revealed that they were able to overcome barriers by gaining practical experience and exposure to varied tasks and career development opportunities, reading, listening and further training and education. Participants were also able to overcome barriers and create enablers by learning from others through informal mentorships and working in strong teams, which limited the extent to which they had to learn from their own mistakes. These insights could benefit not only CAs(SA) themselves but also professional accounting bodies, academic institutions, training organisations and employers of CAs(SA). / Di-chartered accountant tsa Afrika Borwa (CAs(SA)), ba rupetsweng ka sehlooho jwalo ka ditsebi tsa setekgeniki ka tsa ditjhelete, ba bapala karolo ya bohlokwa dihlopheng tsa bookamedi tse hlokang botsebi ho tsa boetapele, meralo, papatso, dikgokahano le tshebetso ya sehlopha, hara ditsebo tse ding tsa bookamedi. Leha ho le jwalo, ho fumanwe hore diprofeshenale tsa accounting di na le ditlwaelo tse tebileng tse ka iketsang dithibelo tsa kgolo mosebetsing le phetophetoho kahare ho profeshene ya accounting e dulang e sa tsitsa hape e na le diphephetso. Boithuto bona bo sebedisitse moralo wa patlisiso wa kutlwiso ya batho ya ntho e itseng ho fumana tsebo ka mokgwa oo diCA(SA) lekaleng la ditshebeletso tsa ditjhelete ba kgonneng ho fenya dithibelo tse jwalo le ho sebedisa dithutso ho hola mesebetsing ya bona. Ka tsela eo, di-inthavu di entswe le diCA(SA) tse maemong (kapa tse kileng tsa ba maemong) a bookamedi kahara lekala la ditshebeletso tsa ditjhelete. Diphetho di bontshitse hore bankakarolo ba itokiseditse phetoho ka ho iphumantsha bokgolwehi le boitshepo ka ho ipepesetsa mosebetsi o phephetsang, ho etella ba bang pele, ho nka karolo mesebetsing e fapaneng, ho ntjhafatsa ditsebo tsa bona le ka ho sebedisa batataisi. Ka mehopolo ya bona, boitshwaro le diqeto, bankakarolo ba ile ba kgona ho susumetsa ntshetsopele ya mesebetsi ka hore ba kgone ho fetofetoha. Ho feta moo, bankakarolo ba supile hore ba kgonne ho fenya dithibedi ka ho fumana tsebo ya ketso le ho ipepesetsa mesebetsi e fapaneng le menyetla ya ntlafatso ya tshebetso, ka ho bala, ho mamela le ho etsa dithuto le dithupelo tsa ntshetsopele ya thuto. Bankakarolo ba boetse ba kgonne ho hlola dithibelo le ho hlahisa dithusi ka ho ithuta ho tswa ho batho ba bang ka ditataiso tse sa hlophiswang le ka ho sebetsa le dihlopha tse matla, e leng ho neng ho fokotsa makgetlo ao ka ona ba neng ba tlameha ho ithuta ka diphoso tsa bona. Dintlha tsena di ka ba molemo eseng feela ho diCA(SA) ka bo tsona, empa le ditheo tsa profeshenale tsa accounting, ditsi tsa accounting, mekgatlo ya thupelo le bahiri ba diCA(SA). / Suid-Afrikaanse geoktrooieerde rekenmeesters (CA’s(SA)) wat primêr as finansieelgeoriënteerde tegniese spesialiste opgelei is, speel 'n beduidende rol in bestuurspanne wat kundigheid in leierskap, strategie, bemarking, kommunikasie en spanwerk en ander bestuursvaardighede vereis. Daar is egter bevind dat rekeningkundige praktisyns inherente eienskappe het wat struikelblokke kan wees vir loopbaanoorgang en aanpasbaarheid in die ongestadige en uitdagende rekeningkundige beroep. Hierdie studie het 'n interpretatiewe fenomenologiese ontledingnavorsingsontwerp gevolg om insig te bekom oor die wyse waarop CA’s(SA) in die finansiële sektor daarin geslaag het om sulke struikelblokke en hefboominstaatstellers te bowe te kom om loopbaanoorgang te bereik. Onderhoude is dienooreenkomstig met die CA’s(SA) gehou wat bestuursposisies in die finansiële sektor beklee of beklee het. Die bevindings het gewys dat die deelnemers hulleself vir oorgang voorberei het deur geloofwaardigheid en vertroue te verkry deur blootstelling aan uitdagende werk, om ander te lei, deelname aan gevarieerde aktiwiteite, om hulle substantiewe kennisbasis op te dateer en om mentors te gebruik. Deur aanpasbare houdings, gedrag en besluite kon die deelnemers hulle loopbaanontwikkelingskonteks beïnvloed. Die deelnemers het ook aangedui dat hulle struikelblokke te bowe kon kom deur praktiese ervaring en blootstelling aan gevarieerde take en loopbaanontwikkelingsgeleenthede, en deur lees, luister en deelname aan verdere onderwys en opleiding. Die deelnemers was voorts in staat om struikelblokke te oorkom en instaatstellers daar te stel deur by ander te leer deur informele mentorskap en om in sterk spanne te werk, wat die mate waarin hulle uit hulle eie foute moes leer, beperk het. Hierdie insigte behoort nie net CA’s(SA) te baat nie, maar ook professionele rekeningkundige liggame, akademiese instellings, opleidingsorganisasies en werknemers van CA’s(SA). / Management Accounting / M. Phil. (Accounting Sciences)