There are experiences that labour inspectors undergo when doing their jobs. In Brazil, (Labour Inspectors: Killings 2005:1), the use of physical violence against labour inspectors led to armed federal police officer travelling with labour inspectors, after the murder of three labour inspectors in the Soya Plantation which was allegedly using illegal slave labourers. Rice (2006:26) pointed out that labour inspectors enforce the labour laws and related regulations and apply national standards and report to supervisors on problems and defects not covered by regulations. A qualitative study was used to collect data using one-on-one semi-structured interviews from 15 labour inspectors at 15 labour centres in Mpumalanga Province, South Africa. The aim of the study was to explore and describe the experiences of labour inspectors in their field of work. The researcher read the informed consent form for the participants and they signed and permitted the researcher to use an audio recorder (see annexure B). The following experiences are identified and described: expectations of DOL when conducting an inspection, fulfillment, frustrations, frustration management, and challenges in the field of work, support systems and tools of trade. The limitation of this study was the collection of data. Geographically, Mpumalanga Province (South Africa) is big and it was time consuming and financially costly to access the inspectors. They also had tight schedules to allocate time for the research interviews. / Dissertation (MSocSci)--University of Pretoria, 2012. / Social Work and Criminology / unrestricted

In 1947 the federal government of Canada began a program to move European Displaced Persons (DP) out of the International Refugee Organization (IRO) camps in Germany and Austria. This program, designed to fill chronic labour shortages in Canada’s resource industries and contribute to a solution for Europe’s refugee crisis, occurred in a transitional moment in Canadian society. Canadians emerged from World War Two with a new sense of Canada’s role in the world, but despite a changed international climate, a new discourse of human rights and a potentially robust economy, old perceptions of race, immigration and economic management lingered in the postwar years complicating the work of a new generation of civil servants, politicians and industry operators. This is a history of the transition. It demonstrates the ways that old and new ideas of the nation, citizenship, race and immigration co-existed. It highlights the significance of the beginnings of a debate on the elimination of discrimination based on race in Canada’s immigration policy; shows the link between economic prosperity and popular support for immigration; and demonstrates the importance of individuals within industry, the civil service and in government in national decision-making. This is an international history, spanning the Atlantic and bringing a global perspective to local experience in Canadian industries. Chapters on the federal decision making process are supplemented by evidence from the United Nations Relief and Rehabilitation Administration (UNRRA), the IRO, the Ontario Ministry of Education and forestry, mining and hydro industries. It uses a variety of methodologies including policy history, oral history, public opinion polling, gender, ethnicity and labour studies to investigate the implications of these decisions for Canadian society. It demonstrates that the 1947-1951 movement of DPs was initiated primarily under dual pressure from Canadians who had served abroad and industry leaders who had previously used POW labour to solve on going shortages in the bush. These decisions were strongly informed by both the crisis in Europe and Canadian assumptions about race, labour and citizenship. By examining the expectations Canadians had for the behaviour of its newest arrivals and future citizens this study highlights the foundations of Canadian citizenship in 1947: community participation, contribution to the development of the economy, and political loyalty to the nation.

In 1947 the federal government of Canada began a program to move European Displaced Persons (DP) out of the International Refugee Organization (IRO) camps in Germany and Austria. This program, designed to fill chronic labour shortages in Canada’s resource industries and contribute to a solution for Europe’s refugee crisis, occurred in a transitional moment in Canadian society. Canadians emerged from World War Two with a new sense of Canada’s role in the world, but despite a changed international climate, a new discourse of human rights and a potentially robust economy, old perceptions of race, immigration and economic management lingered in the postwar years complicating the work of a new generation of civil servants, politicians and industry operators. This is a history of the transition. It demonstrates the ways that old and new ideas of the nation, citizenship, race and immigration co-existed. It highlights the significance of the beginnings of a debate on the elimination of discrimination based on race in Canada’s immigration policy; shows the link between economic prosperity and popular support for immigration; and demonstrates the importance of individuals within industry, the civil service and in government in national decision-making. This is an international history, spanning the Atlantic and bringing a global perspective to local experience in Canadian industries. Chapters on the federal decision making process are supplemented by evidence from the United Nations Relief and Rehabilitation Administration (UNRRA), the IRO, the Ontario Ministry of Education and forestry, mining and hydro industries. It uses a variety of methodologies including policy history, oral history, public opinion polling, gender, ethnicity and labour studies to investigate the implications of these decisions for Canadian society. It demonstrates that the 1947-1951 movement of DPs was initiated primarily under dual pressure from Canadians who had served abroad and industry leaders who had previously used POW labour to solve on going shortages in the bush. These decisions were strongly informed by both the crisis in Europe and Canadian assumptions about race, labour and citizenship. By examining the expectations Canadians had for the behaviour of its newest arrivals and future citizens this study highlights the foundations of Canadian citizenship in 1947: community participation, contribution to the development of the economy, and political loyalty to the nation.

No abstract available / Dissertation (MAdmin)--University of Pretoria, 2001. / gm2014 / School of Public Management and Administration (SPMA) / unrestricted

M. Tech. Human resources Management / The retention of employees is very important for many organisations to survive and prosper in today's economy. While organisations invest in the training and development of their employees, return on investment cannot be guaranteed, as skilled employees continue to be lost to competitors. The need for a competitive advantage necessitates the development of employees and retaining them. The study examined the retention dynamics of bursary holders at the Department of Labour. The study's objective was to investigate bursary holders' intention to leave, and their reasons for considering leaving the Department of Labour, while testing whether these factors differ according to demographic variables, including gender, age, region, number of years at the Department of Labour, qualifications and level of position, thereby conducting an analysis of employee retention needs.

M. Tech. Business Administration / Study of available literature has revealed that performance appraisal is often very subjective. A general concern regarding the implementation of performance appraisal by line managers is that there is a serious lack of required expertise and knowledge to decide on the performance appraisal criteria accurately. Studies on perceived fairness or organisational justice have shown that these factors strongly affect the attitude of employees, for example: job satisfaction; turnover intentions; organisational commitment; and workplace behaviour, such as absenteeism and organisational citizenship behaviour. As such, this study assessed the perceptions of employees within the Department of Labour Head Office on performance appraisal. The intention was to identify gaps in the current appraisal system and to propose strategies that can be employed in order to maximise and harmonise performance appraisal in the Department of Labour Head Office.

Thesis (M. Dev.) -- University of Limpopo, 2001 / Refer to ducument

Thesis (M. Tech. (Human Resource Management, Dept. of Management Sciences))--Vaal University of Technology, 2009. / Key skills shortages, coupled with high levels of unemployment are well documented in South Africa. Learnerships, which are meant to reduce the skills shortage, are not addressing this problem as the SETAs have failed to communicate the benefits of learnerships aggressively to companies. Thus, the purpose of this research is to determine organizational perspectives of learnerships within the MERSETA organizations in the Sedibeng district municipal area. A literature study of learnerships and applicable legislation in South Africa was undertaken in order to contextualize the South African skills development initiative. The empirical portion of the study involved conducting a survey using a self-administered questionnaire designed to elicit perspectives of learnerships within small, medium and large organizations (n=150) that fall under the MERSETA and that are situated in the industrial areas of Vanderbijlpark, Vereeniging and Meyerton, within the Sedibeng district municipal area. The data obtained indicate that although almost two-thirds of the researched organizations do currently implement learnerships, these organizations experienced several barriers and challenges when taking on learnerships. It was found that the MERSETA organizations within the study area also lack understanding and familiarity with the learnership system and their perceptions towards learnerships are for the most part, negative. Based on the findings of this study, recommendations, targeted at the National Skills Authority, the Department of Labour, the MERSETA and the SETAs, are made to assist organizations in various areas to overcome the identified barriers and challenges emanating from learnership implementation. / Central Research Committee (Vaal University of Technology)