Government’s major challenge is to become more effective with limited resources. Perceptions of state employees and the level of awareness about Employee Health and Wellness Programmes is a policy issue that this study attempts to understand inasmuch as it relates to performance of institutions. The objectives of the study were to gauge the level of awareness about Employee Health and Wellness programmes together with the perceptions of employees about the programme, in line with the hypothesis that suggested a contributory link between level of awareness, perceptions about a programme and organisational performance. A mixed method approach was used, which included both qualitative and quantitative methods, to determine both perception and level of awareness as it related to the performance of institutions. The study found that wellness programmes, if well managed and employees were made aware of them, could lead to increased output by employees, thus improving performance. It further established that there is an average level of awareness about employee health and wellness programmes within Public Works. The study concludes that the perceptions of employees about a policy matter and their level of awareness of programme objectives would contribute to overall performance of that institution.

Thesis (MBA.) -- University of Limpopo, 2015 / Refer to document

Legislation clearly stipulates for the principle of public service delivery to all the citizens of the country. It is the task of national and provincial government departments to prioritise service delivery (RSA, 1997:10). The quality of services delivered to the public by the national and provincial departments, relies significantly on the quality, skills and capabilities of the public officials. Therefore, recruitment of public officials must not only identify and attract potential employees but ensure that all appointees possess the skills and ability to enable public service departments to achieve their strategic goals and objectives, and subsequently provide quality services to the public. Based on an investigation conducted by the Public Service Commission (PSC), it was determined that most do not comply with the recruitment and selection requirements (PSC, 2006:8). In addition to the non-compliance with policy guidelines pertaining to recruitment and selection, as provided by the PSC through the Toolkit on Recruitment and Selection of 2006, the PSC, through an investigation on various HRM practices in the public service during 2010, found that widespread non-compliance with recruitment and selection guidelines are still prevalent. It is evident that departments are struggling to effectively implement recruitment and selection processes as stipulated in legislation and outlined in the policy documents. This study aimed to address: The non-compliance with legislation and policy requirements pertaining to the implementation of recruitment and selection practices which prevent departments in the public sector from appointing the most suitable employees to deliver on their mandate. A theoretical overview pertaining to recruitment and selection was conducted in the public service. Attention was also given to recruitment and best practices, which may be applicable to the Free State DPW. Furthermore, broad HRM legislation and policy, directing the implementation of recruitment and selection practices in the public service, was reviewed. An outline of legislation and policy as well as the recruitment and selection practices particularly applicable for its implementation in the Free State DPW public service was provided. The qualitative and quantitative research approaches were utilised in this study. Personal interviews and a semi-structured questionnaire were used as data collection instruments. Interviews were held with senior managers and middle managers involved in the process and experienced in strategic planning in the Free State DPW. The questionnaire was distributed to the line managers and junior officials who work with recruitment and selection practices in the department as well as union representatives. The empirical findings of the study were applied to the public service as a whole and recommendations were made on the implementation of recruitment and selection practices in the Free State DPW and the public service at large. / Master of Development and Management, North-West University, Potchefstroom Campus, 2015

Legislation clearly stipulates for the principle of public service delivery to all the citizens of the country. It is the task of national and provincial government departments to prioritise service delivery (RSA, 1997:10). The quality of services delivered to the public by the national and provincial departments, relies significantly on the quality, skills and capabilities of the public officials. Therefore, recruitment of public officials must not only identify and attract potential employees but ensure that all appointees possess the skills and ability to enable public service departments to achieve their strategic goals and objectives, and subsequently provide quality services to the public. Based on an investigation conducted by the Public Service Commission (PSC), it was determined that most do not comply with the recruitment and selection requirements (PSC, 2006:8). In addition to the non-compliance with policy guidelines pertaining to recruitment and selection, as provided by the PSC through the Toolkit on Recruitment and Selection of 2006, the PSC, through an investigation on various HRM practices in the public service during 2010, found that widespread non-compliance with recruitment and selection guidelines are still prevalent. It is evident that departments are struggling to effectively implement recruitment and selection processes as stipulated in legislation and outlined in the policy documents. This study aimed to address: The non-compliance with legislation and policy requirements pertaining to the implementation of recruitment and selection practices which prevent departments in the public sector from appointing the most suitable employees to deliver on their mandate. A theoretical overview pertaining to recruitment and selection was conducted in the public service. Attention was also given to recruitment and best practices, which may be applicable to the Free State DPW. Furthermore, broad HRM legislation and policy, directing the implementation of recruitment and selection practices in the public service, was reviewed. An outline of legislation and policy as well as the recruitment and selection practices particularly applicable for its implementation in the Free State DPW public service was provided. The qualitative and quantitative research approaches were utilised in this study. Personal interviews and a semi-structured questionnaire were used as data collection instruments. Interviews were held with senior managers and middle managers involved in the process and experienced in strategic planning in the Free State DPW. The questionnaire was distributed to the line managers and junior officials who work with recruitment and selection practices in the department as well as union representatives. The empirical findings of the study were applied to the public service as a whole and recommendations were made on the implementation of recruitment and selection practices in the Free State DPW and the public service at large. / Master of Development and Management, North-West University, Potchefstroom Campus, 2015

Thesis (M. Dev.) -- University of Limpopo, 2018 / Thank you to the Most High God for giving me strength, courage, wisdom and understanding to pursue my dream. Compiling this mini-dissertation would not have become a success if it was not for the support I received from my family and close friends. I would like to extend my sincere gratitude to the following persons who contributed immensely to the undertaking of this study from its beginning to its completion:  My Supervisor, Dr. K.S. Milondzo and my Co-Supervisor, Professor. M.X Lethoko for their constructive criticism, patience, expert advice and motivation and for being the sound board of my ideas throughout the process. For the professionalism that they portrayed throughout our interaction.  To Professor C.S. Mkhabela for his academic advice, moral support and fruitful discussions we had in our engagement.  My parents Pauline and Ben Nyoni, for their undivided support, patience, and acceptance.  My son, Tshepo Litswele for his unwavering love and support  My brothers and sisters, for their support, tolerance and acceptance at times I may have inconvenienced them.  To the participants for willingness to participate in the study.  To my employer Department of Education for allowing me to pursue my studies.  To the Department of Public works, Roads and Transport for granting me permission to conduct my research within their department.  To Ms MM Ngobeni for her professional editing. iv ABSTRACT Recent changes in the public sector which also included the Department of Public Works, Roads and Transport have placed new pressure on managers to change their ways of managing Performance Management and Development Systems in its implementation. The above challenge necessitated the researcher to investigate the effective implementation of Performance Management System in the Department of Public Works, Roads and Transport in Ehlanzeni District Municipality. The study is concerned with the development of effective implementation of Performance Management System on employees and production in the Department of Public Works, Roads and Transport. This study used the context of the Department of Public Works, Roads and Transport as its spring board in engaging the subject of performance management system. With all changes that are involved towards the implementation of performance management system, there is a need to review the way performance management system should be implemented, hence this study. In this study, a mixed research design approach was used in the investigation of the effective implementation of performance management system in the Department of Public Works, Roads and Transport. Questionnaires and semi-structured interviews were employed to collect data from the target population. The main findings of the study, confirmed that there are challenges associated with the implementation of performance management system in the Department of Public Works, Roads and Transport. Apart from these challenges, the study also revealed the factors that contribute towards the implementation of performance management system in the area of the study. Furthermore, the study also led to the suggestions and recommendations that may assist Ehlanzeni District Municipality to accelerate effective implementation of performance management system in the department.

This study seeks to investigate the extent to which the Extended Public Works Programme (EPWP) creates jobs in East London. The researcher‘s interest in the topic was aroused after having noticed that there is cleanliness in Duncan village compared with the past. This cleanliness was as a result of the introduction of EPWP projects, where a number of people, both males and females were employed and job opportunities were created. The esearcher, as a development studies student, appreciates the intervention made by the EPWP in the area, therefore the researcher is interested to investigate the program better in order to determine the extent in which the EPWP creates jobs. The study was conducted in Duncan village, East London, in the Buffalo City Metropolitan Municipality (BCMM). The area was chosen because it is one of the most densely populated disadvantaged communities with a high rate of unemployment and poverty. The study focuses on 50 currently employed EPWP employees working in the Duncan village area. The researcher adopted a quantitative approach in order to explore and describe the extent in which EPWP projects create jobs in East London, in particular in the Duncan village area. Structured questionnaires are used to collect data from the EPWP employees. The participants‘ responses are collated in an excel spread sheet and analysed by using Statistical Package for Social Sciences (SPSS). Respondents‘ responses are analysed and discussed in terms of graphs and tables. The findings of this study reveal that there is a lack of skills development programs from projects operating in the area. This is shown by a percentage of 66% from the sampled respondents who indicate that they have acquired no skills since the inception of the project. The findings of the study also reveal that job opportunities are generated but are not adequate considering the population in the area. Income received is not enough for basic needs satisfaction as the largest percentage (82%) of them are still staying in shack dwellings and earning an income of less than R1000 per month. Based on the findings, it is recommended that the Public Works department in collaboration with all major stakeholders have to plan and organise workshops and training sessions for all EPWP employees together with their supervisors. The objective of the workshops will be to inform all employees about how the project works as well as its main objectives. This will enable employees to decide well in advance whether to take an offer or not. This will also minimise grievances from employees. Furthermore, there should be sound and effective programs in each EPWP project that address skills development. Outsourcing the skills development program could have positive consequences and employees should be motivated through certificates awarded after the project completion. There is also a need for learnership programmes as indicated by the findings because of the low levels of education and skills.