The primary objective of this study was to evaluate recruitment policies and practices in the DPSA to determine challenges with the recruitment of competent and qualified candidates, since it is the custodian of human resources in the public service. Findings of this study revealed that if the DPSA’s well-crafted recruitment and selection policies were to be translated into practice, then the public service would be the employer of choice. This process could be hampered by the decisions taken by shortlisting and selection panels, which are reluctant to appoint candidates who are better qualified than them. The DPSA should create an enabling environment in which communication between management and non-management freely takes place without people being victimised. The findings of the study pointed to the necessity to invoke remedial measures and monitoring mechanisms that would ensure the effective execution of recruitment and selection policies and practices in the public service. / Public Administration and Management / M.A. (Public Administration)

The role and function of application forms is for the purpose of recruitment and selection of candidates. Consequently, the role of the application form in the recruitment and selection of candidates, particularly currently being used in Africa, is investigated. the application form Z83 and Z27 public service employment in South Application forms, letters of application, curricula vitae, tests and interviews are instruments which can be used in the recruitment and selection of candidates. The source and nature of application forms enable institutions to collect and provide the required information in a precise manner compared to letters of application and curricula vitae. Application forms can provide basic information for tests and interviews. Although application forms facilitate the recruitment and selection of candidates, their completion and distribution can cause problems. However, ways and means by which the use of application form Z83 and Z27 can be improved in public service employment exist. / Public Administration and Management / M. Admin.

Some chapters have bibliographical references at the end of the chapter / Strategic recruitment and retention efforts improve the capacity of a research unit in delivering outputs such as collaborative research, increased grant funding and peer-reviewed journal articles (Chung, Clifton, Rowe, Finley, & Warnock, 2009). At the same time, knowledge of employees’ experiences can help organisations improve HRM strategies and practices. In this regard, the motivation driving this study was that exploring the recruitment and retention experiences of staff in a university research unit could reveal significant insights that could assist in refining the organisation’s HRM practices, thereby facilitating attraction and retention of valuable talent. This qualitative study was designed from an interpretive paradigm and a constructivist perspective in order to facilitate the exploration and understanding of employees’ subjective experiences. Findings indicate that professional development, organisational appeal and networking opportunities make this research unit an employer of choice. These factors, among others, are both attractors and incentives to remain with the organisation which significantly outweigh factors that discourage attraction and retention. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Social work was declared a “scarce skill’’ in 2003 by the Minister for Social Development, Dr. Zola Skweyiya. In response to this, the National Department of Social Development developed the Recruitment and Retention Strategy for Social Workers. This strategy identifies supervision as a critical area requiring definite attention, if the retention of social workers is to be realised. Social work supervisees’ voices need to be heard on this issue and hence this study was undertaken. The main purpose of this study was to explore, describe and gain insight into the experiences of social work supervisees in relation to supervision within the Department of Social Development, Johannesburg Region. A qualitative research approach was used, and qualitative data was collected through semi-structured interviews and analysed using Tesch’s model in Creswell (2009:186). The researcher followed a systematic process of data analysis. The findings of this study reveal amongst others, a lack of supervision for social work supervisees, and raises questions about the quality and effectiveness of the service rendered by the social work supervisees. / Social Work / M.A. (Social Science)

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.

Mathematics and science form an integral part people’s daily lives. South African people suddenly find themselves on a technological highway, where mathematical, scientific and creative thinking as well as problem solving skills take centre stage. However many people fear these, and believe that they are unable to tackle them. Mathematics and science educators therefore have need to have knowledge and understanding regarding 6 the foundation of the teaching of these subjects in the intermediate and senior phases at schools. This should enable them to contribute positively towards changing people’s perceptions about these subjects. Based on the above information I felt it imperative for me to investigate the impact of shortages of maths and science educators with special reference to the Buffalo City Area. Purpose of the study: 1 To determine whether schools are able to attract and retain qualified maths and science educators, 2 To identify the quantity of quality maths and science learners schools are able to produce for tertiary education, 3 To investigate the rate of turnover of maths and science educators, 4 To identify the number of maths and science learners who are willing to study maths and science at tertiary level and thereafter join the teaching fraternity.

Les déterminants de la performance du vendeur ont fait l’objet d’un vaste courant de recherche dont il ressort que les variables personnelles sont les plus explicatives de la variation de la performance. Parallèlement, la recherche sur le plateau de carrière du vendeur qui est encore peu développée, propose des actions visant à éviter le plateau.Cette recherche propose un modèle structurel de déterminants de la performance du vendeur fondés sur certains traits de personnalité : l’esprit de compétition, la rigueur, l’estime de soi et l’efficacité personnelle et analyse les relations entre ces traits entre eux et entre l’effort et la performance. Cette recherche précise également la modération du plateau de carrière sur certaines variables du modèle.Il ressort de cette recherche la validation d’un modèle conceptuel de déterminants de la performance du vendeur fondé sur les traits de personnalité et, de la modération positive et faible du plateau de carrière sur les liens entre l’esprit de compétition, la rigueur et l’effort et,la performance, qui forment ces traits de personnalité.Cette étude met en lumière le rôle d’une triade composée de l’efficacité personnelle, de l’effort et de la rigueur comme variables explicatives de la performance des vendeurs performants. Une autre caractéristique des vendeurs performants concerne l’orientation deleurs efforts dirigés en efforts habiles, avec un haut niveau d’effort qui tend à devenir unenorme de travail pour les vendeurs performants expérimentés. Au contraire, les vendeursstandards ont une direction de leurs efforts moins habile.Une autre caractéristique des vendeurs performants concerne l’efficacité personnelle et leurcapacité à analyser leurs expériences d’abord passées puis présentes pour déterminer leurs expériences actives de maîtrise. Les vendeurs performants sont rigoureux et, tout en restant centré sur l’objectif à atteindre, savent analyser la situation et adapter les actions et les moyens à mettre en oeuvre pour l’atteindre. Enfin, l’esprit de compétition agit en catalyseur de cette triade efficacité personnelle-effort-rigueur. Pour les vendeurs performants de 45 ans et moins, l’effort et l’efficacité personnelle sont deux variables essentielles et le relais est pris ensuite, au-delà de 45 ans par la rigueur et l’esprit de compétition.Le plateau de carrière des vendeurs performants est un plateau accepté notamment parce qu’ils vivent un enrichissement du poste. Cet enrichissement du poste est la conséquence du stress dans le rôle et des expériences positives. / The research on the performance determinants of the salesperson has been widely studied and it appears that the variation on performance is mostly due to personal variables.The research on the salesperson plateau is less studied and aims mainly at actions to avoid plateauing.This research proposes a structural model on the performance determinants of salesperson based on personality traits: competitiveness, conscientiousness, self-esteem and self-efficacy,and analyses the relationships between these traits among them, and between effort and performance. This research points out as well the weak moderating effect of the plateau on the variables of the model.A conceptual model on the performance determinants of the salesperson is validated and, theweak positive moderating effect of the plateau on the structural path between competitiveness,conscientiousness, effort and performance is confirmed.This study points out the role of a triad made of self-efficacy, effort and conscientiousness a sexplaining variables of the performance of performing salespeople. Another characteristic of aperforming salesperson regards their effort which is smart, and their high level of effort becomes normative for senior performing salespersons. To the contrary, average performing salespersons have a less smart effort and a more hard effort.Another characteristic of performing salespersons regards self-efficacy and their ability inanalyzing their experiences firstly past experiences, and then present experiences in order todetermine their enactive mastery. Performing salespersons are conscientious and whileremaining focused on the objective, they analyze the situation and adapt their actions and means to reach the objective. Competitiveness is a catalyzer of the triad self-efficacy-effort conscientiousness.For performing salespersons of age ≤ 45, effort and self-efficacy are the main drivers and then, after the age 45, conscientiousness and competitiveness become the main drivers.The career plateau of performing salespersons is accepted in particular because they experience job enrichment, and this job enrichment is a consequence of the role stress and positive experiences.

The findings of this study offer agencies useful ways to develop social relationships with foster parents and to implement useful and accessible training opportunities. Strengthening what works well frees agencies to promote these areas to recruit new parents and simultaneously maintain quality foster homes.

The desire to attract an increasing number of minorities is pushing institutions of higher learning to brand themselves and communicate with students in ways that ensure their identification with the institution. Students' identification with an institution is one way to increase their enrollment numbers at the institution. This study was interested in determining whether NDSU's Graduate School and Office of Multicultural Programs used Cheney's (1983a) organizational identification inducement strategies in their recruitment and retention material that targeted multicultural graduate students. A closed coding textual analysis was used to analyze the material. Three of the four strategies were present in the analyzed communication material. Results are discussed in terms of key findings and practical implications for NDSU and other institutions that are interested in increasing their enrollment numbers of multicultural graduate students.

No description available.