Submitted in fulfillment of the requirements for a Degree of Master of Technology: Human Resource Management, Durban University of Technology, Durban, South Africa, 2016. / While research has been conducted, with regard to motivational factors impacting service delivery performance globally, not many studies have focused on public sector employees’ motivational factors and how they are perceived by the public, with specific reference to the South African public sector. Therefore, the understanding of these factors are clearly explained and clarified, in order to assist the South African public sector to improve service delivery performance across the board and to attract and retain a motivated, professional workforce. Motivational factors that influence the service delivery performance of employees include, salaries and benefits, training and development, and promotional opportunities, as well as employee recognition, job security and so on. The research sample was selected randomly, using a stratified sampling method and consisted of 100 participants, required to complete a 5-point Likert scale questionnaire in the presence of the researcher, who was present to assist in providing clarity where needed. A combined method of both quantitative and qualitative techniques was employed, while the analysis of data was done using the statistics package SPSS, version 21.0, with the results presented by figures developed in Microsoft Excel and gross tabulation tables. The findings of the study revealed that a lack of employee training and development negatively compromises quality of service delivery performance in the public sector. The study results further discovered that the absence of career development opportunities hinders the improvement of service delivery performance, as employees perceive this as an obstacle to their earning abilities in the long-term. Leadership was identified as a major factor that contributes considerably in influencing employees’ performance in the public sector. Moreover, the study’s results and literature show that the South African government has policies regulating motivational factors, for example the Performance Management System (performance appraisals), as well as the Skills Development Act 97 of 1998 (training and development). Nonetheless, public servants still exhibit signs of poor motivation. Therefore, the findings from this study can assist the public sector to enhance the motivational levels of employees, while improving public service delivery performance, as a whole. / M

Submitted in full compliance with the requirements for the Degree of Master Management Sciences: Human Resource Management, Durban University of Technology, Durban, South Africa, 2017. / This study focused on an investigation into talent management and employee retention in the higher education sector of South Africa- a case study of the Durban University of Technology. Since the end of apartheid, South African higher education has been through many challenges, including how to attract, managing and retain a new breed of academics who will be able to assist in the development of a new transformed society. According to a report presented by Higher Education South Africa (2009:7), higher education institutions are facing a real crisis regarding their ability to attract and retain academic staff of a suitable calibre. This has led to the steady loss of academic expertise and the loss of senior and more experienced academic staff, thereby setting higher education Institutions back in terms of research output (Mapesela and Strydom 2004: 2). The concern is that there are insufficient numbers, particularly amongst Black African academics in the existing academic and postgraduate pipelines to replace them (Higher Education South Africa 2011:1). Consequently, talent management is becoming a central management challenge as it becomes more difficult to retain key and competent academic staff (Barkhuizen Roodt and Schutte 2014: 141). If attention is not paid to this issue, in the years to come the quality of graduates and the research outputs of universities will be severely debilitated (Badat 2009:12). The main aim of this study was to investigate how talent management and employee retention is addressed at the Durban University of Technology strategically, as well as the processes and practices that underpin such strategies. The quantitative research design was adopted and data was collected through a self-administered structured questionnaire. This study was conducted at the Durban University of Technology with a sample of 65 academic staff, including senior academic staff like professors, lecturers and junior lecturers. The target population was grouped into different strata and the sample elements were selected from each group. Findings from the study revealed that talent management is not a strategic element and it is not fully implemented in the higher education sector. Recommendations were made on the review of talent management practices of academic staff in the higher education sector. This study established that there were some elements of talent management principles and practices in place at the University. However, these were often the traditional functions for example recruitment, selection, training and development. It was evident that there needed to be a strategic focus on the entire talent management process. There also needed to be a lot more holistic approach with greater attention being paid to the process from the time academic staff are recruited through to the process of the development of their careers. Retention is another facet that should be focused on, especially in respect of up and coming Black academics as this is in its infancy. / M

The retention of knowledge workers has become an increasing challenge both locally and internationally. This study focusses on the factors contributing to the retention of knowledge workers at an Industrial Development Zone in the Eastern Cape. The aim of the study was to investigate the factors that would facilitate the retention of knowledge workers in the IDZ. This was explored through the employee value proposition framework which includes affiliation, career development, work content, compensation, company benefits, work-life balance and performance and recognition. The sample consisted of 30 employees from the IDZ from all business units. Three categories of employee levels were selected namely the executive managers, managers and specialists and professionals. Thematic analysis was used to analyse data which was gathered through semi-structured interviews. The literature reviewed explored the various retention strategies used by organisations. From the literature review it is realised that employee retention strategies vary from one organisation to another. In most cases they are very similar. Although this is the case, not all strategies will work for all organisations, each organisation requires preferred and unique strategies for its employees. The findings indicate that the majority of employees were satisfied with the employee value proposition dimensions in the organisation. The exceptional areas of satisfaction were retirement benefits, career development, performance recognition, relationships with colleagues, health benefits, relationships with direct manager or supervisor and relationships generally within the organisation. Areas of dissatisfaction were also raised on long service incentives, autonomy to do work, relationships with other business units and the performance review process. In order to retain employees at the IDZ, it is recommended that the organisation should focus on enhancing long service incentives. It is also recommended that employees should be given greater autonomy to do their work. Relationships with business units also need to be strengthened. Work-life balance of employees and performance review process also need to be revised.

The purpose of this study was to identify factors that impact on staff turnover and strategies that organisations can use to curtail staff turnover. To achieve this goal the following procedure was followed.  An overview of theories related to staff turnover was conducted to identify what staff turnover is. Also the consequences of staff turnover, the classification and measurement of staff turnover and the broad theoretical explanation of staff turnover were investigated. The current brain drain experienced in the medical field was explored. A literature study was also conducted focusing on individual, job, organisational and environmental factors that influence staff turnover and strategies that managers can utilise to reduce staff turnover. Interviews were conducted with the chief executive officer and one doctor at Hewu hospital. Interviews were also conducted among senior nurses.  An empirical study was undertaken to determine individual, job, organisational and environmental factors that impacted on staff turnover among doctors and nurses at Bisho and Hewu Hospitals. The strategies that were utilised at these hospitals to retain doctors and nurses were also investigated. Suggestions were made for addressing factors that could impact on staff turnover among doctors and nurses and strategies that could be utilised to retain staff. These strategies include:  Getting people off to a good start,  Create a great environment with bosses whom people respect,  Share information,  Give people as much autonomy as they can handle and  Challenge people to stretch. iii Staff turnover is an issue that many South African organisations are currently facing and an issue that is especially affecting the medical field. Various factors, especially job and organisational factors, are not adequately addressed and these could lead to a high rate of staff turnover. It is clear that organisations should have a human resource strategic plan in order for them to effectively select, retain, train and develop employees. Health Care organisation could use the strategies identified in this study as a mechanism to benchmark how well they manage staff turnover. It is therefore important that the management of hospitals should strive to identify the underlying causes of labour turnover in their organisations and formulate strategies to address the problem.

The purpose of this study is to investigate the influences, outcomes and degree of employee engagement, as it relates to business success of Johnson Controls. The research was conducted by questionnaire using a sample of 120 employees of Johnson Controls Uitenhage Plant. The sample represents 45 percent of the total population of 267 employees. The study discusses certain key influences of engagement - the degree to which employees are engaged and the resultant outcomes of employee engagement. The result of the study proves that communication, leadership behaviours, policies, practices, recognition and rewards are real factors influencing engagement. The study also validated that productivity, safety, customer satisfaction, employee retention and quality are outcomes of engagement. A strong relationship was found to exist between employee engagement and business success. The study also found that a strong relationship exist between leadership behaviours, policies and procedures, and recognition and rewards. Communication was found to have no relationship with employee engagement.

Employees joining any institution for the first time are not always performing duties/tasks to the level and standard set by the management of particular organisation. Some candidates perform to their fullest potential after they are inducted. The purpose of skills development act is to assists employers to participate in leadership and development programmes as to enhance the potential of individuals and organizations. Also to encourage employees to use the workplace as an active learning site and provide opportunities to acquire new skills. Human Resource Practitioners play a critical role in the ensuring that employees are capacitated. This study undertook to evaluate selected skills development programmes in the Amathole District Municipality. ADM is challenged in coordinating various skills development programmes due to various reasons such as budget. From the literature study and information gathered from the respondents in this research it became evident that training of employees is key to the improvement of performance. In this regard it is critical that ADM creates means that will mitigate the identified findings in order to improve the performance of personnel. Emailed questionnaires were used as a method of collecting data from the respondents. In this study a qualitative method was used to analyse the data collected from the respondents. Based on the information gathered from the respondents the researcher made findings and formulated recommendations.

This thesis contains an analysis of the personnel function in municipal government, specifically in the city government in Ostrov. It involves a mapping of the current human resources function along with a recommended new system of managing human resources. The method used is a comparison of knowledge gained from current city government officials with that obtained from academic literature. The recommendations are divided into separate analytical categories, and are given in the form of practical steps to be applied in human resources management.

The forepart of the diploma work devote to teoretical solution in human resource management. The second practical part introduce with organization and its strategy of human resource management. Attend to personal planning, recruitment, turnover and staffing levels, superannuation, compulsory retirement and employee appraisal in Czech social security administration. Education and development deal with individual personal development plans, path development plans, training programs and training staff. After that follows recapitulation and suggestion recommendation.

Corporate Social Responsibility (CSR) has been present for several decades and has grown to include several areas in an organisation. The concept has gone on to gain significant importance around the world and has an impact on different sectors within and outside an organisation. This thesis aims to understand how the concept of CSR plays a role in the employer attractiveness and branding of an organisation in the Czech Republic. By analysing the perceptions and opinions of students pursuing a masters program and recent graduates, the publication intends to identify those factors that prospective candidates look out in their future employers. It also gives a set of strategic recommendations to companies intending to recruit new candidates in the future.

M.A. / Literature studies have shown that the organization, as well as the individual in the organization is directly affected by violence. The reasons and characteristics of violence have an emotional impact on the employee, and requires of him to work through the impact of incidents in his own time. The result of this process is delayed psychological growth, less creativity which eventually has an impact on productivity. Workmotivation is the force behind reaching goals individually as well as for the organization. External factors which includes violence, have an influence on the employee's ability to feel satisfied in his work situation. The goal of this research study is to determine if Eskom employees that were exposed to incidents of violence have a workmotivation profile that can be identified. A sample was selected with available statistics in Eskom, as well as the snowball method. The sample included 220 respondents. The respondents completed a unstuctured questionnaire, where they had to identify incidents in their work situation that made them feel good / happy, and incidents that made them feel bad / unhappy. The questionnaire was developed by Frederick Herzberg (1968) as part of his motivation hygiene theory where factors of worksatisfaction and rkdissatisfaction were identified. The results were computerized, and quantified by means of descriptive statistics. A workmotivation profile was constructed from the data. The study confirmed that a workmotivation profile of employees that have been subjected to incidents of violence can be identified. Determinants of worksatisfaction and work dissatisfaction were identified as responsibility, supervision, content of work, recognition, promotion, circumstances at work, personal circumstances and violence. On this profile violence received the highest percentage as a determinant of workdissatisfaction.