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  • About
  • The Global ETD Search service is a free service for researchers to find electronic theses and dissertations. This service is provided by the Networked Digital Library of Theses and Dissertations.
    Our metadata is collected from universities around the world. If you manage a university/consortium/country archive and want to be added, details can be found on the NDLTD website.
1

A study of recruitment and selection policies with specific reference to the Sundays River Valley Municipality

Singanto, Nkosiyabo King January 2002 (has links)
In this dissertation, a study is undertaken of recruitment and selection policies with specific reference to the Sundays River Valley Municipality. The dissertation comprises of six chapters. The study is based on the assumptions that the Sundays River Valley Municipality does not have adequate recruitment and selection policies in place and that no clear division of duties has been made between councillors and officials with respect to the employment processes. Another assumption is that with better recruitment and selection policies in place, the Sundays River Valley Municipality will attract the best possible candidates for posts and better service delivery to communities. Further, this study is based on the assumption that in order for councillors and officials to be able to execute their duties effectively and efficiently and meet the requirements of the laws governing local government, they need to be knowledgeable and possess special skills and expertise. The primary objectives of the research included, inter alia, an investigation into theoretical processes of recruitment and selection policies with specific reference to the Sundays River Valley Municipality and motivation why the municipality needs to adopt formal guidelines to guide its recruitment and selection processes. This was followed by the constitutional and legislative measures affecting local government. The empirical survey and the research methodology are described as well as the interpretation of the research findings. This is followed by an explanation of the survey questionnaire used for the accumulation of data needed for the analysis. The research findings of the empirical survey were statistically analysed and reported. Finally, a number of conclusions are presented that were arrived at during the study, followed by specific recommendations. These are based on the findings of the empirical survey in order for Sundays River Valley Municipality councillors and officials to adopt formal guidelines to guide its recruitment and selection processes.
2

Exploring industrial psychologists' perceptions of personality assessment in personnel selection and the issues associated with personality assessment in South Africa.

Fakir, Sapna 01 August 2013 (has links)
This study explored industrial psychologists’ perceptions of personality assessment in personnel selection and the issues associated with personality assessment in South African organisations. This was a qualitative study in which 11 industrial psychologists (2 male, 9 female) were interviewed to determine the reasons why personality assessment is or is not used for selection purposes. Semi-structured interviews were conducted which comprised of 11 questions related to the industrial psychologists context, understanding the place of personality assessment in personnel selection in organisational settings in South Africa and a view of common practice employed in organisational settings in South Africa. Thematic content analysis was used to analyse the data. The analysis resulted in five themes namely, person-environment fit; other purposes for which personality assessment are used; personality tests commonly employed; limitations of personality assessment; and ethical considerations with the use of personality assessment. Based on these themes it can be concluded that there is invaluable information gained from determining whether or not a person will fit into the organisation. Therefore, person-environment fit theory is a crucial theory that underpins the use of personality assessment in personnel selection. Further research is required in the field of psychometric assessments in organisational settings within the South African context in terms of addressing the various ethical issues the administrators are currently facing.
3

Staff recruitment and selection at a University of Technology.

Mncwabe, Siboniso Haddon Prosper January 2013 (has links)
M. Tech. Human Resources Management / This study is necessary to assess staff recruitment and selection at the University of Technology. When institutions merge, it is not only the cultures that merge but also the business processes. So it is necessary to study how the recruitment and selection process of a merged institution can be made effective and efficient given the combination of different cultures and business process. To what extent would assessing staff recruitment and selection enhance the recruitment and selection at said University of Technology? The following hypothesis was investigated: Employees in different positions perceive recruitment and selection as favourable and employees with different months of service perceive recruitment and selection as favourable. Quantitative research was used because participants were asked to complete a questionnaire to collect data on assessing staff recruitment and selection at the University of Technology. In the study, a purposive sample of 200 most-recently appointed employees was drawn. The findings of this study will add to the body of existing knowledge on recruitment and selection, knowledge that gives valuable insights into the type of recruitment and selection practices that are necessary to ensure a competitive university.
4

Evaluating recruitment practices at the auditor general of South Africa

Snyders, Curtis January 2014 (has links)
This research study evaluated recruitment practices at the Auditor-General of South Africa (AGSA). The AGSA recruit highly skilled talented individuals in a country with a problem with a shortage of skills. Recruitment at the organisation is therefore an important function and key to the success of the AGSA. There is no clear indication that the AGSA, when filling vacancies, should recruit from its internal resources or recruit externally. This research looked to establish an ideal ratio between the recruitment from internal and external employees. To achieve the objectives, a literature review was conducted to determine the various combinations of recruitment. The literature was divided into talent management, internal and external recruitment, as well as succession management. The research took the form of a case study, looking at recruitment practices within the AGSA. A questionnaire was developed to gather information from employees in the AGSA, around their assessment of recruitment and their opinion on internal and external recruitment. The questionnaire was distributed online and various levels of employees within the organisation participated in responding to the questionnaire. The most recent recruitment reports were presented and analysed. Information was gathered from literature on recruitment and the AGSA employee’s by means of an online questionnaire. Recommendations were made to the AGSA taking into consideration the current practices within the organisation and the research undertaken for this dissertation.
5

Employee perceptions of the relationship between recruitment and selection processes and organisational productivity at a university in the Western Cape province of South Africa

Kanyemba, Marta Hambelela January 2014 (has links)
Thesis submitted in fulfilment of the requirements for the degree Master of Technology: Human Resource Management in the Faculty of Business at the Cape Peninsula University of Technology / This research examines staff perceptions of the recruitment and selection processes in a tertiary education setting in South Africa. It aims to determine if there is a correlation between these perceptions and the productivity of staff. The benefit of this research lies in the fact that tertiary education institutions are at the last rung of the ladder of any nation’s human capacity development initiatives. Thus, if the processes by which they recruit and select their staff are perceived to be flawed, the consequences in the fulfilment of their afore-mentioned mandate would be compromised. There are many tertiary educational institutions in the Western Cape province of South Africa. These include traditional universities, comprehensive universities, a university of technology and FET colleges. This study focuses on one particular tertiary institution in the Western Cape. Due to the position taken by the institute in the current study on privacy issues, the said institution will be referred to as “Institution X”. The research adopted a quantitative data collection and analysis approach because it was deemed to be the most effective, objective and unobtrusive in the circumstance. Data was collected from the population of academic and non-academic staff of an identified faculty within a campus of the institution. The population of this study was 370 staff and the actual sample size represented 30% of the population. Unfortunately the final actual sample size was 106 and not 111 as originally planned. The sample technique that was used for this study was a systematic sample. Therefore, every tenth name on the list that represented the population was selected. The data collection instrument was a researcher-developed, self-administered questionnaire (a Likert-type attitude scale). Ethical clearance was obtained from the institution. Furthermore, a clear statement of informed consent was contained in the questionnaire that was distributed to participants, in addition to clear instructions on how to complete the questionnaire with assurances of strict anonymity and confidentiality of the process. The research revealed that there is a relationship between employee perceptions of recruitment and selection and organisational productivity. Further studies can be initiated to investigate what strategies may be used for recruitment and selection in order to increase productivity, ways in which tertiary educational institutions can increase productivity using recruitment and selection processes and identify challenges and benefits of recruitment and selection processes with regard to productivity. Further studies can also evaluate the impact of recruitment and selection processes on an institution of higher learning.
6

An analysis of group adverse impact in selection strategies of a communications company

Bradfield, Claire Caroline January 2004 (has links)
An overview of the literature indicates that there is a real and pressing need to explore the concept of adverse impact in more detail. The Employment Equity Act of 1998 prioritises the issue of group representivity in staff selection and although there are merits in enforcing an Affirmative Action policy, an objective assessment of the inherent requirements of job applicants is still a constitutional and procedural outcome. There is no simple mechanism that can be used to determine the manifestation of adverse impact. However, evidence thereof can be most useful in securing fairness in selection and employment decisions. There is a distinct need to examine the matter of adverse impact and its implications in the South African context. South Africa is confronted with a labour force that is growing dramatically and changing significantly. The demographic trends in our dynamically changing labour markets are likely to amplify skill and ability differences between the resulting contradictory goals of equal opportunity based on individual merit and equal employment results for subgroups of populations. Three selection strategies of a communications company were used as a basis for the assessment of adverse impact. The total population of the Call Centre selection strategy was 150. Seven instruments and measures were utilised in the study, namely, a job analysis, pre-screening exercise, psychometric ability tests, role-play simulation, structured interview, job compatibility questionnaire and a performance evaluation. The total population of the Operator Services selection strategy was 139. Five psychometric instruments were utilised in the study. The total population of the Female Leadership Development Programme selection strategy was 471. Three psychometric instruments were utilised in the study. The Adverse Impact Model was applied to each of the aforementioned strategies. In terms of the definition, adverse impact exists if the selection ratio associated with a particular passing score on a test for one sub-group of job applicants is less than 4/5th’s or 80% of the selection ration for the largest sub-group of applicants. 13 The results of the study indicate that adverse impact occurred in the following instances. In the Call Centre selection strategy, there was evidence of adverse impact in the racial analysis in the ability testing stage. There was also evidence of adverse impact in the gender analysis during this stage. There was no evidence of adverse impact in either the racial or gender analyses during the interview stage. There was no evidence of adverse impact in the racial analysis during the appointment stage. There was however evidence of adverse impact in the gender analysis during the appointment stage. The Female Leadership Development Programme selection strategy revealed evidence of adverse impact in the racial analysis during the appointment stage. The Operator Services selection strategy revealed an adverse impact in both the racial and gender analyses during the testing stage. The issue of adverse impact is obviously controversial. However, data obtained from this process will provide for informative analysis.
7

A talent management framework for the South African renewable energy sector

Hare, Brent January 2017 (has links)
Since the publication of the White Paper on energy Policy of 1998, South Africa has taken off on a new trajectory of sustainability. The South African government have identified that the renewable energy sector will play a critical role in advancing and improving the energy sector. They envisage that the sector will contribute to the development of a green economy and the creation of meaningful employment for all South Africans. With the renewable energy sector of South Africa being dependent on skills, many of which are pertinent for the success of the sector, sufficient skilled workers are required to provide a service to the growing sector. Upon engaging with individuals employed in the sector and embarking on the research it became apparent that there was a lack of a talent management framework for the sector. Talent management represents a means for companies to develop and sustain talent pipelines thereby creating a competitive advantage. Globally executives across the employment spectrum admit that they have challenges in building a strong talent pipeline. The South African Renewable Energy Sector (SARES) is not exempt from this reality, where it has been well documented that South Africa is struggling with a skills shortage. This makes it difficult to grow and develop a fledgling sector. The purpose of this treatise was to evaluate the need for a talent management framework for the South African Renewable Energy Sector. To evaluate this, a literature review was performed on concepts relating to the development of a talent management framework specifically for the sector. These concepts or independent variables were, engineering skills, competence, knowledge worker, policies supporting RE development as well as training and development. The talent management framework relied on ring fencing the study around the knowledge worker, by correlating the definition of an engineer to that of a knowledge worker. The results show that despite the proclamation made by the South African government that South Africa is geared to supply the skills required for SARES. The research found a need for educational institutes to produce more knowledge workers. The results of this research study showed that despite the low positive correlation between the five independent variables, being, engineering skills, competence, knowledge worker, policies supporting RE development they would still provide those responsible for recruitment and talent management with a platform to be able to develop a working talent management strategy. There is a need for the development of a suitable talent management framework, which would allow the sector to manage elements of talent management such as recruitment and retention of knowledge workers. The proposed talent management framework can be used to assist in consolidating the present recruitment practises as well as being used to develop a talent management strategy for the sector.
8

An investigation into the attitudes, opinions, and feelings of psychometric test administrators toward the Apil B as a culture fair assessment with special reference to the Employment Equity Act.

Doosi, Michelle. January 2000 (has links)
This research is an investigation into the Apil B as a culture fair assessment tool for the purpose of recruitment and selection. The Employment Equity Act stipulates that "psychological testing and other similar assessments are prohibited unless the test or assessment being used :-a) has been shown to be valid and reliable b) can be fairly applied to all employees and c) is not biased against any employee" (Employment Equity Act, 1998). The primary objective of this research is to evaluate the Apil B with regard to validity. reliability, cultural fairness, and bias via a consideration of the attitudes, opinions, and feelings of psychometric test administrators in the Kwa-Zulu Natal region. The secondary objective is to ascertain whether the Employment Equity legislation has influenced the attitudes of test administrators toward psychometric testing, and the implications for psychometric testing in South Africa following the Act. The sample in this research consists of 20 qualified test administrators of the Apil B. The administrators are affiliated with the following companies : Beacon, Durban Electricity, Profiled Appointments, Mondi, McCann and Associates, Saunders and Associates, Tetrapak, lthaJa, and Mangosuthu Technikon. Qualitative and quantitative methods are used. A self-administered questionnaire is used to investigate the attitudes, opinions, and feelings of the respondents toward the Apil B as a culture fair assessment, specifically in relation to validity, reliability, cultural fairness, and bias. Although most of the questions are qualitative, quantitative questions are also included. Therefore, this research requires numerical data as well . The quantitative questions include yes and no responses, as well as rating scales. The quantitative data supplements the qualitative data and therefore facilitates a more concrete data base. The results indicate that all respondents feel that the Apil B is valid, reliable, culture fair and fairly applied . Respondents feel more positively toward the new updated psychometric tests. They expressed greater confidence in terms of knowing which tests are inappropriate and which tests are relevant to specific jobs. It is also evident that the Employment Equity Act has strongly influenced the attitudes of respondents, in a very positive light, toward the use of psychometric testing. The respondents do however mention some concerns with regard to language based tests, and the ethical use of tests. According to the research conducted, the Apil B is regarded as a valid, reliable, and culture fair assessment tool in the opinion of the respondents utilised in this study. It is therefore recommended that the Apil B is used in organisations as a test that does not discriminate against any culture or subculture. / Thesis (M.A.)-University of Natal, Durban, 2000.
9

The reproduction of racism in the private recruitment industry.

Martin, Geraldine. January 2002 (has links)
"But you've got to make sure you communicate in the right way [laughs] so that no one else knows what you're talking about. [Laughing]" (Interview I) The study examines the rhetoric of 'racial' exclusion used by South African private recruitment consultants to justify racist practice, criticise employment equity and deny racism. The dilemmatic nature of clients racially based requests is understood in a context that socially and legally forbids "unfair discrimination" and racist practice. The reader is provided with an overview of the legislation as it pertains to recruitment and the psychological study of 'race' in order to locate this study within its historical context. An historical context of segregation and resistance to changes in employment practices. We examine how South African psychology has investigated 'race' and racism - past and present. Psychology has traditionally explained 'white' resistance to transformation in terms of 'racial' prejudice. These attitudinal approaches fail to explicate the role of language in the reproduction and conservation of these historical patterns. By providing the reader with an historical overview "interpretative connections" (Wetherell and Potter, 1992) will be established that assist in the analysis of the text. Transcribed interviews with nine private recruitment consultants in two urban centres in South Africa serve as textual evidence. The analysis demonstrates the rhetorical strategies employed by consultants in their conversations, discussions, negotiations, criticism and justification of the conservation of historical employment patterns. Private recruitment consultants engage in a number of rhetorical manoeuvres that appeal to 'white' norms and construct' black' as a requirement and deficient. The construction of' white' and' black' serves as a platform for justifying the historically established 'racial' hierarchy and conserving 'racial' privilege. Consultants construct their practice as a 'reasonable' response to clients' blatant 'racially' based requests for candidates. This is done by splitting racism into 'reasonable' and 'unreasonable' racism. 'Unreasonable' racism is defined as explicit I blatant acts that are located externally and in the past. This splitting functions to distance recruitment consultants from the racist practices of their clients and to counter potential accusations of racism. Their arguments function ideologically to defend the historical status quo in employment and criticise social transformation in South Africa. The study concludes with recommendations for the private recruitment industry in South Africa and suggests future areas of study using a discursive approach. The analysis highlights the need for external auditing of the private recruitment agencies to ensure the enactment and successful implementation of the Employment Equity Act of 1998 and the Promotion of Equality and Prevention of Unfair Discrimination Act of 2000. Furthermore, more detailed analysis of the object of racism, namely the construction of 'whiteness', could be useful in understanding resistance to transformation in the private sector and the (re)production of racism. / Thesis (M.A.)-University of Natal, Pietermaritzburg, 2002.
10

A preliminary factor analytic investigation into the first-order factor structure of the fifteen factor questionnaire plus on a sample of black South African managers

Moyo, Seretse 12 1900 (has links)
Thesis (MComm (Industrial Psychology))--Stellenbosch University, 2009. / ENGLISH ABSTRACT: Organisations in open market economic systems aspire to optimally utilize the scarce resources at their disposal so as to maximize profits. To achieve this goal, the human resources function is tasked with the responsibility to acquire and maintain a competent and motivated workforce in a manner that would add value to the bottom-line. Selection thereby becomes a critical human resources management intervention in any organisation in as far as it regulates human capital movement into and through the organisation. To be able to make informed selection decisions, industrial-organisational psychologists and human resources practitioners need valid and reliable information on predictor constructs to allow them to make accurate predictions of the criterion construct. This provides the essential justification for the primary objective of this study which was to undertake a factor analytic investigation of the first-order factor structure of the Fifteen Factor Questionnaire Plus (15FQ+) on a sample of Black South African managers. The data used in this study was drawn from the database of Psymetric (Pty) Ltd with the permission of Psytech SA. The sample comprised 241 Black managers assessed by Psymetric (Pty) Ltd between 2002 and 2006. Item- and dimensionality analyses were performed on the 15FQ+ subscales to assess the success with which they represented the underlying personality constructs. The outcome of both the item and dimensionality analyses showed that although the items in each of the subscales seemed to be representing the underlying personality construct, they were not without problems. A spectrum of goodness-of-fit statistics was used to assess the measurement model fit. The model‟s overall fit was found to be good. The model parameter estimates, however, gave some reason for concern. The results of the confirmatory factor analyses suggest that the claim made by the 15FQ+ authors that the items included in each subscale reflect specific personality dimensions is tenable. The magnitude of the estimated model parameters, however, suggests that the items generally do not reflect the latent personality dimensions they were designated to reflect with a great degree of success. The items are reasonably noisy measures of the latent variables they represent. Based on these findings, this instrument should be used with caution, particularly on groups different from the UK samples on which it was originally developed and standardised. This study expands our understanding of this measure. Its findings should guide future research on a larger, more representative sample from the same target population to give credence to, or to refute these findings. / AFRIKAANSE OPSOMMING: Organisasies in „n vrye-mark ekonomiese stelsel streef daarna om die skaars hulpbronne tot hul beskikking optimal aan te wend ten einde wins te maksimeer. Om hierdie doel te bereik word die menslike hulpbronfunksie getaak met die verantwoordelikheid om ‟n bevoegde en gemotiveerde werksmag te verkry en in stand te hou op ‟n wyse wat waarde tot die onderneming voeg. Keuring word daardeur ‟n kritieke menslike hulpbronintervensie in enige organisasie in so verre dit die beweging van menskapitaal in en deur die organisasie reguleer. Ten einde ingeligte keuringsbesluite te kan neem, benodig bedryfsielkundiges en menslike hulpbronpraktisyns betroubare en geldige inligting oor voorspellerkonstrukte om hul in staat te stel om akkurate voorspellings van die kriteriumkonstruk te maak. Dit bied wesenlik die regverdiging vir die primêre oogmerk van hierdie studie, naamlik om „n faktoranalitiese ondersoek van die eerste-orde faktorstruktuur van die Fifteen Factor Questionnaire Plus (15FQ+) op „n steekproef swart Suid Afrikaanse bestuurders te onderneem. Die data wat in die studie gebruik is, is verkry uit die databasis van Psymetric (Pty) Ltd met die toestemming van Psytech SA. Die steekproef het bestaan uit 241 swart bestuurders wat tussen 2002 en 2006 deur Psymetric (Pty) Ltd getoets is. Item- en dimensionaliteitontledings is op die 15FQ+ subskale uitgevoer ten einde die sukses vas te stel waarmee hul die onderliggende persoonlikheidskonstrukte verteenwoordig. Die resultate van beide die item- en die dimensionaliteitontledings het aangedui dat ofskoon die items van elke subskaal die onderliggende persoonlikheidskonstruk skyn te verteenwoordig, was hulle nogtans nie sonder probleme nie. ‟n Spektrum passingsmaatstawwe is gebruik om die pasgehalte van die metingsmodel te beoordeel. Die model se algehele passing was goed. Die skattings van die model parameters het egter wel rede tot kommer gegee. Die resultate van die bevestigende faktorontleding dui daarop dat die aanspraak van die ontwikkelaars van die 15FQ+ dat die items wat in elke subskaal ingesluit is spesifieke persoonlikheidsdimensies reflekteer, wel houbaar is. Die grootte-orde van die geskatte modelparameters dui egter daarop dat die items oor die algemeen nie die persoonlikheidsdimensies wat hul ontwerp is om te reflekteer met groot sukses reflekteer nie. Die items is redelik raserige metings van die latente veranderlikes wat hul verteenwoordig. Gebaseer op hierdie bevindinge behoort hierdie instrument met omsigtigheid gebruik te word, veral op groepe wat verskil van die VK steekproewe waarop die instrument ontwikkel en gestandaardiseer is. Die study dra by tot ons begrip van die instrument. Die bevindinge van die studie behoort toekomstige navorsingop 'n groter, meer verteenwoordigende steekproef uit dieselfde teikenpopulasie te rig ten einde die onderhawige bevindinge te steun of te weerlê.

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