Submitted in fulfillment of the requirements for the Masters Degree in Technology, (Tourism Management) in the Department of Hospitality and Tourism, Durban University of Technology, 2009. / There is a growing demand for professionally educated and trained staff in the tourism sector. However, current literature reveals a significant disparity between the tourism education provided by institutions and the skills required by the industry. A major challenge facing tourism education institutions is the identification of industry needs and requirements and the involvement of industry in curriculum design. The aim of this research is to examine the education, skills and training required of tourism employees and whether the provisions of higher education tourism courses are adequately meeting industry needs. Identifying this „gap‟ will assist in improving the development of tourism education programmes to meet the needs of industry. The research examines the relevance of the tourisms qualification from three stakeholders‟ perspectives, namely, managers from the tourism sector, tourism graduate employees, and tourism academics. Surveys, in the form of structured questionnaires, were used to obtain information from the three groups. The overall findings of the study revealed that gaps do exist in the tourism curriculum according to the perceptions of stakeholder groups that participated in this study. The recommendations are that closer collaboration is required between academics, managers from the industry when designing tourism curriculum and also to sustain the relevance of the curriculum to meet the needs of industry.

This study attempts to examine language policy and language training and development in industry, with specific reference to departmental practice at ESKOM. ESKOM is South Afiica's largest electricity supplier with wide national and international business dealings. The organisation has extensive training and development programmes and is committed to supporting equity and the development of employees' potential through training and development. It is for these reasons that I selected the organisation as the basis for my study. The study is conducted within the parameters of the Constitution 's multilingual language policy, the Skills Development Act of 1998 and the Employment Equity Act of 1998. According to the Constitution, the state must take practical measures 10 elevate the status and advance the use of indigenous languages (Section 6: C). The state may also not discriminate against anyone on the grounds of language and culture (Section 9:3). The study argues that in order to ensure equity, all South African languages must be used. One way of ensuring equitable language usage is through training and development. The broad issues that are examined include: '" language policy and practice '" languages used in industry * the dominance of English in industry *upliftment of black languages * the language of training and development programmes at ESKOM * language training and development programmes at ESKOM The study is based on qualitative and quantitative approaches. Semi-structured interviews were used to elicit information from management and middle-management about language policy and practice at ESKOM. Individuals involved with training were interviewed about language in training and development, and to narrow the focus, workers attending literacy training were issued with questionnaires in Zulu or English, according to preference and proficiency. to elicit information about their language usage, English proficiency and literacy training. Data was therefore gathered from all possible areas, including areas of policy, practice and implementation. The results were analysed and a discussion of subjects' responses was presented. In summary, English is the dominant language at ESKOM, despite the Constitution's eleven language policy and the call for equity. In addition, although the majority of the subjects attending literacy classes stated that they did not understand English well, they felt that training should be conducted in English medium. The majority of the subjects also felt that it is imperative for all South Africans to acquire black languages, at least at regional level. Finally, the limitations of the study and suggestions for further research are also outlined. / Thesis (M.Ed.)-University of Natal, Durban, 2000.

There are a number of challenges that are facing the South African manufacturing industry today. Companies within this sector are trying all they can to ensure the optimal utilisation of physical and human resources and the maximisation of profit, all this at a very minimal possible cost. Each company within the industry is struggling for a competitive edge and bigger market share compared to other companies manufacturing the same product. Haas et al. (2005: 1) suggest that the manufacturing companies need more flexible labour strategies, like multiskilling, as a way of dealing with these challenges. Hulett Aluminium (Pty) Ltd, South Africa's largest aluminium producer and based in Pietermaritzburg, was used by the researcher as a case study. The company was founded in 1946 as a subsidiary of the international Alcan Aluminium Group. It is South Africa's largest manufacturer of semi-fabricated and finished aluminium products. The company introduced multiskilling in 2000, the main objective being to equip the employees with a variety of skills for the benefit of both the company and the employees themselves. This research study was undertaken to establish the extent to which Hulett Aluminium (Pty) Ltd has taken advantage of the theoretical benefits associated with multiskilling. To achieve this the following issues were investigated: preparation of a suitable environment for the application of multiskilling, effects of new, advanced technology on multiskilling, effects of absenteeism due to workshops, training programmes and personal matters, productivity levels, labour turnover, labour costs, trend towards selfmanaged groups, job satisfaction , employee motivation and industrial conflicts. This study first discussed the theoretical perspectives on multiskilling. This is followed by the description of Hulett Aluminium (Pty) Ltd, with specific description of the company's profile, the organisational structure, the aluminium supply chain and the company's core business . The description of the company is followed by the methodology used for the collection of data as well as the outline of the interpretation procedures followed. Research findings and discussion are also given. The key findings of this study are that both managers and shop floor employees at Hulett Aluminium agree that multiskilling contributes to increased organisational labour productivity, reduced organisational overall costs, and reduced industrial conflicts. Other areas of agreement include the fact that multiskilled employees need appropriate resources for the application of their skills; training is an essential tool for multiskilling and that rewards for a multiskilled workforce are a motivating factor for in the workplace. The final conclusion drawn is that much as Hulett Aluminium (Pty) Ltd has embraced multiskilling, there is still a lot the company needs to do or improve on, so that it could enjoy the benefits of the programme. Based on the findings of this study, some of the recommendations made for Hulett Aluminium are: • A detailed planning process for proper implementation ofmuItiskilling • All the relevant stakeholders within the company should be part and parcel of the implementation of the programme • Benchmarking with other manufacturing companies which have implemented multiskilling • Training of new recruits so that they could be at equal par with the old employees and also contribute positively to increased organisational productivity. 11 / Thesis (MBA)-University of KwaZulu-Natal, Pietermaritzburg, 2006.

Thesis (MTech (Human Resource Management)-- Cape Peninsula University of Technology, 2009 / Learnerships, which are embedded in the skills development strategy for South Africa, have been heralded as the panacea for all shortcomings experienced in the labour market and poverty alleviation in society. Learnerships are vocational education and training programmes, and are purported to fast track acquisition of qualifications for predominantly lower and unskilled workers, equipping them with knowledge, skills, attitudes and experience. At the same time learnerships afford learners an opportunity to enhance their individual employability potential by obtaining a qualification on successful completion of a learnership programme. Anecdotal evidence, however, suggests that learnerships have not been able to deliver on some of its main objectives such as improved employability and living standards of learners. The Department of Labour has placed prominence on quantities and focus on meeting targeted quotas, while insufficient emphasis is placed on efficacy of learnership programmes in terms of its benefits for individual learners. This study investigates opinions of learners who are enrolled in a learnership programme in order to examine their perceptions of a learnership qualification as an enabler for personally enhanced employability and consequent improved living standards. A mixed methods approach was used for the research study in the form of a quantitative survey questionnaire, followed by a qualitative study which used focus group interviews.

The study focused on identifying ways in which to improve and increase the quality of training and supply of skilled artisans in the South African construction industry (especially in Gauteng Province) in terms of short and medium term approach. The construction industry is facing a severe skills crisis and this has made it so difficult to recruit competent artisans. This may be as a result of artisans being regarded as the lowest in the hierarchy of construction worker positions. In addition, these artisans warrant less training than those at executive- and managerial levels. This negative attitude towards artisans training has plunged the industry into crisis. Those involved find it difficult to successfully complete projects on time, within budgeted project costs and within the required quality specification due to lack of competent artisans. However, serious attention is required towards enhancing artisan training in the industry. It is imperative and vital to ensure the survival of the industry. The cardinal aim of this research project was to demonstrate a guiding solution towards the skills crisis. Thus, in order to initiate a tremendous change in the skills profile, certain measures are required, e.g. expanding training institutions to local regions; upgrading and aligning facilities in the training institutions to industrial demands and the dissemination of vital information that will ensure the attractiveness of the industry. This will safeguard the construction organisations operating in Gauteng Province. Although the industry is a major player in the economy, there is need for special attention in order to ensure sustainable growth and economic development. The Government, construction industry stakeholders and training institutions personnel should collaborate to salvage the skills crisis by strategically developing programmes (in accordance with industrial requirements) that will benefit prospective learners. The researcher adopted the descriptive- and analytical survey method, which entailed the use of questionnaires and a review of the related literature for gathering relevant data. The methodology used in the research was the quantitative data analysis. The feature findings of the research concluded that the skilled artisans profile is insufficient to meet industry demands. In addition, training institutions and primary- and secondary educational systems are characterized by ninadequacy and incompetency to produce skilled artisans. The situation is exacerbated by the lack of harmonization between the training institutions and the vindustry’s requirements. Furthermore, the majority of the respondents acknowledged that training of their workers is an important aspect to them, but few of these organisations indicated that they make use of formal training institutions such as FET colleges. The recommendation include that all the stakeholders in the construction industry should form collaborations to strategically develop programmes that would upgrade the existing training institutions. This could be done through provision of adequate funds and resources and the dissemination of vital information that is capable to promote the attractiveness of the industry image.

Training is widely conducted in organizations and is actively encouraged by the recent legislation in South Africa. Millions of Rands are spent building human resource capabilities. Organizations therefore need to know whether this investment in training is bearing fruit in terms of changes in individual performance and overall impact on service delivery. The need to improve Transversal Training Management Agency (TTMA) training programmes and skills development impact to government departments has triggered the survey. Three interdependent themes are explored: training evaluation in `government departments, influence of non-training factors and human dynamics between stakeholders in the training evaluation process. Structured questionnaires, based on best practises in literature were administered to key stakeholders involved in TTMA training programmes. Training managers and the Office of the Premier (OTP) Human Resource Development (HRD) officials were interviewed, while supervisors, trainees and trainers verified the data by post. Data were collected from the Department of Basic Education, Eastern Cape (EC), TTMA trainers and trainees. Findings show that The Department of Basic Education in the EC does not fully follow a system’s approach. Evaluations done during classroom sessions focus mainly on the reaction of participants to training and not on the behaviour change in the workplace. Training participants are not prepared for training; sometimes they do not even know why they attend training. Some trainees go to training just to get certificates that increase their CV’s for promotion purposes or to run away from the stressful work environment and not for individual growth. Recommendations to use a systemic evaluation approach and involvement of trainees in their career development process are made. Further research is recommended on the managing of non-training factors that impede learning transfer.

Bibliography: leaves 158-162.

Dissertation submitted in fulfillment of the requirements for the Master of Technology: Public Management, Durban University of Technology, 2012. / Access to medical care remains a challenge worldwide. It is particularly severe in developing countries and it is estimated that one million more health care workers are needed in Africa to meet the health related Millennium Development Goals. Though many countries have made significant strides in improving health service delivery by increasing their spending on health care, many health systems remain weak. The situation is no different in South Africa. Community health workers (CHW’s) are thought to be an answer to improving health care delivery. They can be trained to do specialized tasks, such as providing sexually transmitted disease counselling, directly observed therapy and act as birth attendants. Others work on specific programmes performing limited medical evaluations and treatment. With proper training, monitoring, supervision and support, CHW’s have shown to be able to achieve outcomes in terms of health care service delivery. The researcher undertook this study to investigate the perceptions of CHW’s on the training services offered by Masikhulisane (MK). A case study of Inanda, Ntuzuma and KwaMashu (INK) used a mix method approach to determine the perceptions of community health workers on the training services offered by Masikhulisane. The researcher distributed questionnaires to six groups of CHW’s in the INK area at different venues. The findings of the study are useful in making evidence-based improvements in the MK education programme that targets various sectors, including CHW’s. From the findings of this study, it was concluded that CHW’s can make a valuable contribution to improved access and coverage of communities with basic health services. It is recommended that the Masikhulisane training programme should be accredited, the Masikhulisane sectoral approach should be broadened to reach more sectors not reached before and the training content should be revisited to ensure acceptability and appropriateness for targeted sectors.

Thesis (MPhil (Sociology and Social Anthropology))--University of Stellenbosch, 2010. / ENGLISH SUMMARY: This study focuses on the shortage of labour in the rural areas of the Free State and, in direct contrast to the high unemployment figures and great demand for jobs. The upskilling of unskilled labour is one of South Africa’s biggest social problems. It is becoming ever more pressing given the increasing demand for skilled labour to adapt to technological advancement and the new information era. The South African government has created various initiatives and policies to accommodate and provide previously disadvantaged groups with opportunities for training and better life prospects. Viewing South Africa’s rural areas from a historical perspective may result in scepticism about the success of these training initiatives and question the commitment of private business towards these policies. Policies and regulations increasingly place greater administrative pressure on workplaces, which could lead to the expectation that training in companies would merely be regarded as an extra burden. The VKB, a local agricultural co-operative in the Free State, challenges this assumption. This study investigates the experiences and expectations of employees to determine the impact of training on individuals. Interviews with employees and management in the company show that training plays a crucial role in producing solidarity in a stable workplace environment. For both groups, government-proposed education and training are regarded as very important in their own lives and for the future development of South Africa. / AFRIKAANSE OPSOMMING: Hierdie studie ondersoek die tekort aan arbeid wat in die plattelandse gebiede van die Vrystaat ondervind word, in teenstelling met die hoë werkloosheidsyfer en behoefte aan werksgeleenthede in dié gebied. Die verdere opleiding van ongeskoolde arbeid is een van Suid-Afrika se grootste maatskaplike probleme. Dié kwessie raak al hoe meer relevant gegewe die groter aanvraag na geskoolde arbeid om aan te pas by tegnologiese vooruitgang en die eise van die inligtingsera. Die Suid-Afrikaanse regering het verskeie inisiatiewe en beleide ingestel om opleidingsgeleenthede en beter vooruitsigte vir voorheen benadeelde groepe daar te stel. As die Suid-Afrikaanse platteland vanuit ’n historiese perspektief beskou word, kan ’n mens skepties staan teenoor die wyse waarop sakeondernemings hierdie beleide sal aanvaar en toepas. Hierbenewens plaas beleide en wetgewing ook geweldige administratiewe druk op ondernemings, wat aanleiding kan gee tot die vermoede dat maatskappye opleiding slegs as ’n ekstra las sou beskou. Die VKB, ’n plaaslike landboukoöperasie in die Vrystaat, bewys egter die teendeel van hierdie aanname. Dit bring hierdie studie tot die punt van ondersoek, waar die ervaring en verwagtings van werknemers ondersoek word om vas te stel watter impak opleiding op individue het. Persoonlike onderhoude met werknemers en die bestuur dui daarop dat opleiding ’n belangrike faktor is wat samehorigheid in ’n stabiele werksomgewing in die hand werk. Albei groepe beskou opleiding en onderrig, soos voorgestel deur die regering, as uiters belangrik in hulle eie lewens en vir die algehele ontwikkeling van Suid-Afrika.

Annexure is transcription of in-depth interviews. / Dissertation (DPhil) -- Stellenbosch University, 2000. / Bibliography / ENGLISH ABSTRACT: In the era of globalisation, demands for increased productivity and multiple skills present challenges to adult educators in their role of facilitating empowerment in individuals. The proposed link between productivity and empowerment has stimulated interest in the concept by management and there has to be accountability to ensure that the needs of individuals and organisations are balanced. The aim of designing a standardised measuring instrument comprised the first phase of this research. The questionnaire was compiled based on the outcomes of empowerment identified in the literature on three levels (Micro-level, Interface level and Macro-level). After exploratory testing, the summated ratings method was applied in order to reduce and standardise the questionnaire. This instrument was tested for validity and the questionnaire of 61 statements was retained for the experiment. The experiment was conducted in the second phase to measure the effects of an intervention on the empowerment of workers. The questionnaire was applied in the Pre-, Post- and Postpost- test design in eight companies in the Western Cape where the life-skills training programme FREE TO GROW was implemented. Qualitative data collected identified the outcomes of empowerment and also validated the measuring instrument. Statistical procedures applied identified the patterns of empowerment in respondents. The respondents in the experiment were mainly females and the mean age was 33.9 years. The majority were Afrikaans and most classified themselves as part of the Coloured ethnic group. The FREE TO GROW training programme succeeded in achieving the objective of empowerment because it was found that there was a statistically significant improvement in the empowerment status of workers both in the short and long term. Most of the total group was empowered on the Interface level prior to the course and on the Micro-level after the course and in the long term. The males were more empowered on the Macro-level before the course, but had increased sustained Interface-level empowerment. The females benefited most on the Micro-level directly after the course and in the long term. Before the course the Coloured group was more empowered on the Micro-level compared to the whites, but they benefited most on the Interface level directly after the course. The Coloured group and females had statistically significant higher scores on the Interface level in the long term. In terms of the patterns of empowerment, it was found that the Micro-level issues were dominant prior to the course with a greater spread of perception of the other aspects of empowerment over time. Before the course, the respondents tended to react to personal and family issues where no action was needed. They were motivated to achieve their goals and had a desire for control over aspects affecting them. Directly after the course they had a more positive view of life, a sense of personal responsibility, and an ability to cope. They were prepared to take the initiative, were more ambitious and felt confident of their abilities in the workplace. In the long term their experience of empowerment was more balanced and they felt good about themselves, were more assertive, able to think critically and more involved in issues external to themselves. The measuring instrument designed in this study measured the outcomes of empowerment on three levels and helped to identify the patterns that emerged over the course of an intervention. A standardised empowerment questionnaire can increase accountability, assist in balancing the needs of individuals and management, and can provide insights to educationalists seeking to empower adults. / AFRIKAANSE OPSOMMING:In die era van globalisering stel die vraag na verhoogde produktiwiteit en veelvuldige vaardighede groot uitdagings aan opvoedkundiges betrokke by volwassene-onderrig in hul rol as fasiliteerders van bemagtiging by individue. Die voorgestelde verb and tussen produktiwiteit en bemagtiging het bestuur se belangstelling in die konsep aangewakker en toerekenbaarheid is noodsaaklik ten einde te verseker dat die behoeftes van individue en organisasies in balans is. Die eerste fase van hierdie navorsing het die ontwerp van 'n gestandaardiseerde meetinstrument ten doel gehad. Die vraelys is saamgestel op grond van die uitkomste van bemagtiging op drie vlakke (Mikrovlak, Interpersoonlike-vlak en Makrovlak) soos in die literatuur geYdentifiseer. Na ondersoekende toetsing is die vraelys verkort en gestandaardiseer. Hierdie instrument is vir geldigheid getoets en die vraelys van 61 stellings is vir die eksperiment behou. In die tweede fase is die eksperiment uitgevoer om die uitwerking van 'n intervensie op die bemagtiging van werkers te meet. Die vraelys is in die voor- en na-toets en mi die na-toets in agt maatskappye in die Wes-Kaap toegepas waar die opleidingsprogram In lewensvaardighede, "FREE TO GROW', geYmplementeer is. Kwalitatiewe data wat ingesamel is het die resultate van bemagtiging geYdentifiseer en ook die geldigheid van die meetinstrument bekragtig. Statistiese prosedures wat toegepas is het die bemagtigingspatrone by respondente geYdentifiseer. Die respondente in die eksperiment was hoofsaaklik vroue en die gemiddelde ouderdom was 33.9 jaar. Die meeste was Afrikaanssprekend en het hulself as lede van die Kleurling etniese groep geklassifiseer. Die "FREE TO GROW' opleidingsprogram het daarin geslaag om die doelwit van bemagtiging te bereik, omdat daar op kort- en lang termyn 'n statisties beduidende verbetering in die bemagtigingstatus van werkers gevind is. Die meeste van die totale groep is voor die kursus op die Interpersoonlike-vlak bemagtig en na die kursus en op die lang termyn op die Mikrovlak. Die mans is voor die kursus meer op die Makrovlak bemagtig, maar het groter volgehoue Interpersoonlike-vlak bemagtiging getoon. Die vroue het onmiddellik na die kursus en op die lang termyn die meeste op die Mikrovlak gebaat. Voor die kursus was die Kleurlinggroep meer op die Mikrovlak bemagtig in vergelyking met die blankes, maar hulle het onmiddellik na die kursus die meeste op die Interpersoonlike-vlak gebaat. Die Kleurlinggroep en die vroue het op lang termyn statisties beduidend hoer tellings op die Interpersoonlike-vlak behaal. Wat bemagtigingpatrone betref, is bevind dat die Mikrovlak-kwessies voor die kursus oorheersend was, met 'n groter verspreiding van persepsie van die ander aspekte van bemagtiging oor tyd. Voor die kursus was die respondente geneig om op persoonlike en gesinsaangeleenthede te reageer wat geen aksies vereis het nie. Hulle was gemotiveer om hul doelwitte te bereik en het beheer verlang oor aspekte wat hulle geraak het. Onmiddellik na die kursus het hulle 'n meer positiewe uitkyk op die lewe en 'n persoonlike verantwoordelikheidsin gehad, en getoon dat hulle probleme kon hanteer. Hulle was bereid om die insiatief te neem, was meer ambisieus en het vertroue gehad in hul vermoens in die werkplek. Op die lang termyn was hul ervaring van bemagtiging meer gebalanseerd en hulle het goed gevoel oor hulself, was meer assertief, in staat tot kritiese denke en meer betrokke by aangeleenthede buite hulself. Die meetinstrument wat in hierdie studie ontwerp is, het die uitkoms van bemagtiging op drie vlakke gemeet en gehelp om die patrone wat oor die verloop van 'n intervensie na yore gekom het, te identifiseer. 'n Gestandaardiseerde bemagtigingsvraelys kan toerekenbaarheid verhoog, help om die behoeftes van individue en bestuur te balanseer, en insig bied aan opvoedkundiges wat poog om volwassenes te bemagtig.