The present study examines whether recognition of prior learning (RPL) is being implemented in the workplace, its effectiveness and impact on improving the lives of the previously disadvantaged groups and its contribution towards enhancing a culture of lifelong learning in South Africa. The main aim of this research is to explore the implementation of RPL and the extent of its effectiveness in the workplace, with particular focus on Northern Region of the Eskom Distribution. This was hoped to be addressed through the following objectives: The first objective was to determine the extent to which Eskom employees are aware of the RPL practices and to ascertain the level of awareness among employees. The second objective was to explore the current trends and practices on RPL at the workplace. The third objective was to determine and identify if there are any gaps. The last objective was to suggest ways that can be used to strengthen the RPL practice in the workplace. To this end, a questionnaire was administered to a randomly selected sample of 242 employees. In addition, interviews were conducted with three purposively selected (information rich) participants. The findings reveal that Eskom has policies and guidelines on RPL and a clearly stipulated purpose which is in line with the National Qualifications Framework (NQF), however, the current RPL policies and procedures have not been piloted within the Northern Region, the information has not yet reached everyone in the business, and employees’ level of awareness is still low. Findings also reveal that RPL does exist in Distribution and efforts to implement it are visible/traceable. A number of milestones and achievements are noted in the business as a whole as well as in the region, although a lot still needs to be done to ensure full and effective implementation. The last finding shows that there are a number of gaps and challenges impeding the success of RPL. These range from capacity building to quality assurance. On the basis of the findings, a number of recommendations to strengthen the RPL practice in the workplace are proposed and suggested. / Psychology of Education / M. Ed. (Psychology of Education)

Continuous change and competition in the working environment necessitate increased efficiency and productivity which require different and enhanced skills and abilities. It is therefore important that the right people with the right skills are selected and employees are developed to enable them to meet the organisational and national demands of the future. This dissertation investigates the relationship between learning potential, English language proficiency and work-related training test results to establish why some production employees perform better on work-related training test results than others. The results indicate that there is no significant relationship between the work-related training test results and either learning potential or English language proficiency. There is, however, a significant correlation between learning potential and English language proficiency. It might be worthwhile exploring the availability and adequacy of assessors as well as the motivational level of the production employees as factors that influence the progress made with work-related training test results. / Industrial and Organisational Psychology / MCOM (Industrial Psychology)

Thesis (DPhil (Sociology and Social Anthropology))--Stellenbosch University, 2007. / There is a general consensus amongst industry experts that in order for the South African wine industry to sustain the success it has enjoyed thus far in export markets like the United Kingdom, the Netherlands and Sweden and to become even more internationally competitive, its has to improve the quality of its wine and move into higher price categories of the wine market. Skills’ training has been highlighted as a significant component of a strategy to improve the quality of South African wine and its competitiveness in world markets. The aim of this study was to find out how the South African wine industry is adapting to new vineyard practices necessary for quality production at farm level, especially as far as training of vineyard workers is concerned. Four theoretical perspectives are discussed in relation to the restructuring of the world agro-food industry, the question of quality and the issue of training as it relates the production of quality wine. These theoretical perspectives are regulation theory, global commodity chain analysis, actor-network theory and the ergonomics perspective on the skills needed for the production of quality wine. The focus of the study was on different kinds of producers, i.e. co-operative cellars, private cellars and estates. The research covered two of the main wine-producing areas, namely Paarl and the Robertson area. At each farm, interviews were conducted with the farm owner, farm manager or viticulturist as well as a number of workers. Interviews were also conducted with prominent wine makers, skills trainers and facilitators and other industry experts. This was done to gain a better understanding of the South African wine industry as well as the major issues and debates as far as quality production and skills training are concerned. The study found that although there has been a general upgrading of skills in relation to new vineyard practices for quality production, workers at the co-operatives and estates studied do not yet receive the kind of in-depth knowledge which the theory argues is necessary for the production of quality wine. The private cellars invest much more time and resources in the training of their workforce. As far as the private cellars and estates are concerned there is a correlation between the quality of wine and training. The private cellars sell more than 50% of their wine in the premium, super-premium, ultra-premium and icon categories of the international wine market. The estates sell 70% and more of their wine in the basic category. The co-operatives on the other hand do not confirm the theory. In the absence of formal training, they manage to produce wine that competes well on an inter and intra-regional level. The evidence suggests that in a country like South Africa, in the context of a legacy of low education and literacy levels amongst workers, repeated demonstration and strict supervision can compensate to a certain degree for a lack of in-depth knowledge and discretion amongst workers.

Thesis (MPA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: The Government of South Africa introduced the Reconstruction and Development Programme (RDP) as a means of addressing the sub-standard, living conditions many underprivileged and disadvantaged societies were experiencing in the country. That gave community development impetus. The RDP, as a government policy, presupposed that public institutions would be responsible for its implementation. That implied that public officials, inter alia, would have to facilitate community development. This change agent status of public officials also implied that they would have, out of necessity and demand, to acquire or to demonstrate knowledge of project and community development management skills. Management sciences argue that an organisations' effectiveness is, amongst other, the result of interplay between the internal capacity (inputs), outputs (production) and outcomes (impacts). Internal capacity includes, among others, the training of personnel for the achievement of goals. This study, as stated in the research question, seeks to explain the relationship between project management training and effective community development. It seeks to establish whether there are a significant number of public officials who are trained in project management for community development. The study focuses on the Province of the Eastern Cape, especially the Department of Sport, Recreation, Arts and Culture, with special reference to cultural officers. The study further presents the Willowvale Case Study to demonstrate in a practical way the relevance of project management skills to the implementation of community development programmes. This case study also serves as base to launch arguments in favour of trained public officials. The research results suggest that public officials, especially cultural officers, lack project management skills. These findings presuppose that the implementation of some community development projects may be flawed, delayed or postponed. The study recommends that the Province of the Eastern Cape consider setting up an interdepartmental body for the purpose of establishing an integrated project and community development training policy, in consultation with relevant tertiary institutions for support and advice. / AFRIKAANSE OPSOMMING: Die Suid-Afrikaanse regering het die Heropbou- en Ontwikkelingsprogram (HOP) ingestel as instrument om die substandaard lewensomstandighede wat verskeie minderbevoorregte en agtergestelde gemeenskappe in die land ervaar, aan te spreek. Die HOP, as regeringsbeleid veronderstel dat openbare instellings verantwoordelik is vir die implementering daarvan. Dit impliseer dat openbare amptenare, onder andere, gemeenskapsontwikkeling moet fasiliteer. Hierdie veranderingsagent status van openbare amptenare impliseer dat hulle as 'n noodsaaklikheid vaardighede in projekbestuur en gemeenskapsontwikkeling moet bekom of oor beskik. In die bestuurswetenskappe word geargumenteer dat organisatoriese effektiwiteit onder andere die resultaat is van 'n verwantskap tussen interne kapasiteit, uitsette en uitkomste. Interne kapasiteit fokus onder andere weer op opleiding vir die bereiking van doelwitte. Hierdie studie poog om die verhouding tussen projekbestuursopleiding en effektiewe gemeenskapsontwikkeling te verklaar. Die studie probeer bepaal of 'n saakmakende hoeveelheid openbare amptenare opgelei is in projekbestuur vir gemeenskapsontwikkeling. Die studie fokus op die Provinsie van die Oos-Kaap, spesifiek die Department van Sport, Ontspanning, Kuns en Kultuur, met spesiale verwysing na kultuurbeamptes. 'n Gevalstudie van die Willowvale gemeenskap demonstreer op 'n praktiese wyse die relevansie van projekbestuursvaardighede vir die implimentering van gemeenskapsontwikkelingprogramme. Die gevalstudie verskaf ook 'n basis vir argumente ten gunste van opgeleide openbare amptenare. Die resultate van die studie suggereer dat openbare amptenare, veral kultuurbeamptes projekbestuursvaardighede kortkom. Hierdie bevindinge dui daarop dat die implementering van sekere gemeenskapsontwikkelingsprojekte beperkinge het, vertraag word en selfs gestaak kan word. Die studie beveel aan dat die Provinsie van die Oos-Kaap dit oorweeg om 'n interdepartementele liggaam te vestig. Die doel hiervan moet wees om 'n geïntegreerde Projek- en Gemeenskapsontwikkeling Opleidingsbeleid in konsultasie met relevante tersiêre instellings in te stel.

Thesis (MA)--Stellenbosch University, 2000. / ENGLISH ABSTRACT: The aim of this study is to explore the effective and efficient implementation of Adult Basic Education and Training (ABET) within a specific group of companies. A central argument underlying the study is that the attitudes of managers and students who participate in these programmes play a critical role in the successful implementation of such programmes. The specific objective of the study is to identify those factors that influence managers' and students' attitudes towards ABET within the Grindrod Group. A literature review traces the origin of ABET and its historical development within other countries as well as in the South African context. The role of ABET within the context of Human Resources Development is identified and explored. The research entails a case study of the implementation of ABET within the Grindrod Group of Companies. Quantative as well as qualitative information regarding managers' and students' attitudes were obtained. The attitudes of both the managers and students at Grindrod's were identified by using structured questionnaires during 1998-1999. The questionnaire included closed as well as open questions. In-depth interviews were also conducted with a selected group of managers and students. The aim of the interviews was to facilitate a deeper understanding of managers' and students' attitude towards ABET and the variables that might influence these attitudes. In the case of students interviews were conducted with those who had dropped out of ABET programmes. ABSTRACT The aim of this study is to explore the effective and efficient implementation of Adult Basic Education and Training (ABET) within a specific group of companies. A central argument underlying the study is that the attitudes of managers and students who participate in these programmes play a critical role in the successful implementation of such programmes. The specific objective of the study is to identify those factors that influence managers' and students' attitudes towards ABET within the Grindrod Group. While the attitude of both managers and students could be described as positive, the study suggests that the following variables can be seen to influence managers' attitudes towards ABET: seniority of managers, their political orientation, their educational qualifications and the number of years that ABET has been in operation in a specific company. As far as students are concerned, the following variables seem to play a role: the length of their employment, their occupational status, the level of the ABET module that they participate in as well as their formal educational level. The problem that was most commonly cited by managers was that the ABET programme resulted in operational disruptions because the programme was run in working hours. The most regularly identified benefits included improved communication between managers and employees, improved motivation of employees and identification of development potential of employees. The vast majority of all the employees that partook in ABET stated that they believed that they had benefited from the programme. The most commonly cited benefits included being able to write, speak, read and understand English. While the study focuses on a specific group of companies within a specific industrial sector and does not allow generalisations to be made, it nevertheless attempts to lay a foundation for further research to be undertaken regarding the implementation of these programmes in different sectors of the economy. / AFRIKAANSE OPSOMMING: Die doel van hierdie studie is om ondersoek in te stel na die effektiewe en doeltreffende implementering van programme vir die Basiese Onderrig en Opleiding vir Volwassenes (ABET - Adult Basic Education and Training) binne 'n spesifieke groep van maatskappye. 'n Belangrike uitgangspunt van die studie is dat die houdings van bestuurders en studente wat aan hierdie programme deelneem 'n kritiese rol speel in die suksesvolle implementering al dan nie van sodanige programme. Die studie poog om enkele faktore wat moontlik verband hou met bestuurders en studente se houdings teenoor programme binne die Grindrod Groep te identifiseer. 'n Literatuurstudie is gedoen van die oorsprong en historiese ontwikkeling van ABET wêreldwyd sowel as in Suid-Afrika. Die rol van ABET binne die konteks van Menslike Hulpbronontwikkeling is ook geidentifiseer en ondersoek. Die navorsing behels 'n gevallestudie van die implementering van ABET binne die Grindrod Groep van Maatskappye. Kwantitatiewe sowel as kwalitatiewe inligting betreffende bestuurders en studente se houdings is bekom. Die bestuurders en studente by Grindrod se onderskeie maatskappye se houding teenoor ABET is vasgestel d.m.v. gestruktureerde vraelyste gedurende 1998-1999. Die vraelyste het beide geslote en 'oop' vrae ingesluit. Benewens die aanwending van vraelyste, is daar ook in-diepte onderhoude met 'n geselekteerde groep bestuurders en studente gevoer. Die doel van die onderhoude was om 'n beter begrip te ontwikkel betreffende bestuurders en studente se houding teenoor ABET en die faktore wat hul houding beinvloed. In die geval van studente is onderhoude gevoer met diegene wat nie die program suksesvol voltooi het nie. Terwyl die houding van bestuurders en studente in die algemeen as positief beskryf kan word, suggereer die ondersoek dat die volgende faktore bestuur se houding teenoor ABET beinvloed, naamlik, die senioriteit van bestuurders, hul politieke oriëntasie, hul opvoedkundige kwalifikasies en die aantal jare wat programme in die betrokke onderneming geimplementeer is. In die geval van studente blyk die volgende faktore 'n rol te speel: aantal jare wat studente in diens van die onderneming is, hul posisie binne die onderneming, die vlak van die module wat deur die studente gevolg word asook die vlak van skoolonderrig wat hulle oritvang het. Die mees algemene probleem wat bestuurders identifiseer is dat ABET programme operasionele onderbrekings veroorsaak omdat die program tydens werksure geimplimenteer word. Voordele wat met die program geassosieer word behels verbetering van kommunikasie tussen bestuurders en werknemers, verhoogde motivering van werknemers en die identifisering van die ontwikkelingspotensiaal van werknemers. Die oorgrote meerderheid van die studente wat deelgeneem het in die ABET program was van mening dat die program vir hulle van nut was. Die belangrikste voordeel wat deur die studente geidentifiseer is, is dat dit hulle in staat gestel het om Engels te skryf, praat, lees en verstaan. Terwyl die ondersoek fokus op 'n bepaalde groep maatskappye binne 'n bepaalde nywerheidsektor en dus nie veralgemenings toelaat nie, poog dit om 'n grondslag te lê vir verdere navorsing oor die implementering van sodanige programme in verskillende sektore van die ekonomie.

This study explored the effects of the Skills Development Act 97 of 1998 on transforming municipal management training and development. The pre-1994 education and training was premised on the policy of separate development. This policy prevented the majority of the people, mainly blacks, from receiving adequate training and development. Resultantly, training and development in South Africa have assumed significance since the adoption of a constitutional democracy, especially at the local government sphere which constitutes the coalface of service delivery. Investment in human resources training and development at management level is imperative for institutions to gain strategic and operational advantage.Analysis and interpretation of data in this study were undertaken through official document analysis, interviews and structured questionnaires. The major findings of the study indicate that according to the first objective the majority of respondents are qualified as they possess higher education qualifications due to the assistance of the municipality, with nearly half currently involved in furthering their studies. As far as the second objective is concerned, the researcher found out that the majority disagree with the statement that opportunities are created to motivate employees to use the workplace as an active learning environment to acquire new skills. Further analysis and interpretation of data show that according to the third objective the majority of respondents do not undertake crucial management courses relevant to the workplace. Final data analysis and interpretation of the fourth objective reveal that the majority of respondents are not aware of the support and financial investment in education, training and development of municipal officials, due to aspects such as lack of consultation and transparency. / Public Administration and Management / M.Tech. (Public Management)

Thesis (M.Tech.: Office Management and Technology)-Durban University of Technology, 2005 xv, 129 leaves / The Constitution contains the Bill of Rights, one that is regarded as the corner-stone of democracy, as it enshrines the rights of all people and affirms the democratic values of human dignity, equality and freedom. Section 9(1) provides for the promotion of a society in which diversity of identity is respected and protected. The Employment Equity Act 55 of 1998, stipulates that designated employers implement affirmative action, thereby compelling organizations to eradicate all forms of discrimination in organizational processes and procedures. With such legal measures put in place (Promotion of the Equality Act) acceptance and change within organisations has to be accelerated. The purpose of this study is to explore workplace discrimination against trainees within the Hotel and Catering industries. Workplace discrimination is against human rights and can become a legal violation of Labour laws. Although preventative policies are in place, this study would illuminate the extent to which discrimination occurs, how it has manifested itself, and how students would be affected by this discrimination.

In today’s global business environment, multinational companies recognise that expatriate management is a major determinant of success in international business. Expatriates do not only face changes in the work environment but face a full range of cultural, personal and lifestyle changes that influence the success of an international assignment. This study investigates the relationship between cross-cultural training and expatriate adjustment. A quantitative longitudinal study was conducted within two phases to explore a European multinational companies cross-cultural training programme and its effects on expatriate adjustment in South Africa. Overseas experience, language proficiency, spousal adjustment, cultural distance and host country friendships were also explored as antecedents of adjustment. The empirical study included descriptive and inferential statistics. The results showed that there was no statistically significant relationship between cross-cultural training and expatriate adjustment. While previous overseas experience showed a significant positive influence on sociocultural adjustment, it had no significant effect on psychological well-being or culture shock. Cultural distance displayed a significant negative influence on sociocultural adjustment and psychological well-being / Industrial and Organisational Psychology / M. Com.

Continuous change and competition in the working environment necessitate increased efficiency and productivity which require different and enhanced skills and abilities. It is therefore important that the right people with the right skills are selected and employees are developed to enable them to meet the organisational and national demands of the future. This dissertation investigates the relationship between learning potential, English language proficiency and work-related training test results to establish why some production employees perform better on work-related training test results than others. The results indicate that there is no significant relationship between the work-related training test results and either learning potential or English language proficiency. There is, however, a significant correlation between learning potential and English language proficiency. It might be worthwhile exploring the availability and adequacy of assessors as well as the motivational level of the production employees as factors that influence the progress made with work-related training test results. / Industrial and Organisational Psychology / MCOM (Industrial Psychology)

The present study examines whether recognition of prior learning (RPL) is being implemented in the workplace, its effectiveness and impact on improving the lives of the previously disadvantaged groups and its contribution towards enhancing a culture of lifelong learning in South Africa. The main aim of this research is to explore the implementation of RPL and the extent of its effectiveness in the workplace, with particular focus on Northern Region of the Eskom Distribution. This was hoped to be addressed through the following objectives: The first objective was to determine the extent to which Eskom employees are aware of the RPL practices and to ascertain the level of awareness among employees. The second objective was to explore the current trends and practices on RPL at the workplace. The third objective was to determine and identify if there are any gaps. The last objective was to suggest ways that can be used to strengthen the RPL practice in the workplace. To this end, a questionnaire was administered to a randomly selected sample of 242 employees. In addition, interviews were conducted with three purposively selected (information rich) participants. The findings reveal that Eskom has policies and guidelines on RPL and a clearly stipulated purpose which is in line with the National Qualifications Framework (NQF), however, the current RPL policies and procedures have not been piloted within the Northern Region, the information has not yet reached everyone in the business, and employees’ level of awareness is still low. Findings also reveal that RPL does exist in Distribution and efforts to implement it are visible/traceable. A number of milestones and achievements are noted in the business as a whole as well as in the region, although a lot still needs to be done to ensure full and effective implementation. The last finding shows that there are a number of gaps and challenges impeding the success of RPL. These range from capacity building to quality assurance. On the basis of the findings, a number of recommendations to strengthen the RPL practice in the workplace are proposed and suggested. / Psychology of Education / M. Ed. (Psychology of Education)