M.Com. (Business Management) / Globalisation and the multi-generational workforce have made an impact on the workforce and the workplace. Demographic shifts are creating an aging population, creating a growing skills shortage which is putting pressure on businesses to create knowledge workers with cutting-edge expertise. Coupled with the explosion of new technologies and the application of , these issues have changed the way organisations work, recruit, and retain their employees. Organisations all over the world are faced with the challenge of attracting and retaining talent in their environments, resulting in the global marketplace for talent being far more competitive than ever before. This study was undertaken to gain an understanding of what factors within an IT organisation attract talented individuals. The study was concerned with identifying influences that also drive these talented individuals to remain with an organisation once they have joined. The study aimed to identify strategies that organisations can adopt to assist them with the attraction and retention of IT talented individuals. This study took place in a South African insurance organisation. Interviews in the form of unstructured face-to-face individual interviews, as well as focus groups, were conducted to understand the factors considered by IT talent when making employment decisions. Seventeen employees who were deemed talent by the researched organisation took part in the study. Based on the findings of the study, the factors that attracted IT talent to the organisation were organisational reputation, remuneration, the IT technology used by the organisation, and growth prospects. For retaining IT talent, factors highlighted were growth opportunities, recognition and reward, meaningful role and responsibilities, work environment – flexible working arrangements, market related remuneration, and management style. The study concludes that there are a number of factors that influence IT talent in their decision to either join or leave an organisation. Organisations need to provide a variety of these factors in order to cater for the different needs IT talent possesses.

Thesis (MPA.) -- University of Limpopo, 2006 / The main objective of the study was to scrutinize the difficulties that confront the recruitment and selection processes at provincial government level, which recruitment processes are required to be in conformity with national and provincial policies. Furthermore, the study will also endeavor to answer questions on problems emanating from the recruitment and selection of public managers since 27 April 1994. The population selected for purposes of this study was that of the management team of the Department of Public Works in the Limpopo Province. The population consisted of 281 management officials. A proportional stratified random sampling design was used for obtaining a sample, with head office and the six district offices forming the different stratas. 14% of managers in all stratas were taken as a sample. The data was collected using questionnaires and interviews, followed by the collection of selected government reports with appropriate data. In the case of interviews, the following three methods were iv used, namely, non-scheduled interviews, non-scheduled structured interviews and scheduled structured interviews. The study revealed that in the Department of Public Works:  There was a sustained or uncontrollable movement of managers hopping in and out of the department. This was exacerbated by the lack of a retention strategy for controlling this problem. As a result, the cream of the department’s most resourceful managers was lost.  The recruitment and selection processes in the department of Public Works were inappropriately guided due to a lack of proper planning. As a direct result thereof, the wrong managers were recruited.  The internal source was preferred over the external source in conducting the recruitment and selection processes. This limited the opportunities of employing the correct managers.  There have been biases in that the recruitment and selection processes were manipulated in order to benefit certain individuals v at the expense of others. This has had a negative impact on the morale of the rest of the staff. In view of the findings of this study, it is recommended that further research on a broader scope is imperative, with the population consisting of the entire management in the Limpopo Provincial Government. The purpose of such research should be to determine the extent to which the recruitment and selection of managers were impacting on service delivery, which is critical to the welfare of the Limpopo society in particular, and the South African society in general.

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.

The use of competency assessments for the recruitment of staff has been around for some time. The benefits of conducting competency assessments has been discussed and debated by many Human Resources professional but not so much by managers who require the placement of competent people in vacant positions. With tights costs and operation budgets, companies are starting to question the activities and work practices that do not obviously seem to be adding any value to the bottom line. One of the practices is the competency assessment for staff recruitment and placement. The purpose of this research is to determine whether competency assessments are beneficial to the placement of staff in critical managerial positions. It is aimed at demonstrating if there is value add in the time and money spent in conducting these assessments. The main aim of the study is to determine the usefulness of competency assessments in the recruitment of Senior Managers within the South African Public Service. To facilitate the research, a case study design approach was selected. This approach was selected because a single situation was selected to allow an extensive investigation into the problem statement. The case study method also allowed the use of a mixed method approach to help obtain information using multiple data collection methods. The sample of this study consisted of a total of 160 Senior Managers in the National Treasury. This sample was the total number of Senior Managers who have been appointed and placed with the aid of competency assessment processes. The information for the research was contained through a number of techniques namely, the questionnaire to the Senior Managers and their subordinates, the interview process with the Senior Managers, and secondary information from the competency assessment service providers and National Treasury employee personnel records. Data obtained through the above method and techniques was statistically analysed using the Statistical Package for the Social Sciences (SPSS). The salient findings of the study indicate strong correlation between competency assessment scores with the current performance of the Senior Managers within the National Treasury. There are also strong signals of job satisfaction amongst the Senior Managers, suggesting that the placement of these managers informed and assisted by the competency assessment process has been a success. Recruitment experts and Line Managers within the Public Service will derive major benefits in using the competency assessments techniques in recruiting and placing people in critical positions. It is recommended that further research be conducted to assess and determine the usefulness and value add of competency assessments in the recruitment and placement of managers across the broader Public Service namely at a National, Provincial and Local government level. Once this study has been conducted and the results proves and support what has been found by this study, the Government must then prescribe the use of competency assessments for recruiting and placing people in all Senior Management positions. This will aid in making sure that the Public Service recruits people who can champion excellent service delivery on behalf of government. The Public Service will benefit by employing the right person for the right job. All the elements of effective job placement will be realised. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2010.

The purpose of this study was to provide educators with empirical information on the qualifications personnel managers expect from entry-level employees. The study also compared school officials' rankings of employment qualifications of high school graduates with qualifications found by business personnel managers when selecting entry-level workers.The data collection process involved a card sort technique utilizing two decks of cards. Surveys were mailed to Indiana public school superintendents, high school principals, public school board presidents, and business personnel managers. A total of 1924 surveys were mailed with 528 ranked surveys returned.Six null hypotheses were two-way comparisons of desired entry-level qualifications and current entry-level qualifications. Ten null hypotheses compared desired qualifications with current entry-level qualifications.There was little agreement among the respondents or respondent groups regarding the most desired or currently found entry-level qualifications. All respondent groups ranked science and technology, social and economic studies, and writing as the least found qualifications. Personnel managers ranked science and technology as the most desired entry-level qualification. School officials ranked this qualification as one of the least desired entry-level qualification.If educators are to prepare students to meet the challenges of entry-level employment, general expectations must be developed that are acceptable to a variety of employers. Only through collaborative efforts between business and school officials will entry-level qualifications be developed that have meaning to both groups. Until that collaboration occurs, educators willcontinue to rely on their own beliefs as they prepare students for entrance into the world of work. / Department of Educational Leadership

Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2007 / Since 1994 government has attempted through various sets of legislation and regulations to create a policy environment, which is conducive and supportive of effective recruitment and selection and service delivery. The Public Service has currently embarked on restructuring in an attempt to improve its service delivery. An effective and efficient recruitment and selection system should facilitate achievement of that goal. The general research aim is to evaluate and measure the effectiveness of recruitment and selection and its impact on service delivery amongst staff within the Department of Economic Development and Tourism in the Provincial Government of the Western Cape. Research has shown that motivated and satisfied employees are more productive and that there is an improvement on service delivery. Factors, which influence employee motivation, are inter alia as efficient recruitment and selection methods, achievement, advancement, being treated with respect and personal growth and development. The sample group (N=121) consists of male and female employees, contract employees, permanent employees and interns within the Department of Economic Development and Tourism in the Provincial Government of the Western Cape.

Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2011 / In order for any organisation to achieve its goals, a committed workforce is essential. It has, however, become a great challenge for organisations to attract and retain employees as the power of success has shifted from organisations to employees. The organisation that is committed to attraction and retention of staff is likely to gain a competitive advantage, as staff members are satisfied and give optimum production levels. The purpose of the study was to determine and investigate factors that affect attraction and retention of staff at NIP in order to suggest possible interventions that could be employed to attract and retain staff in future. In order to obtain desired results, the researcher used a mixed-method approach. Questionnaires were distributed to all non-management NIP employees and semi-structured interviews were conducted with four (4) purposively selected NIP managers. Statistical analysis was used to analyse data, which was obtained by means of questionnaires, and content analysis was used for data that was obtained by means of semi-structured interviews. The study revealed that NIP staff members are dissatisfied with the company policies and practices, as the company does not always pay effective attention to them. Some of them indicated that they only worked as a means of survival; because of passion for their jobs; to save lives; and owing to the scarcity of jobs, since the industry is small. It is, therefore, necessary to pay attention to factors that this study has produced as obstacles in the way of NIP to employ an effective recruitment and retention strategy for its employees.

The central objective underpinning the rationale of this research is to review the

Skills transfer to Municipal employees is lacking due to management delays in acknowledging and understanding its importance to the affected employees. These result in poor work performance and services delivery to the communities. In the research design the Job Performance in any organisation is expected to be releasing good results or outcomes. Employees expect to be recognised in their work they perform. The employers’ responsibility is to ensure that the employee’s interests are taken care of reasonably. Scarce skill is a very important aspect in the career of specialised skilled employees and expectations are very high in this kind of environment. Globally the scarce skill is one of the aspects that is encouraged that organisations should take cognisance of. When staff is recruited and works for the Municipality it is vital that they are retained and capacitated through trainings. The employees that have worked for the Municipality a longer period should or must at least transfer those skills for the preparation of the succession planning and continuity in the organisation. The data was collected in a form of a questionnaire where respondents indicated their responses based on the questions formulated to measure their job performance, scarce skills, retention of staff, recruitment and selection, on-the-job training for skills transfer and training in relevant field. The data collected was analysed and presented in the form of tables and percentages. The study has revealed that the clear strategies recommended are essential in the personal development of employees through training, recognition inthe institution by way of remuneration or awards and ensuring to retain staff for a longer period for succession planning in a municipal environment.

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.