Some chapters have bibliographical references at the end of the chapter / Strategic recruitment and retention efforts improve the capacity of a research unit in delivering outputs such as collaborative research, increased grant funding and peer-reviewed journal articles (Chung, Clifton, Rowe, Finley, & Warnock, 2009). At the same time, knowledge of employees’ experiences can help organisations improve HRM strategies and practices. In this regard, the motivation driving this study was that exploring the recruitment and retention experiences of staff in a university research unit could reveal significant insights that could assist in refining the organisation’s HRM practices, thereby facilitating attraction and retention of valuable talent. This qualitative study was designed from an interpretive paradigm and a constructivist perspective in order to facilitate the exploration and understanding of employees’ subjective experiences. Findings indicate that professional development, organisational appeal and networking opportunities make this research unit an employer of choice. These factors, among others, are both attractors and incentives to remain with the organisation which significantly outweigh factors that discourage attraction and retention. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Thesis (MBA (Business Management))--Stellenbosch University, 2008. / ENGLISH ABSTRACT: The primary objective of this study was to establish if the Adolescent/Adult Sensory Profile questionnaire (AASP) could be used as a recruitment tool in selecting contact centre agents with a higher predictability for success and hence higher productivity. Contact centres around the globe face the challenge of high staff turnover and absenteeism, reducing profitability. It seems that work performance related to the way in which adults process sensory input has not been well researched. A model was developed by Dunn (Brown et al., 2001) based on the intersection of a neurological threshold continuum and a behavioural continuum and yielding four quadrants: Quadrant 1, Low Registration (of stimuli); Quadrant 2, Sensation Seeking; Quadrant 3, Sensory Sensitivity, and Quadrant 4, Sensation Avoiding. Forty-eight contact centre agents employed by Liberty Life were selected and assessed on the AASP. Performance data for each contact centre agent were collected: available time, auxiliary time, log-in time, quality assurance, absenteeism and length of service. Spearman rank correlations were conducted to test if relationships exist between any of the four quadrants and the performance measures. As an additional investigation, a Suitability Score (based on clustering of scores with a percent assigned) was derived for each contact centre agent and also correlated with the above performance measures. Significant relationships were found between Quadrant 2 scores and three of the performance measurement criteria. As the Quadrant 2 scores increase, the average available time of the agents will decrease and their average log-in time will increase. Absenteeism increased as well, which is expected to have a negative effect on the productivity of the contact centre. The Quadrant also had a high predictability for Suitability Ratings indicating that as the Quadrant 2 score increases, the suitability of the contact centre agents increases as well. Regarding Quadrant 3 (sensory sensitivity) scores, quality assessment, total days of absenteeism and average absenteeism relate negatively. It seems that contact centre agents with high sensory sensitivity are less suitable for the job. As the score increases the quality assessment scores decrease, which is not what is required in terms of quality standards. A negative relationship exists between Quadrant 3 scores and the Suitability Rating scores, indicating that the higher the quadrant scores the less suitable the contact centre agents are to work in the contact centre environment. Quadrant 4 (sensation avoiding) has a negative relationship with Suitability Rating scores, which indicates that the higher the quadrant score the less suitable the contact centre agent is to work in the contact centre environment. No significant relationships were recorded between the performance measurements and Quadrant 1 (low registration) and Quadrant 4 (sensation avoiding), even though, logically, one would expect agents with less distraction to be more productive. Further studies are recommended before the Adolescent/Adult Sensory Profile questionnaire is used as a recruitment tool. Future studies could categorise the quadrant scores into clusters and then test for relationships with the set performance measurements. The Suitability Rating was used in a first attempt to match individuals in a specific job according to specific sensory profiles. This measure has not yet been tested for validity and reliability, which must be done prior to further study using it. / AFRIKAANSE OPSOMMING: Die primêre doel van hierdie studie was om vas te stel of die Adolescent/Adult Sensory Profile (AASP) vraelys gebruik kan word as ‘n hulpmiddel vir die werwing en seleksie van kontaksentrum agente, met ‘n hoër waarskynlikheid van sukses en, dus, hoër produktiwiteit. Kontaksentrums op elke vasteland kom te staan voor die probleem van hoë personeelomset en werksafwesigheid wat winsgewendheid verlaag. Die manier waardeur volwasse mense hul sensoriese insette verwerk, in verband met werkprestasie, is nog nie goed ondersoek nie. ‘n Model is deur Dunn (Brown et al., 2001) ontwikkel wat gebasseer is op die kruispunt van ‘n neurologiese drumpel kontinuum en ‘n gedragskontinuum wat tot vier kwadrante lei: Kwadrant 1, Lae Registrasie (van stimuli); Kwadrant 2, Sensasie Soekend; Kwadrant 3, Sensoriese Sensitiwiteit, en Kwadrant 4, Vermyding van Sensasie. Agt-en-veertig kontaksentrum agente wat in diens van Liberty Life is, is geselekteer en beoordeel volgens die AASP. Prestasiedata is saamgestel vir elke kontaksentrum agent: beskikbare tyd, oortollige tyd, teenwoordige tyd, kwaliteitsversekering, werksafwesigheid en jare diensplig. Spearman rang korrelasies is onderneem om te toets of daar verbande bestaan tussen enige van die vier kwadrante en die prestasiemaatstaf. In ‘n addisionele ondersoek is ‘n geskiktheidsmaatstaf ontwikkel wat gebasseer is op trosvorming van tellings met ‘n toegekende persentasie. Dit is gedoen vir elke kontaksentrum agent en hierdie tellings is ook gekorreleer met bogenoemde prestasiemaatstawwe. Statisties-beduidende positiewe verbande is gevind tussen Kwadrant 2 (sensasie soekend) tellings en drie van die prestasiemetingskriteria. As die telling van Kwadrant 2 toeneem, neem die gemiddelde beskikbare tyd af en die teenwoordige tyd van agente toe. Werksafwesigheid het ook toegeneem, wat moontlik negatief kan inwerk op die produktiwiteit van die kontaksentrum. Die kwadrant het ook ‘n hoë waarskynlikheid openbaar in die geval van die Gekiktheidsmaatstaf, wat aandui dat, namate die Kwadrant 2 telling toeneem, die gekiktheid van die kontaksentrum agent ook toeneem. Wat Kwadrant 3 (sensoriese sensitiwiteit) tellings betref, bestaan daar ‘n negatiewe verband tussen kwaliteitsversekering, totale aantal dae van werksafwesigheid en gemiddelde werksafwesigheid. Dit blyk dat kontaksentrum agente met hoë sensoriese sensitiwiteit dalk minder geskik is vir die pos. Soos wat die telling vir sensoriese sensitiwiteit toeneem, neem die telling vir kwaliteitsversekering af, wat nie in terme van kwaliteitstandaarde aanvaarbaar is nie. Daar bestaan ‘n negatiewe verband tussen Kwadrant 4 (sensasie vermyding) tellings en die tellings vir die Geskiktheidsmaatstaf, wat aandui dat hoe hoër die kwadrant telling, hoe minder geskik is die agent. Geen statisties-beduidende verbande is gevind tussen die prestasietellings van Kwadrant 1 (lae registrasie) en Kwadrant 4 (sensasie vermyding) nie. Normaalweg sou mens verwag dat agente met minder afleiding, meer produktief sou wees. Daar word voorgestel dat verdere studies onderneem word voordat die Adolescent/Adult Sensory Profile as ‘n werwingsmaatstaf gebruik word. Toekomstige studies kan die kwadrant tellings saamvoeg in trosse en dan toets vir verbande met die vooropgestelde prestasiemaatstawwe. Die Geskiktheidsmaatstaf is gebruik as ‘n eerste poging om individue saam te voeg in ‘n spesifieke pos, volgens ‘n spesifieke sensoriese profiel. Hierdie maatstaf moet vir toepaslikheid en betroubaarheid in verdere studie getoets word, voordat dit gebruik kan word.

Thesis (MComm)--Stellenbosch University, 2013. / The fiercely competitive nature of South Africa’s skilled labour market has necessitated a degree of awareness, from employers and researchers alike, of factors that potentially attract skilled graduates. Drawing on the Theory of Planned Behaviour (TPB) (Ajzen, 1991) the present study explored the formation of intentions towards job pursuit activities (i.e., submitting an application form) of the South African graduate. The proposed model of applicant intention that was tested in the present study is based on salient beliefs — an applicant’s attitude towards behaviour, subjective norm and perceived behavioural control — that determine the development and strength of intentions to apply for a job. The study was conducted in two phases using a mixed method approach. The first phase employed a qualitative design on a sample (N = 32) of students in order to elicit salient beliefs associated with applying to a chosen organisation. Next, we conducted interviews, administered open-ended questionnaires and conducted content analysis to identify applicants’ salient behavioural beliefs about applying. The second phase of the study employed a quantitative design to test the hypotheses that behavioural beliefs (attitudinal beliefs, normative beliefs and control beliefs) would influence intention to apply. We administered belief-based measures to a convenience sample (N = 854) of students from a tertiary institution in the Western Cape. Confirmatory Factor Analysis (CFA) of the measurement and structural models found that the hypothesised models fit the data reasonably well and significant relationships between perceived behavioural control and intention to apply were confirmed. Latent variable correlation analysis showed that all three behavioural beliefs (attitude towards behaviour, subjective norm and perceived behavioural control) were significantly related to intention to apply, but only normative and control beliefs showed significant path coefficients when all the beliefs were considered jointly in the structural model. Following the confirmatory factor analysis, we further explored socio-demographic group differences in the levels of, and relationship between, behavioural beliefs and intention to apply to an organisation. The results showed that perceived behavioural control had a significant relationship with intention to apply. The study makes three important contributions to the literature. First, TPB can be a useful framework to explain graduate applicant’s intention to apply. Second, the significant role of perceived behavioural control and subjective norm in the formation of graduate applicant intentions was highlighted. Third, the diagnostic utility of the TPB framework for applicant intentions was established. Finally, the results suggest there might be group differences in behavioural beliefs and intention to apply – a finding that calls for more research on graduate applicant decision-making in the South African context.

The role and function of application forms is for the purpose of recruitment and selection of candidates. Consequently, the role of the application form in the recruitment and selection of candidates, particularly currently being used in Africa, is investigated. the application form Z83 and Z27 public service employment in South Application forms, letters of application, curricula vitae, tests and interviews are instruments which can be used in the recruitment and selection of candidates. The source and nature of application forms enable institutions to collect and provide the required information in a precise manner compared to letters of application and curricula vitae. Application forms can provide basic information for tests and interviews. Although application forms facilitate the recruitment and selection of candidates, their completion and distribution can cause problems. However, ways and means by which the use of application form Z83 and Z27 can be improved in public service employment exist. / Public Administration and Management / M. Admin.

Some chapters have bibliographical references at the end of the chapter / Strategic recruitment and retention efforts improve the capacity of a research unit in delivering outputs such as collaborative research, increased grant funding and peer-reviewed journal articles (Chung, Clifton, Rowe, Finley, & Warnock, 2009). At the same time, knowledge of employees’ experiences can help organisations improve HRM strategies and practices. In this regard, the motivation driving this study was that exploring the recruitment and retention experiences of staff in a university research unit could reveal significant insights that could assist in refining the organisation’s HRM practices, thereby facilitating attraction and retention of valuable talent. This qualitative study was designed from an interpretive paradigm and a constructivist perspective in order to facilitate the exploration and understanding of employees’ subjective experiences. Findings indicate that professional development, organisational appeal and networking opportunities make this research unit an employer of choice. These factors, among others, are both attractors and incentives to remain with the organisation which significantly outweigh factors that discourage attraction and retention. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2011 / This study explored perceptions of twenty managers at the City of Cape Town Municipality regarding the challenges facing talent management. A detailed study of the literature was conducted on variables that are relevant in talent management in organisations. These variables included definitions of talent management, pay satisfaction, job satisfaction, organisational commitment, tenure, motivation, employee engagement, turnover and intention to turnover. This study adopted a qualitative research method as it was found from the literature that managers often prefer face-to-face interviews instead of questionnaires. An interview guide was developed for the twenty managers that were internally chosen by the City of Cape Town management. Data collected from the interviews was subjected to content analysis method with different themes emerging. The results revealed that the City of Cape Town is well on course in implementing talent management with it’s approximately 25 000 employees. The study revealed a plethora of challenges facing talent management at the City of Cape Town. One huge challenge facing this municipality is its size, which makes implementation of a talent management system difficult to implement at the City of Cape Town. The findings support the assumption developed for this study that poor talent management practices in the public sector lead to ever increasing staff turnover rates. The findings of this study contribute to both theory and practice. Theoretically the study contributes to the literature, as it is the first empirical study to use managers in a local government municipality to explore challenges surrounding talent management. Furthermore, local government managers can use the findings of this research to design strategies and policies to enhance talent management in local government municipalities, and subsequently ensure talent retention.

Mathematics and science form an integral part people’s daily lives. South African people suddenly find themselves on a technological highway, where mathematical, scientific and creative thinking as well as problem solving skills take centre stage. However many people fear these, and believe that they are unable to tackle them. Mathematics and science educators therefore have need to have knowledge and understanding regarding 6 the foundation of the teaching of these subjects in the intermediate and senior phases at schools. This should enable them to contribute positively towards changing people’s perceptions about these subjects. Based on the above information I felt it imperative for me to investigate the impact of shortages of maths and science educators with special reference to the Buffalo City Area. Purpose of the study: 1 To determine whether schools are able to attract and retain qualified maths and science educators, 2 To identify the quantity of quality maths and science learners schools are able to produce for tertiary education, 3 To investigate the rate of turnover of maths and science educators, 4 To identify the number of maths and science learners who are willing to study maths and science at tertiary level and thereafter join the teaching fraternity.

Indiana University-Purdue University Indianapolis (IUPUI) / Initial research on structuring the interview process investigated structure’s impact on the interview’s psychometric properties (e.g., reliability and validity). In contrast, the empirical literature has begun to consider the impact of increased interview structure on job applicant reactions to the interview and the companies that utilize them. Current research has studied the effects of interviewer characteristics on applicant reactions and the effects of different types of selection procedures on applicant fairness reactions. In addition, while studies have examined the impact of applicants’ perceived control on their reactions to selection procedures, few studies have examined this impact specifically for the employment interview. Given the widespread use of the interview in selection, this study adds to current research by focusing on applicant reactions to four elements of the interview identified as being salient to applicants (i.e., the degree to which the interviewee perceives that applicants are asked the same questions, the use of situational or behavioral type questions, controlling the use of ancillary information by the interviewer, and the degree to which questions from the applicant are controlled). In addition, this study focused on need for control as a moderator of the relationships between interview structure and fairness perceptions, recommendation intentions, and acceptance intentions. Participants consisted of 161 students voluntarily participating in three different interviewing scenarios: unstructured, semi-structured, and structured interviewing scenario. The participants completed post-interview measures asking them about their perceptions of fairness, their intention to recommend the company to others, and their intention of accepting an offer if one is made by the company. Although the hypothesized relationships between elements of structure and applicant evaluations of the interview were largely not supported, the results did indicate that student applicants perceived semi-structured and structured interviews to be fairer than unstructured interviews. In addition, the results suggest that more structured interviews may lead to lower behavioral intent to recommend the job to others or accept a job offer. Implications of the results are discussed in terms of how interview structure relates to the candidates’ perception of fairness, recommendation intentions, and acceptance intentions.

The accounting profession continually has problems with hiring and keeping qualified staff; and many accounting scandals have shown a lack of ethical behavior on the part of Certified Public Accountants (CPA). This suggest a misfit between those in the profession and the ethics that the profession strives towards. Research has shown that the congruity of personal values with organizational values, person-organization fit (P-O fit), is an important factor in the hiring, socialization, and retention of employees. In addition, ethical behavior has been found related to P-O fit. Accounting educators have been called upon to address these problems by inculcating accounting students with the values of the accounting profession. This research firstly reports on the results of a comparison of the personal values of upper level accounting students in Georgia with the personal values of CPA leaders in Georgia. Personal value priorities were measured with the Rokeach Value Survey (RVS). The findings indicated that these samples of Georgia CPA leaders (N = 193) and accounting students (N = 516) significantly differed in the priority given to 24 of the 36 (66.7%) RVS values. This result suggests a lack of P-O fit between accounting students and the accounting profession. Secondly, this research reports on the effectiveness of two education interventions designed to improve the P-O fit of accounting students: a Curriculum Modification Intervention and a Value Self-Confrontation (VSC) Intervention. These education interventions were delivered online as part of the content of two distance learning classes on accounting ethics. The curriculum of both classes were augmented with content aimed at increasing the priority given to the value of courageous. The two classes were designated as either Group 1 or Group 2. Group 1 received only the Curriculum Modification Intervention. Group 2 received both the Curriculum Modification Intervention and the VSC Intervention, which was targeted at increasing the priority given to the four values of capable, courageous. honest, and responsible—values related to the Code of Professional Conduct and Bylaws (2012) of the American Institute of Certified Public Accountants. The results indicated that Group 1, from the beginning to the end of class (short-term value change), did not increase the priority given to courageous. Thus, the stand-alone Curriculum Modification Intervention did not result in the desired effect. Group 2, on the other hand, did increase the short-term priority given to all four of the targeted values. Moreover, Group 2 increased the long-term priority given to two of the four targeted values: capable and courageous. The higher priority given to these values at the end of class persisted for 15-16 weeks. The effect sizes indicated practical significance. These results suggest that the VSC Intervention was effective at inducing both short-term and long-term value change in the priority given to values of importance to the ethics of the accounting profession. These findings have implications for CPA firms, specifically with regard to hiring ethically “fitting” staff and fostering an ethical culture in accounting firms. The results of this research also provide input that may be helpful in improving accounting pedagogy, especially the pedagogy of accounting ethics education and distance education. Key words: person-organization fit, P-O fit, CPA firm turnover, personal values, value change, value self-confrontation, VSC, Rokeach Value Survey, RVS, Certified Public Accountant, CPA, ethics education, accounting students, online education, distance learning. / Business Management / D.B.L.