M.A. (Psychology) / The evaluation of the 6M Simulation Training Programme is conducted against the background of the manpower needs of the Republic of South Africa, the increase in training programmes as a result of this need and the importance of evaluation of training to ensure the optimal utilization of human and economic resources. The environment in which the worker finds himself in the Western industrial situation has an influence on his job efficiency. As maintenance of economic growth in South Africa will in large measure be dependent on the optimal utilization of the Black workers corps· understanding of the particular problems which the Black worker has to contend with is an important factor in the training situation. The 6M Simulation Training Programme was developed to counteract an identified lack of knowledge with regard to basic business principles relevant to modern industry, and the relevance of these concepts to the job situation, on the part of uninitiated Black workers. Factual information with regard to sources of capital of the specific organisation, use of this capital, reasons for starting the organisation, competition in business, restrictions on the organisation resulting from market factors, sources of income, distribution of income, causes and implications of loss and profit, distribution of profit, influence of the worker on the success or failure of an organisation, the role of management and the reasons for relevant rules and regulations are conveyed to the course attendant during the 6M Simulation Programme in a unique manner. Comparison of pre and post-test results show a significant increase in knowledge of concepts discussed during the course. Variables which influenced the increase in knowledge were the instructor, age, educational qualifications, home language and job category. A positive change in job behaviour and attitudes related to the job situation was observed by the majority of representatives of line management interviewed. A factor analysis indicated positive change in respect of four overall factors, i.e. attitude towards management, efficient use of machines, human sources of inefficiency and identification with the organisation. Evaluation of the influence of the course on organisational efficiency wat not possible because of practical problems. An analysis of comments of respondents indicated that course attendants experienced the course as relevant and applicable to the work situation. Experience during this study indicates that there is SUsplclon on the part of the Black worker with regard to the motives of management with reference to training. The positive effects which training may have on the job performance of course attendants ;s adversely affected by the lack of reinforcement in the job situation. Lack of knowledge and understanding with regard to attitudes, needs, aspirations and problems of co~workers adversely affect the relationships between cultural groups. The development of a relationship based on trust between the different cultural groups seems to be a prerequisite for the successful utilization of the South African manpower potential.

Human capital is an important economic concept. The significance of human resource development, in the form of both education and health, has long been realised and was stressed even in the writings of the early economists. Introduction, p.1

The purpose of this multi-case study research was to determine variables that affect The Perceived Success of Fair Family Employee Compensation in South African family businesses. Five propositions: Human Capital, Outside Advice, Succession Planning, Fairness and Family Harmony were tested and as a result, Human Capital, Fairness and Family Harmony were deduced to have a positive influence, while Outside Advice and Succession Planning had a non-significant influence. The present research effort begun with an in-depth literature review on family business and the variables: Human Capital, Outside Advice, Succession Planning, Fairness, Family Harmony and Fair Family Employee Compensation, followed by a qualitative explanatory multi-case study research design using embedded units of analysis and provided a valuable insight into compensation issues regarding family businesses in South Africa. Replication logic was used to generalise the results and it was recommended that the preliminary theory regarding Outside Advice and Succession Planning be revised and tested with another set of cases, while the results indicated that Human Capital, Fairness and Family Harmony could be generalised to the broader theory.

Thesis (MAcc)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: Human capital efficiency, as measured by Value-Added Human Capital (VAHU), refers to an employee's ability to create value-added for his employer. As a key resource which is not captured by conventional accounting, human capital and its value-creating ability may contribute to the premium to book value at which many companies trade. This study, therefore, sought to investigate trends in the divergence between book value and market value in South Africa, by analysing the median market-to-book ratios of companies listed on the Johannesburg Stock Exchange over time. The primary research objectives, however, were to empirically confirm whether corporate financial and market performance in South Africa can be explained as a contemporaneous and future outcome of human capital efficiency, and whether human capital efficiency is improving. In a largely industrialised emerging market, such as South Africa, there is some concern that companies which concentrate on efficient and productive management of their tangible assets may neglect the effective skills development and training of their human capital assets. Time-series cross-sectional multiple regressions were used to analyse the intra-industry and inter-industry relationships between VAHU and financial performance (as measured by return on assets, revenue growth and headline earnings per share) and market performance (as measured by market-to-book ratios and total share return) in companies listed on the Johannesburg Stock Exchange. Of the financial year-ends falling in the period 31 December 2001 to 30 June 2011, 1765 company years were covered, relating to 390 companies listed on the Main Board and ALT-X. Company size, leverage, industry and return on equity were held as control factors. The same financial data was used to assess the median growth in VAHU over the period under review. The market value-book value gap of listed companies in South Africa was found to have increased from 2001 to 2011, while human capital efficiency declined. Human capital efficiency has almost no effect on current or future market performance in South Africa. Higher human capital efficiency has a positive effect on current returns generated by any asset – tangible or intangible. Higher headline earnings per share is concurrently associated with higher human capital efficiency in almost every industry. Higher revenue growth is contemporaneously associated with higher human capital efficiency in all industries, except those which are consumer-driven. In consumer-driven industries, human capital efficiency is not a driver for revenue growth, but is still associated with higher profitability. The longer-term effect of human capital efficiency on corporate performance in South Africa is more unclear than its immediate effect. The findings of the study highlight the commercial implications of the degree of industrial action and poor basic education in South Africa – a working population that is poorly educated, with the paradox of wages that are low in relation to the cost of living, yet which are becoming too high in relation to the level of output the workers produce. The results pose a compelling argument for improving the quality of education in South Africa, as well as for employer-driven skills development and employee training. / AFRIKAANSE OPSOMMING: Menslike kapitaaldoeltreffendheid, soos gemeet deur Toegevoegde Waarde Menslike Kapitaal (TWMK), verwys na 'n werknemer se vermoë om toegevoegde waarde vir sy werkgewer te skep. As 'n sleutel-hulpbron wat nie deur konvensionele rekeningkunde vasgelê word nie, dra menslike kapitaal en die waardeskeppingsvermoë daarvan, dalk by tot die premie op boekwaarde waarteen baie maatskappye verhandel. Hierdie studie het dus nagestreef om tendense in die afwyking tussen boekwaarde en markwaarde in Suid-Afrika te ondersoek, deur die mediaan mark-tot-boekverhoudings van maatskappye genoteer op die Johannesburgse Effektebeurs met tydverloop, te ontleed. Die hoof-navorsingsdoelwitte was egter om empiries te bevestig of korporatiewe finansiële en markprestasie in Suid-Afrika beskryf kan word as 'n gelyktydige en toekomstige gevolg van menslike kapitaaldoeltreffendheid en of daardie menslike kapitaaldoeltreffendheid verbeter. In 'n grootliks geïndustrialiseerde ontwikkelende mark, soos Suid-Afrika, is daar 'n mate van kommer dat die maatskappye wat konsentreer op die doeltreffende en produktiewe bestuur van hul tasbare bates, die doelmatige ontwikkeling van vaardighede en opleiding van hul menslike kapitaalbates mag verwaarloos. Tydreekse dwarsdeursnee meervoudige regressies is gebruik om die intra-industrie en inter-industrie verhoudings tussen TWMK en finansiële prestasie (soos gemeet deur die opbrengs op bates, inkomstegroei en wesensverdienste per aandeel) en markprestasie (soos gemeet deur mark-tot-boekverhoudings en die totale opbrengs op aandele) in maatskappye wat op die Johannesburgse Effektebeurs genoteer is, te ontleed. Van die finansiële jaareindes in die tydperk 31 Desember 2001 tot 30 Junie 2011, is 1765 maatskappyjare gedek, rakende 390 maatskappye wat op die Hoofbord en Alt-X genoteer is. Die grootte van die maatskappye, hefboomfinansiering, industrie en opbrengs op ekwiteit dien as kontrolefaktore. Dieselfde finansiële data is gebruik om die mediaangroei in TWMK oor die tydperk onder oorsig te bepaal. Dit is bevind dat die markwaarde-boekwaardegaping van genoteerde maatskappye in Suid-Afrika vanaf 2001 tot 2011 toegeneem het, terwyl menslike kapitaaldoeltreffendheid gedaal het. Menslike kapitaaldoeltreffendheid het byna geen effek op die huidige of toekomstige markprestasies in Suid-Afrika nie. Hoër menslike kapitaaldoeltreffendheid het 'n positiewe uitwerking op die huidige opbrengste wat gegenereer word deur enige bate – tasbaar of ontasbaar. Hoër wesensverdienste per aandeel is samelopend met hoër menslike kapitaaldoeltreffendheid in byna elke industrie. Hoër groei in inkomste is gelyktydig geassosieer met hoër menslike kapitaaldoeltreffendheid in alle industrieë, behalwe dié wat verbruiker-gedrewe is. In verbruiker-gedrewe industrieë, is menslike kapitaaldoeltreffendheid nie 'n aandrywer van inkomstegroei nie, maar is nog steeds gelyktydig geassosieer met hoër winsgewendheid. Die langer-termyn uitwerking van menslike kapitaaldoeltreffendheid op korporatiewe prestasie in Suid-Afrika, is meer onduidelik as sy onmiddellike effek. Die bevindinge van die studie beklemtoon die kommersiële implikasies van die omvang van industriële aksie en swak basiese onderwys in Suid-Afrika – 'n werkende bevolking met swak opleiding, tesame met die paradoks van lone wat laag in vergelyking met bestaankoste is, maar wat te hoog styg met betrekking tot die vlak van uitset wat die werkers produseer. Die resultate bied 'n oortuigende argument vir die verbetering van die gehalte van onderwys in Suid-Afrika, sowel as vir werkgewer-gedrewe ontwikkeling van vaardighede en werknemersopleiding.

Thesis (MComm)--Stellenbosch University, 2011. / ENGLISH ABSTRACT: This study investigates the extent to which educational attainment, school quality and numeric competency influence individuals’ employment and earnings prospects in the South African labour market using data from the 2008 National Income Dynamics Study (NIDS). While NIDS is one of the first datasets to contain concurrent information on individual labour market outcomes, educational attainment levels, numeric proficiency and the quality of schooling received in South Africa, it is also characterised by limited and selective response patterns on its school quality and numeracy measures. To account for any estimation biases that arise from the selective observation of these variables or from endogenous selection into labour force participation and employment, the labour market returns to human capital are estimated using the Heckman Maximum Likelihood (ML) approach. The Heckman ML estimates are then compared to Ordinary Least Squares (OLS) estimates obtained using various sub-samples and model specifications in order to distinguish between the effects that model specification, estimation sample, and estimation procedure have on estimates of the labour market returns to human capital in South Africa. The findings from the multivariate analysis suggest that labour market returns to educational attainment in South Africa are largely negligible prior to tertiary levels of attainment and that racial differentials in school quality may explain a significant component of the observed racial differentials in South African labour market earnings. Neither numeracy nor school quality appears to influence labour market outcomes or the convex structure of the labour market returns to educational attainment in South Africa significantly once sociodemographic factors and other human capital endowment differentials have been taken into account. Though the regression results vary substantially across model specifications and estimation samples, they are largely unaffected by attempts to correct for instances of endogenous selection using the Heckman ML procedure. These findings suggest that the scope for overcoming data deficiencies by using standard parametric estimation techniques may be limited when the extent of those deficiencies are severe and that some form of sensitivity analysis is warranted whenever data imperfections threaten to undermine the robustness of one’s results. / AFRIKAANSE OPSOMMING: Hierdie studie ondersoek in watter mate opvoedingspeil, skoolgehalte en numeriese vaardighede individue se werks- en verdienstevooruitsigte in die Suid-Afrikaanse arbeidsmark beïnvloed. Die studie gebruik data van die 2008 National Income Dynamics Study (NIDS). Alhoewel NIDS een van die eerste datastelle is wat inligting oor individuele arbeidsmarkuitkomste, opvoedingsvlakke, numeriese vaardighede sowel as skoolgehalte bevat, word dit ook gekenmerk deur beperkte en selektiewe responspatrone rakende skoolgehalte en die numeriese vaardigheidmaatstaf. Die arbeidsmarkopbrengs op menslike kapitaal word deur middel van die Heckman ‘Maximum Likelihood (ML)’-metode geskat om te kontroleer vir moontlike sydighede wat mag onstaan weens selektiewe waarneming van hierdie veranderlikes of as gevolg van endogene seleksie in arbeidsmarkdeelname of indiensneming. Die Heckman ML-skattings word dan vergelyk met gewone kleinste-kwadrate-skattings wat met behulp van verskeie modelspesifikasies en steekproewe beraam is, om sodoende te bepaal hoe verskillende spesifikasies, steekproewe en beramingstegnieke skattings van die arbeidsmarkopbrengste op menslike kapitaal in Suid-Afrika beïnvloed. Die meerveranderlike-analise dui daarop dat daar grotendeels onbeduidende arbeidsmarkopbrengste is op opvoeding in Suid-Afrika vir opvoedingsvlakke benede tersiêre vlak, en dat rasseverskille in skoolgehalte ’n beduidende deel van waargenome rasseverskille in arbeidsmarkverdienste mag verduidelik. Indien sosio-demografiese faktore en ander menslike kapitaalverskille in ag geneem word, beïnvloed syfervaardigheid en skoolgehalte nie arbeidsmarkuitkomstes en die konvekse struktuur van die arbeidsmarkopbrengste op opvoeding in Suid-Afrika beduidend verder nie. Terwyl die regressieresultate aansienlik tussen die verskillende modelspesifikasies en steekproewe verskil, word die resultate weinig geraak deur vir gevalle van endogene seleksie met behulp van die Heckman ML-metode te kontroleer. Hierdie bevindinge dui daarop dat daar net beperkte ruimte bestaan om ernstige dataleemtes met behulp van standaard parametriese beramingstegnieke te oorkom, en dat die een of ander vorm van sensitiwiteitsanalise benodig word wanneer datagebreke die betroubaarheid van die beraamde resultate nadelig kan raak.

Dissertation submitted in compliance with the requirements for the Master's Degree in Business Administration, Durban University of Technology, 2008. / The amalgamation of municipalities came into effect as a legislative requirement brought about a number of challenges for the local government. One such major challenge relates to the impact that these amalgamations will have on human resource practices of the various municipalities. Literature study reveals that during any merger or amalgamation, less attention is paid to the human element of a merger until the merger is almost complete. This lack of attention impacts negatively on the merger results. Like other municipalities, Ethekwini Municipality is a product of this legislative requirement. It was formed as a result of the amalgamation of different municipal entities that had different human resource practices. The problem facing eThekwini Municipality is the misalignment of human resources policies and their effect on the working environment. This study looks at the impact of this amalgamation on the human resources practices of the eThekwini Municipality. The sub-objectives of the study are: to ascertain employees' perceptions of amalgamation; to determine whether employees believe that the human resources' matters are handled in a manner that will bring about stability and equity in the workplace; and to establish whether different perceptions exist between employees of the former Durban Metro Central and those of the erstwhile entities. A stratified random probability sample of 150 employees was selected. The sample was drawn from 5 former entities that now form eThekwini Municipality, namely: Inner-west, Outer-west, Metro Central, North and South Operational entities. Using face-to-face interviews, employees were asked to complete a questionnaire. The results of the research revealed that there was generally a positive perception of the amalgamation process amongst employees. The study also revealed that different perceptions exist between the employees of the former entities and those of Metro central It is recommended that, during a merger, management should have detailed work plans. The plans should detail how the organization will deal with the structure of the organization, its people, culture, technology and processes. Secondly, management should consider a total reward system as opposed to total cost package. / M

Thesis (M.M. (Innovation Studies))--University of the Witwatersrand, Faculty of Commerce, Law and management, Graduate School of Business Administration, 2016 / FDI is a buzzword used in the discourses of many emerging market politicians over the last two decades and SA politicians make no exception. It is commonly accepted that many multinationals (MNEs) provide employment opportunities and contribute to the transfer of technological knowledge in support of the host country’s catch up activities. This study aims to provide insight into how the South African subsidiaries of innovative ICT MNEs invest in skills development and why their local leaders chose to act in this way by comparing the case studies of IBM SA, Cisco SA and Dimension Data. It also seeks to find which of these three firms is more efficient at this investment and how South Africa, as a host country, influences their investment activities. The theoretical foundation for this study contains the literature review under the topic framed by the research problem: “How innovative ICT firms based in SA invest in skills.” The researcher gained knowledge about the habit of investment in skills in these branches of MNEs, in particular, their behaviour when they operate within South Africa, and produced a set of propositions that were investigated under the framework of the three case studies using qualitative research methodology. On one hand, the outcome of the study is that these researched branches are not innovating in SA because of the special emerging market context of SA and consequently, at present, they do not invest in R&D and innovation activities. On the other hand, SA government business consultants consider the branches of MNEs as sources of strong innovative and R&D activities that may influence SA innovation successes, different from what these firms do. Moreover, the results of the analysis show that the studied firms intensively exploit their existing products for maximum short-term profit. Policy makers could be assisted by this study in developing adequate policies in support of R&D and innovation activities. The study could also provide guidance for those HQs and leaders of local branches who want to improve their performance in SA and to SA innovators who are seeking to understand the twofold effect of globalisation. / DM2016

Thesis (MPA) --University of Limpopo, 2011

The aim of this study was to assess challenges in Public Appointments and Recruitment Processes in Chris Hani District Municipality: A case study of Human Resource Department in Lukhanji Local Municipality (2008-2010) of the Eastern Cape Province. There has never been a detailed research study conducted in the Chris Hani Human Resource Department, regarding the subject in question. The Constitution of the Republic of South Africa in Section 195(i) directs that Public Administration must be broadly representative of the South African people, with employment and personnel management practices based on ability, objectivity, fairness and the need to redress the imbalances of the past to achieve broad representation. The literature review explored extensively the models used in implementing recruitment and appointment processes globally. From those tested models elsewhere, it was evident that South Africa has a great Constitution and good policies regarding Local Government Human Resource Department recruitment and appointment processes not withstanding some challenges cited in the study. This assessment of challenges in the public appointments and recruitment processes in Chris Hani District Municipality assisted in the establishment of the real facts about effective and fair recruitment and appointment processes in the Local Government Human Resource Management Department to deserving communities. It became clear from the study that providing efficient and fair recruitment and appointments processes to the Local Government Human Resource Department in South Africa requires a broader advocacy agenda encompassing the development of Human Resource systems and the generation of numerous skills and expertise to deliver services to the poor people of our country.

The aim of this study was to assess challenges in Public Appointments and Recruitment Processes in Chris Hani District Municipality: A case study of Human Resource Department in Lukhanji Local Municipality (2008-2010) of the Eastern Cape Province. There has never been a detailed research study conducted in the Chris Hani Human Resource Department, regarding the subject in question. The Constitution of the Republic of South Africa in Section 195(i) directs that Public Administration must be broadly representative of the South African people, with employment and personnel management practices based on ability, objectivity, fairness and the need to redress the imbalances of the past to achieve broad representation. The literature review explored extensively the models used in implementing recruitment and appointment processes globally. From those tested models elsewhere, it was evident that South Africa has a great Constitution and good policies regarding Local Government Human Resource Department recruitment and appointment processes not withstanding some challenges cited in the study. This assessment of challenges in the public appointments and recruitment processes in Chris Hani District Municipality assisted in the establishment of the real facts about effective and fair recruitment and appointment processes in the Local Government Human Resource Management Department to deserving communities. It became clear from the study that providing efficient and fair recruitment and appointments processes to the Local Government Human Resource Department in South Africa requires a broader advocacy agenda encompassing the development of Human Resource systems and the generation of numerous skills and expertise to deliver services to the poor people of our country.