published_or_final_version / Public Administration / Master / Master of Public Administration

Description and analysis of system performance management in a chosen company (Kasalova pila, s.r.o.), forcefully on job evaluation, development and training, motivation system and remuneration system.

The subject of thesis „Increasing the efficiency“ of personnel work is the analysis of the current state of personnel work Brno branch of Merz s.r.o. to increase the efficiency of personnel work. Increasing the efficiency of personnel work should be achieved to increase profits and improve the economic situation of Merz s.r.o. The theoretical part of this work focuses primarily on individual areas of personnel work, namely motivation, communication, evaluation and remuneration and training. Also there is space devoted to dealing with the hierarchical structure of society and its leadership. These findings, together with an analysis of the current situation are used to propose changes that will lead to increase the efficiency of personnel work, and the goal of improving the economic situation of the company.

The diploma thesis „Human Resources Activities in Company“ focuses on specification of personnel work in the Jiří Bláha company. Specifies individual human resources activities from a theoretical knowledge and compare it with reality, obtained in the analysis and questionnaire survey. It contains suggestion of trainings and changes that should help to increase the satisfaction of workers and improve the human resources activities.

The diploma thesis deals with analysis of a motivational programme and suggestions for its possible changes of the ALTREVA, limited liability company. The theoretical part of the work concentrates on summing up the basic observations on the topic. The practical part contains analyses of the present state of the company, its competition and the employment market as well as a research conducted with the use of the questionnaire method. The final part of the work provides suggestions for improvement of the current condition based on the results of the questionnaire search and other analyses.

In South Africa, legislation dictates that employees must be developed resulting in the need to identify candidate's development capability. As such, it is essential to be able to measure the learning potential of candidates. In practice, cognitive ability has been linked to the complex process of job performance. This study aimed to determine whether learning potential can be used as a predictor of job performance. The Learning Potential Computerised Adaptive Test (LPCAT) was utilised to measure learning potential and job performance was measured through a promotion ratio (taking job knowledge and tenure into account). The moderator variables were investigated. A sample of 135 technical employees was drawn. The data was statistical manipulated reporting various significant relationships confirming the internal reliability of the LPCAT and indicating a strong significant relationship between learning potential and job performance. Variables such as learning potential, job grade and tenure are significant when predicting job performance. / Industrial and Organisational Psychology / MA (Industrial and Organisational Psychology)

Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: The democratisation of South Africa on 27 April 1994 marked the beginning of a new era for South Africans in all spheres of society. The new democratic Government of the Republic of South Africa faced numerous challenges, including the transformation of the South African Public Service into a non-discriminatory organisation for both citizens and employees. The pre-1994 South African Public Service functioned as a centralised driven system that negatively discriminated against non-white employees in terms of financial rewards resulting in salary differences between white and non-white employees. The promulgation of the new legislative framework of deconcentration had resulted in the centralised driven South African Public Service system becoming obsolete as it was incompatible with the democratic Government’s vision. The transformation of the South African Public Service was supported through legislation and various directives simultaneously focusing on service delivery improvement as well as implementing new internal systems to address discriminatory practices. The implementation of the EQUATE job evaluation programme within the new legislative framework of deconcentration marked the beginning of a new era of grading post in the Public Service. It had brought an end to the unfair salary differentiation in the Public Service. To render public services effectively and efficiently is a legislative requirement. Political and administrative leaders are responsible for ensuring that both external and internal services are rendered optimally through improvement interventions. In the Provincial Government of the Western Cape (PGWC), the Department of the Premier renders a job evaluation service to all provincial departments to ensure internal consistency in terms of grading of posts. The purpose of this study is to evaluate the current process of evaluating posts in the PGWC and subsequently to formulate recommendations to improve the process. The study concludes with a set of recommendations which include amongst others the following: • The devolvement of the job evaluation function to the provincial departments enabling them to conduct their own departmental job evaluations. • The creation of a Job Evaluation Unit in every provincial department. • That the proposed Process Model of evaluating posts in the provincial departments be considered. • It is the responsibility of the Directorate Organisation Development Interventions in the Department of the Premier to co-ordinate the job evaluation process in the Provincial Government of the Western Cape. / AFRIKAANSE OPSOMMING: Die demokratisering van Suid-Afrika op 27 April 1994 was die begin van ‘n nuwe era vir Suid-Afrikaners op alle vlakke van die samelewing. Die demokratiese Regering van die Republiek van Suid-Afrika het verskeie probleme in die gesig gestaar wat onder andere die transformasie van die Suid-Afrikaanse Staatsdiens ingesluit het. Die Staatsdiens moes verander word na ‘n diens wat nie diskrimineer teen nie-blanke burgers of werknemers nie. Die Suid-Afrikaanse Staatsdiens voor 1994 het gefunksioneer as ‘n gesentraliseerde sisteem en het negatief gediskrimineer teen nie-blanke werknemers in terme van besoldigingspakkette wat aanleiding gegee het tot verskille in besoldigingsvlakke. Die promulgering van die nuwe regulatoriese raamwerk van dekonsentrasie het meegebring dat die gesentraliseerde benadering in onbruik verval het, omdat dit teenstrydig was met die visie van ‘n demokratiese Regering. Die transformasie van die Suid-Afrikaanse Staatsdiens is ondersteun deur verskeie wetgewing en mandate wat gefokus het op sowel die verbetering van dienslewering aan burgers as die implementering van nuwe interne sisteme om diskriminerende praktyke aan te spreek. Die implementering van die EQUATE posevalueringsprogram binne die nuwe regulatoriese raamwerk van dekonsentrasie was die begin van ‘n nuwe era van posgradering in die Staatsdiens. Dit het ‘n einde gebring aan die onregverdige besoldigingsvlakke in die Staatsdiens. Die lewering van doelmatige en doeltreffende openbare dienste is ‘n wetlike vereiste. Politieke en administratiewe hoofde is daarvoor verantwoordelik om toe te sien dat alle dienste, intern en ekstern, optimaal gelewer word deur gebruik te maak van verskeie verbeteringsintervensies. Die Departement van die Premier in die Provinsiale Regering van die Wes-Kaap (PRWK) is verantwoordelik vir die lewering van die posevalueringsdiens aan alle provinsiale departemente ten einde konsekwentheid in terme van posgradering te verseker. Die oogmerk van die studie is om die huidige posevalueringsproses in die PRWK te evalueer om sodoende aanbevelings te doen om die proses te verbeter. Die studie is saamgevat met aanbevelings wat onder andere die volgende insluit: • Die afwenteling van die posevalueringsfunksie na elke provinsiale departement; sodat elke departement self verantwoordelik is vir departementele posevaluering. • Die skepping van ‘n Posevaluering Eenheid binne elke provinsiale departement. • Die voorgestelde Proses Model vir die evaluering van poste binne provinsiale departemente oorweeg word. • Die verantwoordelikheid van die Direktoraat Organisasie Ontwikkeling Intervensies in die Departement van die Premier vir die koördinering van die posevalueringsproses binne die Provinsiale Regering van die Wes-Kaap.

In South Africa, legislation dictates that employees must be developed resulting in the need to identify candidate's development capability. As such, it is essential to be able to measure the learning potential of candidates. In practice, cognitive ability has been linked to the complex process of job performance. This study aimed to determine whether learning potential can be used as a predictor of job performance. The Learning Potential Computerised Adaptive Test (LPCAT) was utilised to measure learning potential and job performance was measured through a promotion ratio (taking job knowledge and tenure into account). The moderator variables were investigated. A sample of 135 technical employees was drawn. The data was statistical manipulated reporting various significant relationships confirming the internal reliability of the LPCAT and indicating a strong significant relationship between learning potential and job performance. Variables such as learning potential, job grade and tenure are significant when predicting job performance. / Industrial and Organisational Psychology / MA (Industrial and Organisational Psychology)

This research explores the relationship between personality traits, Psychological Capital and job performance amongst sales employees within an Information, Communication and Technology (ICT) sector in South Africa. The study was conducted through quantitative research. The study used the Basic Traits Inventory short form (BTI) to measure personality traits; the Psychological Capital questionnaire (PCQ) to measure the Psychological Capital; and the Job Performance questionnaire (JBQ) to measure individual performance. A biographical questionnaire was also used. The questionnaires were administered to a population of 145 sales employees, 85 of whom were based in the company’s Johannesburg office, with the rest dispersed in the company’s Cape Town, Durban, Port Elizabeth, Bloemfontein, wider Free State and Mpumalanga offices. In view of the fact that the sample was small, 100% of the population was included in the study. A theoretical relationship between the constructs was determined and an empirical study provided evidence of the degree of relationship that existed between them. The results reveal significant relationships to exist between some sub-scales; however, statistical significance could not be reached for some correlations. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The main aim of this diploma thesis is to analyse the state of remuneration of employees, the way of their motivation and suggest a possible change of the system based on the found results. The aim of the first, theoretical part is the synthesis of professional publications, the output of which will be a literary overview. The comprehensive view of the issue is set and there are analysed the most important theoretical findings relating to the medium-sized business, motivation, motivation theory, motivation and remuneration, remuneration management and its objectives, rewards and work performance, the structure and form of wages, evaluation of work, the most common forms of wages, employee benefits, MS as an instrument for motivation and remuneration. The course of the research is presented in the practical part and it is carried out in the XY health insurance company. At first, this organization is briefly described and then a self-directed research is conducted through a questionnaire survey of counter staff, client centre managers and project managers / shoppers, the current state of employee remuneration and motivation is analysed.Subsequently, an analysis of the effect of the IMS reward compared with the adoption of IMS and motivation for improvement of client center managers and counter-staff is performed. Thus the data obtained from the questionnaire survey with the data provided by the company on IMS remuneration are compared. Finally, the acquired data are evaluated, suggested recommendations for improvement of the situation and a summary of the work is drawn up.