The past thirteen years of democratic rule in South Africa have been characterised by policy making and legislative reform aimed at meeting constitutional imperatives. One of the central programmes of reconstruction is the development of human resources. Within the public service this programme has been addressed by a number of policies and laws, however the building of the developmental state remains a challenge for South Africa. The Ten Year Review conducted by the Presidency of the Republic of South Africa identifies the need for delivery within the public service during the second decade of democracy and urges government departments to “focus on practical implementation as distinct from setting out a policy framework which now exists, through the adoption of project management practices and community development works”. To enhance the implementation of strategic objectives and outputs in departments, capacity building coupled with enabling processes for improving the delivery of services on provincial and local government levels is critical. It is within the above context that this dissertation aims to give an analysis of the state of skills in the South African public service. This dissertation will begin by discussing findings on employment experiences of graduates; thereafter an evaluation of the higher education framework in South Africa will be undertaken. A closer look at the framework for skills development and training in the public service will also be explored. The findings relating to graduate employment experiences includes the period it takes them to find employment, the factors that influence employability, the types of jobs they find, their own perceptions of the relation of the level of jobs they found both to their qualification and the sectors of employment. The study will also explore the mobility in the South African labour market as well as moving abroad and the reasons for this choice. The role of the public sector as an employer will also be explored. A comprehensive analysis of the Higher education initiatives, specifically Further Education Training colleges (FET). A critical analysis of institutions created to promote training and skills development in the public service such Public Service Sector Education and Training Authority (PSETA), South African Management and Development Institute (SAMDI), will be explored adjacent to their performance against their mandates with the objective of establishing their effectiveness. The case of the Department of Provincial and Local Government (DPLG) will be used to demonstrate the point that career management programmes are lacking in the public service and this fuels the increase in turnover of staff. Also the DPLG will be used to illustrate that external consultants are used to provide training and not SAMDI and PSETA, these occurrences within the DPLG will be interrogated. Finally the National Skills Development Strategy (NSDS) will be evaluated to determine its effectiveness in tackling the serious challenge of skills in South Africa. / Dissertation (MAdmin (Public Administration))--University of Pretoria, 2008. / School of Public Management and Administration (SPMA) / unrestricted

At the heart of Environmental Impact Assessment (EIA) lies the focus of identification and assessment of predicted impacts, with the management actions (i.e. Environmental Management Programmes) (EMPr) often being described only in illustrative terms. In order to promote effective Environmental Management (EM) it is important that the management actions arising from EIAs are clearly defined and translated into a good quality EMPr. The thesis had three aims, (1) to determine what is regarded as high-quality criteria for EMPrs (i.e. develop an EMPr review package), (2) to determine the quality of a sample of 20 South African EMPrs by applying the EMPr review package and (3) to provide feedback on the utility of the review package. The EMPr review package was developed by converting high quality criteria for EMPrs into a review package. The EMPr review package has been structured around five (5) Review Areas each with between two and six review categories. Review categories contain between one and eight review sub-categories informing the criteria. The EMPrs were reviewed by applying the EMPr review package. Key shortfalls of EMPrs were found to be: • A lack of project detail and overview to place the EMPr in context; • Insufficient descriptions of the receiving environment and baseline environmental conditions; • Lack of maps, layouts and facility illustrations prescribing where activities must or must not take place; • In most cases no objectives and targets were set for management measures; • The stakeholder engagement process was not clearly defined (who, how, when); • The document and record keeping process was unclear; • The process of managing emergency situations and subsequent remediation were lacking; • No implementation timeframes were set for the implementation of mitigation measures; and • The rehabilitation process was not described in detail. The use of, and overall utility of the EMPr review package is simple and straight forward. A shortfall of the EMPr review package, however, is that results are likely to differ from one reviewer to another based on the reviewer‟s experience with EMPrs. The application of the EMPr review package might improve the quality of EMPrs and over time contribute to improved environmental performance. / Thesis (M. Environmental Management)--North-West University, Potchefstroom Campus, 2013.

At the heart of Environmental Impact Assessment (EIA) lies the focus of identification and assessment of predicted impacts, with the management actions (i.e. Environmental Management Programmes) (EMPr) often being described only in illustrative terms. In order to promote effective Environmental Management (EM) it is important that the management actions arising from EIAs are clearly defined and translated into a good quality EMPr. The thesis had three aims, (1) to determine what is regarded as high-quality criteria for EMPrs (i.e. develop an EMPr review package), (2) to determine the quality of a sample of 20 South African EMPrs by applying the EMPr review package and (3) to provide feedback on the utility of the review package. The EMPr review package was developed by converting high quality criteria for EMPrs into a review package. The EMPr review package has been structured around five (5) Review Areas each with between two and six review categories. Review categories contain between one and eight review sub-categories informing the criteria. The EMPrs were reviewed by applying the EMPr review package. Key shortfalls of EMPrs were found to be: • A lack of project detail and overview to place the EMPr in context; • Insufficient descriptions of the receiving environment and baseline environmental conditions; • Lack of maps, layouts and facility illustrations prescribing where activities must or must not take place; • In most cases no objectives and targets were set for management measures; • The stakeholder engagement process was not clearly defined (who, how, when); • The document and record keeping process was unclear; • The process of managing emergency situations and subsequent remediation were lacking; • No implementation timeframes were set for the implementation of mitigation measures; and • The rehabilitation process was not described in detail. The use of, and overall utility of the EMPr review package is simple and straight forward. A shortfall of the EMPr review package, however, is that results are likely to differ from one reviewer to another based on the reviewer‟s experience with EMPrs. The application of the EMPr review package might improve the quality of EMPrs and over time contribute to improved environmental performance. / Thesis (M. Environmental Management)--North-West University, Potchefstroom Campus, 2013.

Yes

Thesis (MPA.) -- University of Limpopo, 2015 / The study investigated the management of the social reintegration programme in the Department of Correctional Services in Mbombela Municipality, Mpumalanga Province. The role played by the stake holders in the programme and the department in rehabilitating and reintegrating the offenders. The purpose is to evaluate the effectiveness of the programme; social acceptance and the application of skills obtained in the correctional facility as a deterrent to committing a further crime. Section 50 of the Correctional Services Act, 1998 (Act No. 111 of 1998); provide the following mandates; the objectives of the study is amongst others to afford sentenced offenders an opportunity to serve their sentences in a non- custodial manner, to enable persons subject to the programme to lead a specially responsible and crime free life during the period of their sentence and in future, to enable offenders to be rehabilitated in a manner that best keeps them as integral part of society and to enable them to be fully reintegrated into society when they have completed their sentences. The investigation is both qualitative and quantitative whereby; it would be descriptive; analytical, interpretive and evaluative. The findings of this study have shown that the majority of offenders do not lead a crime free life after imprisonment. However, Correctional programmes rendered are designed to equip offenders with skills to lead a responsible life on reintegration and also the level at which other stake-holders are involving themselves in the reintegration of offenders in order to reduce reoffending. The recommendations suggest the following as research findings: • Offenders should be equipped with skills that can make them employable and self-sufficient in the outside world. • Offenders should also be monitored even after hours; there must be no specific time of monitoring. • More resources should be channelled to the programme. • Correctional Services should employ the aid of external service providers in order to equip offenders with skills in the community and reduces the chances of reoffending. • External stake-holders should continue rendering programmes to ex-offenders who exited the system.

Thesis (MBA)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: The changing environment has had an influence on managerial skills and competencies. The question is what will be expected from the millennium manager? Thus what competencies would be needed to cope in the now faster changing era and how must training interventions be adapted to ensure optimum development opportunities? Although management is found at all levels and in all functions of an organisation, each level and each role requires different personal skills for the performance of the management task. However conceptual skills which involves the manager's thinking and planning abilities and interpersonal skills which refer to the ability to work with people, are mutually inclusive to all managerial positions. From literature it is clear that there are many methodologies available for management development such as corporate universities, outsourcing to local accredited colleges and universities for specialised programs such as a formal MBA, mentoring programs, leadership development programs, self-directed learning and career development. Critical evaluation of these interventions however indicate that conceptual skills are addressed but that the social and emotional dimensions are lacking. The focus of development interventions must shift to a more holistic, integrated approach of employee well-being. Another question to be asked is do educators take cognisance of the fact that personality and or psychological types are learning in different ways under different circumstances. In literature there seems to be very little evidence that programs are adapted to cater for these differences. From the literature sufficient information regarding learning theories, andragogy, learning styles and management development models is available. The challenge however is to incorporate and integrate the available information effectively to address the needs of a psychological, culturally diverse population. The trend in management development is moving towards incorporation of emotional intelligence as one of the components of development programmes. The emotional competence framework focus on personal competence which determines how we manage ourselves, and on social competence which determines how we handle relationships. In order to be able to effectively manage ourselves we have to focus on self-awareness, self-regulation and motivation. Therefore the need exists for a selfmanagement intervention in management development programmes. Very little information is available in existing literature on self-management programmes. The outcome of this literature survey is a suggested framework for a self-management module. The framework suggests three phases namely phase 1: Self-discovery which entails the gathering of information regarding personality and learning styles, brain dominance and the emotional intelligence (EO) map. Phase 2: Self-transforming which starts with the analysis of the self-discovery interventions, followed up by a guided process of self-transforming which entails personal goal setting and action plans. Phase 3: Self-mastery which is an active working towards the goals in all spheres of one's life, and celebrating "victories" to reinforce newly acquired skills or competencies. A follow-up on this study would be to develop a detailed module, integrating all the principles, theories and models to ensure a management development intervention that succeeds in providing "self-managing managers"! / AFRIKAANSE OPSOMMING: Die veranderende omgewing en tye het 'n invloed gehad op bestuursvernuf en bekwaamheid. Die vraag is dus: Wat sal verwag word van die "Millennium Bestuurder"? Dit wil sê, watter bekwaamhede sal nodig wees om aan te pas by dié vinniger veranderende era en hoe moet beroepsopleiding aangepas word vir optimum ontwikkelingsgeleenthede. Alhoewel bestuur gevind word op alle vlakke en in alle funksies van 'n organisasie, vereis elke vlak en elke rol verskillende persoonlike kundighede vir die uitvoer van die bestuurstaak. Konsepsuele kundigheid, wat na die bestuurder se denkvermoë, beplanningsvernuf en interpersoonlike vaardighede verwys, is wedersyds ingeslote by alle bestuursvlakke. Vanuit die literatuur is dit duidelik dat daar baie metodes van studie beskikbaar is vir bestuursontwikkeling soos korporatiewe universiteite, plaaslike ge-akkrediteerde kolleges en universiteite vir gespesialiseerde programme soos 'n formele MBA, mentorskapprogramme, leierskapontwikkelingsprogramme, self-gedrewe leeraktiwiteite en beroepsontwikkeling. Kritiese evaluasie van die intervensies wys daarop dat konsepsuele kundighede wel geadresseer word, maar dat die sosiale en emosionele dimensies ontbreek. Die fokus van ontwikkelingsintervensies moet skuif na 'n meer holistiese geïntegreede benadering in terme van werknemersgesondheid. Ons kan die vraag afvra of opvoeders wel kennis neem van die feit dat persoonlikheids- en sielkundige tipes verskillend leer onder verskillende omstandighede. In die literatuur blyk daar min bewyse te wees van programme wat aangepas is om vir dié verskille voorsiening te maak. In die literatuur is daar wel genoegsame inligting oor leerteorieë, andragogie, leerstyle en bestuursontwikkelingsmodelle. Die uitdaging is dus om die beskikbare inligting te inkorporeer, integreer en die behoeftes van 'n sielkundig, kulturele diverse populasie effektief te adresseer. Die neiging in bestuursontwikkeling is die inkorporering van emosionele intelligensie as een van die komponente van ontwikkelingsprogramme. Die emosionelevaardigheidsraamwerk fokus op persoonlike vaardigheid, wat bepaal hoe individue hulself bestuur, en op sosiale vaardigheid, wat bepaal hoe individue verhoudings hanteer. Dus die behoefte bestaan vir 'n self-bestuurs intervensie in bestuursontwikkelingsprogramme. Baie min informasie in Suid-Afrikaanse navorsing is beskikbaar in bestaande literatuur op self-bestuursprogramme. Die uitkoms van dié literatuurstudie is 'n voorgestelde raamwerk vir 'n self-bestuurs module. Die raamwerk stel drie fases voor naamlik, Fase 1: Self-ontdekking wat insluit die invordering van informasie aangaande persoonlikheids-en-Ieerstyle, brein dominansie en die emosionele intelligensie kartering. Fase 2: Self-transformasie wat begin by die analise van die self-ontdekkings intervensies, gevolg deur 'n gereguleerde proses van selftransformasie wat omvat persoonlike doelstellings en aksie planne. Fase 3: Selfbemeestering wat 'n aktiewe strewe is na die bereiking van doelstellings in alle sfere van 'n individu se lewe en die viering van "oorwinnings" om nuutgevonde vaardigede en kundighede te versterk. 'n Opvolg op dié studie sou wees om 'n gedetailleerde module saam te stel wat al die beginsels, teorieë en modelle integreer om sodoende 'n bestuursontwikkelings intervensie te verseker met "self-besturende bestuurders" as uitkoms!

Thesis (MComm)--Stellenbosch University, 2011. / ENGLISH ABSTRACT: This study stems from an urgent need to understand which factors contribute to nurse practitioners’ intention to quit, and consequently what organisations can do to retain these practitioners. There is increased pressure on the healthcare sector, more specifically nursing, due to a severe shortage in this discipline. These shortages are not an isolated phenomenon, but influence the private as well as public sector worldwide, as well as in South Africa. A multitude of factors contribute to the fact that nursing is a scarce skill worldwide. Some factors are controllable, others not. By isolating the controllable factors, organisations and managers can be equipped to put action plans in place to decrease the impact of this crisis. Processes and action plans to enlarge the nursing pool, and also to retain the current workforce, can contribute to overcoming this challenge. There is proof that the implementation of a structured talent management programme can contribute to overcoming this challenge. Line managers and their competence regarding the management of personnel play a key role in such a talent management programme. This study has as its objective to re-evaluate an existing talent management competency model for line managers, and to propose additional variables that can influence organisational outcomes like job satisfaction, organisational commitment and turnover intention. By understanding which line manager competencies influence organisational outcomes, and the manner in which they influence these outcomes, line managers as well as organisations can be equipped to formulate processes and programmes that can contribute to the retention of a scarce skill, and importantly, also minimise the impact of a worldwide crisis. The results of the study indicated that the operationalisation of the talent management competencies failed. The originally proposed model consequently had to be reduced by deleting all talent management latent variables from the model. Poor model fit was obtained for the reduced model. Modifications were, however, made to the reduced model based on modification index suggestions derived from the data. The modified model showed good fit and support was obtained for all the paths in the modified model. Crossvalidation of the modified model was recommended. / AFRIKAANSE OPSOMMING: Hierdie studie spruit uit ‘n dringende behoefte om te verstaan watter faktore daartoe bydra dat verpleegkundiges die voorneme ontwikkel om ‘n organisasie te verlaat, en gevolglik wat organisasies kan doen om verpleegkundiges wel te behou. Toenemende druk word in die gesondheidsorgsektor ervaar, meer spesifiek op verpleging, weens ernstige tekorte in hierdie dissipline. Hierdie tekorte is nie ‘n geïsoleerde verskynsel nie, maar raak die privaatsektor sowel as die publieke sektor wêreldwyd, sowel as Suid-Afrika. ‘n Veelvoud van faktore dra daartoe by dat verpleegkunde ‘n skaars vaardigheid wêreldwyd is. Sekere faktore is beheerbaar, ander nie. Deur die beheerbare faktore te isoleer, kan organisasies en bestuurders aksieplanne in plek stel om die impak van hierdie krisis te verminder. Prosesse en aksieplanne om byvoorbeeld die verplegingpoel te vergroot, en ook om die huidige werksmag te behou, kan bydra tot die oorbrugging van hierdie uitdaging. Daar is bewyse dat die implementering van ‘n gestruktureerde talentbestuurprogram kan bydra om hierdie uitdaging te oorkom. ‘n Sleutelrol in so ‘n talentbestuurprogram, is die lynbestuurder en sy/haar bevoegdheid ten opsigte van die bestuur van personeel. Hierdie studie het ten doel om ‘n bestaande talentbestuurmodel vir lynbestuurders te her-evalueer en addisionele veranderlikes voor te stel wat organisasie-uitkomste soos werkstevredenheid, organisasie-verbondenheid en voorneme om te bedank beïnvloed. Deur te verstaan watter lynbestuurbevoegdhede organisasie-uitkomste beïnvloed en die wyse waarop hierdie bevoegdhede op hierdie uitkomste inwerk, kan lynbestuurders, sowel as organisasies, toegerus word om prosesse en programme te formuleer. Hierdie programme kan ‘n bydra lewer tot die behoud van ‘n skaars vaardigheid, en sodoende die impak van ‘n wêreldwye krisis minimaliseer. Die resultate van die studie het aangetoon dat die operasionalisering van die talentbestuurbevoegdhede onsuksesvol was. Die oorspronklik voorgestelde model moes gevolglik gereduseer word deur die talentbestuur-latente veranderlikes uit die model te verwyder. Swak modelpassing is vir die gereduseerde model bevind. Wysigings is egter aan die gereduseerde model aangebring gebaseer op modifikasie-indeksvoorstelle afgelei uit die data. Die gewysigde model het goeie passing getoon en steun is vir al die bane in die gewysigde model gevind. Kruisvalidasie van die gewysigde gereduseerde model is aanbeveel.

The importance of stress management is emphasized throughout this study as well as the need to cater stress management programmes to the unique needs of individuals. The possibility of introducing an animal-assisted stress management programme into the work environment is explored by means of a qualitative study in order to test out the feasibility of such an intervention. The positive physical and psychological effects animals have on humans has been extensively researched and reported. Eleven participants were randomly chosen from within the same department by means of purposive sampling. Semi-structured interviews were held with each participant and thematic analysis was used to analyse the transcribed interviews. Various themes were identified and explored with the most prominent highlighting the need for privacy, respect and connection. Although animals do have positive effects on some employees, there are individual differences that need to be considered. An electronic animal-assisted stress management intervention is recommended. / Psychology / M.A. (Psychology)

Afrikaans text / Die doel van die navorsingstudie was om die voorkoms en hantering van stressors en stres by welsynsorganisasies in die Boland streek te ondersoek ten einde aanbevelings aan die Bestuur van welsynsorganisasies te maak met die oog op voorkoming en vermindering van stres in die werksplek. Vyftien (15) welsynsorganisasies en agtien (18) maatskaplikewerkbestuurders in die Boland streek is by die ondersoek betrek. Slegs veertien (14) maatskaplikewerkbestuurders het aan die ondersoek deelgeneem. Die navorsingsproses is deur kwantitatiewe navorsing gerig en die navorsinginligting is met behulp van literatuurstudie en ‘n gestruktureerde vraelys bekom. Na aanleiding van die empiriese ondersoek is die gevolgtrekking gemaak dat Maatskaplikewerkbestuurders in die Boland streek werkstres ervaar en dat die meeste privaat-; en staatswelsynsorganisasies nie oor programme vir die voorkoming van stres beskik nie. Daar word aanbeveel dat die Bestuur van welsynsorganisasies die verantwoordelikheid moet neem om stres in die werksplek te bestuur deur die daarstelling van stres voorkomingstrategieë. / The purpose of this research study was to investigate the occurrence of stressors and stress in the private-; as well as government welfare organisation in the Boland region and to make recommendations to the Management of welfare organisations regarding the prevention and decrease of stress in the workplace. Fifteen (15) welfare organisations with eighteen (18) social work managers were approached, but only fourteen (14) participated in the investigation. The research process was directed by quantitative research and research information being obtained through literature study and a structured questionnaire. With reference to the empirical study, it was established that social workers in the Boland region experience stress in the workplace and most of the welfare organisations do not have stress prevention programmes available for social work personnel. It is recommended that the Management of welfare organisations institute stress management programmes with the focus on management of stress through stress prevention strategies. / Social Work / M.A. (SS)

Afrikaans text / Die doel van die navorsingstudie was om die voorkoms en hantering van stressors en stres by welsynsorganisasies in die Boland streek te ondersoek ten einde aanbevelings aan die Bestuur van welsynsorganisasies te maak met die oog op voorkoming en vermindering van stres in die werksplek. Vyftien (15) welsynsorganisasies en agtien (18) maatskaplikewerkbestuurders in die Boland streek is by die ondersoek betrek. Slegs veertien (14) maatskaplikewerkbestuurders het aan die ondersoek deelgeneem. Die navorsingsproses is deur kwantitatiewe navorsing gerig en die navorsinginligting is met behulp van literatuurstudie en ‘n gestruktureerde vraelys bekom. Na aanleiding van die empiriese ondersoek is die gevolgtrekking gemaak dat Maatskaplikewerkbestuurders in die Boland streek werkstres ervaar en dat die meeste privaat-; en staatswelsynsorganisasies nie oor programme vir die voorkoming van stres beskik nie. Daar word aanbeveel dat die Bestuur van welsynsorganisasies die verantwoordelikheid moet neem om stres in die werksplek te bestuur deur die daarstelling van stres voorkomingstrategieë. / The purpose of this research study was to investigate the occurrence of stressors and stress in the private-; as well as government welfare organisation in the Boland region and to make recommendations to the Management of welfare organisations regarding the prevention and decrease of stress in the workplace. Fifteen (15) welfare organisations with eighteen (18) social work managers were approached, but only fourteen (14) participated in the investigation. The research process was directed by quantitative research and research information being obtained through literature study and a structured questionnaire. With reference to the empirical study, it was established that social workers in the Boland region experience stress in the workplace and most of the welfare organisations do not have stress prevention programmes available for social work personnel. It is recommended that the Management of welfare organisations institute stress management programmes with the focus on management of stress through stress prevention strategies. / Social Work / M.A. (SS)