published_or_final_version / Business Administration / Master / Master of Business Administration

Thesis (MPA)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: The new management model for the Government places the responsibility for the execution of the human resources function within the management domain of the executive authority, department heads and line managers. Other than in the past, the human resources function has been decentralised at all provincial departments within the Western Cape. Departments subsequently went ahead and established their own human resources components. However, the creation and structuring of the said function within the different departments were completed, to a great extent, in isolation with each other. Although all departmental components had to perform the same functions within the same regulatory framework, there was little consistency in the way it was structured. The purpose of the research is to create a generic organisational structure to serve as a guideline whereby departmental human resources components could be organised. In order to design a model a literature study has been undertaken with the emphasis on structuring of organisations and a functional analysis of the human resources function has been done. The focus was on literature that deals with the structuring of human resources components. An analysis was also done on the regulatory framework in which the human resource function should function, within the Government. In view of the preceding discussions and due to specific principles, a generic organisational structure has been developed and is recommended that it serve as a guide to be applied within the Western Cape Provincial Administration. / AFRIKAANSE OPSOMMING: Die nuwe bestuursmodel vir die staatsdiens plaas die verantwoordelikheid vir die uitvoering van die menslike hulpbronbestuursfunksie binne die bestuursdomein van die uitvoeringsgesagte, departementshoofde en lynbestuurders. Waar die menslike hulpbronbestuursfunksie ten opsigte van bepaalde departemente binne die Wes-Kaapse Provinsiale Administrasie voorheen vanuit 'n gesentraliseerde komponent gelewer is, is die funksie gedesentraliseer en het departemente gevolglik begin om hul eie menslike hulpbronbestuur komponente te vestig. Die vestiging en strukturering van hierdie komponente het in isolasie tot mekaar plaasgevind, en was daar weinig sprake van patroonmatigheid in die wyse waarop dit gestruktureer is, alhoewel almal dieselfde funksies ingevolge dieselfde regulatoriese raamwerk moet verrig. Die doel van die navorsingstudie is om 'n generiese organisasiestruktuur te ontwerp om as riglyn te dien waarvolgens hierdie departementele menslike hulpbronbestuur komponente gestruktureer kan word. Ten einde die model te ontwerp is 'n literatuurstudie ten opsigte van organisasie-teorie met die klem opdie strukturering van organisasies onderneem, en is 'n funksionele analise van die menslike hulpbronbestuur funksie gemaak. Aandag is geskenk aan literatuur ten opsigte van die strukturering van menslike hulpbronbestuur komponente en is daar ook 'n ontleding van die regulatoriese raamwerk waarbinne die menslike hulpbronbestuur funksie binne die staatsdiens verrig staan te word, gedoen. Op grond van die voormelde en aan die hand van bepaalde beginsels is 'n generiese organisasiestruktuur ontwerp, en word aanbeveel dat dit dien as riglyn vir toepassing binne die Wes-Kaapse Provinsiale Administrasie.