Background: The success achieved with the South-African Police Service’s generic Personnel Capacity-Building Programmes contributed to a 2003 decision by the National Commissioner that a similar type of intervention should be included in the basic training of SAPS recruits. This led to the development of the Self-Management Programme. This programme is, since July 2004, an integral part of the empowerment of more than 8000 recruits annually and is presented on a bi-annual basis. A comprehensive study into the programme’s short-term and long-term effect and return on investment (ROI) was launched in 2004. This thesis will report on the results achieved with the measurement of the programme’s human relation and health maintenance components. Objectives: The primary aim of the study was to determine the effect of the Self-Management Programme’s human relations and health maintenance modules on the knowledge, attitude and behaviour of SAPS recruits, as well as the programme’s return on investment coefficient. Method: The study utilised an experimental research design, as well as focus groups and triangulation. It involved an average of 520 recruits (400 for the experimental groups and 120 for the control groups) per module. This was supplemented by qualitative research in which 91 recruits participated in various focus groups. The modules and programme was also subjected to a structured and comprehensive return on investment analysis. Results: Through the triangulation of measurements it was ascertained that the human relations and health maintenance modules had a practical significant effect on the recruits’ knowledge, attitude and behaviour and empowered them on both a personal and a professional level. The ROI analysis also showed that the programme was of considerable financial benefit to the SAPS and should remain as an integral part of all new recruits’ training in the future. / Thesis (Ph.D. (Social Work))--North-West University, Potchefstroom Campus, 2006.

Background: The success achieved with the South-African Police Service’s generic Personnel Capacity-Building Programmes contributed to a 2003 decision by the National Commissioner that a similar type of intervention should be included in the basic training of SAPS recruits. This led to the development of the Self-Management Programme. This programme is, since July 2004, an integral part of the empowerment of more than 8000 recruits annually and is presented on a bi-annual basis. A comprehensive study into the programme’s short-term and long-term effect and return on investment (ROI) was launched in 2004. This thesis will report on the results achieved with the measurement of the programme’s human relation and health maintenance components. Objectives: The primary aim of the study was to determine the effect of the Self-Management Programme’s human relations and health maintenance modules on the knowledge, attitude and behaviour of SAPS recruits, as well as the programme’s return on investment coefficient. Method: The study utilised an experimental research design, as well as focus groups and triangulation. It involved an average of 520 recruits (400 for the experimental groups and 120 for the control groups) per module. This was supplemented by qualitative research in which 91 recruits participated in various focus groups. The modules and programme was also subjected to a structured and comprehensive return on investment analysis. Results: Through the triangulation of measurements it was ascertained that the human relations and health maintenance modules had a practical significant effect on the recruits’ knowledge, attitude and behaviour and empowered them on both a personal and a professional level. The ROI analysis also showed that the programme was of considerable financial benefit to the SAPS and should remain as an integral part of all new recruits’ training in the future. / Thesis (Ph.D. (Social Work))--North-West University, Potchefstroom Campus, 2006.