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Despite advances in the application of analytics in business functions such as marketing and finance, and a significant degree of interest in the topic of Human Resource analytics, its usage is still nowhere near where it could be. This study’s primary aim was to measure the levels of usage of HR analytics among South African organisations, an exercise that has not been done before. This qualitative, exploratory study was conducted among 16 senior Human Resource practitioners from large organisations in South Africa. Being qualitative, a limitation of this study is that it is not representative and therefore the results cannot be generalised. Further opportunities therefore exist for quantitative, longitudinal research in this field to objectively ascertain the extent of usage of HR analytics. It was found that South African organisations’ usage of HR analytics is still in its infancy and that the concept and its implications are little understood. It also found that there is consensus regarding the importance for HR analytics in organisations and that the HR analytical skills challenge is the main hindrance to implementation. Importantly, the study demonstrated and that the overall outlook for HR analytics is positive. The research makes recommendations and proposes a model that should enable organisations, the HR profession and the academic world to implement HR analytics. / Dissertation (MBA)--University of Pretoria, 2013. / zkgibs2014 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Effective leaders who can solve complex, strategic business problems are the key differentiator in the new world of work. As external environmental changes converge with internal organisational shifts, the need for a strong bench of leaders becomes critical in driving profitable growth. This study explores the relationship between personality and the ability to manage the complexity of the emerging environment. Based on the CPI and CPA assessments of 256 managers and executives, correlations and multiple regressions were performed to identify the new strategic leadership profile. Anchored in Complexity Leadership Theory (CLT), this research builds on the leadership functions of CLT to provide new insight into the role of individual characteristics in the ability to think strategically. The consolidated findings identified Dominance, Flexibility, Achievement via Independence, Psychological Mindedness and Self-Acceptance as key constructs in the ability to think strategically. These outcomes sharpen the new leadership profile and enable the development of tools that can directly improve the organisation’s ability to identify, attract, select and develop leaders who are proficient in the emergent, complex context. Further research can enhance the robustness of this leadership profile through supplementary exploration of the remaining constructs that determine the ability to think strategically. / Dissertation (MBA)--University of Pretoria, 2013. / pagibs2014 / Gordon Institute of Business Science (GIBS) / unrestricted

A preliminary review of the literature on cultural or expatriate adjustment with regard to the spouses of diplomatic personnel, such as the military attaché, clearly indicated a gap in the existing knowledge scholars have of the adjustment experiences of spouses of expatriate managers. The aim of this study was exploring and describing one South African expatriate’s wife’s authentic experiences of expatriate adjustment to India. A modernist qualitative methodology with symbolic interactionism as theoretical framework and interpretivist constructivism as research paradigm was employed. The case study was used as qualitative research strategy and the life history was used as the qualitative research technique. Purposeful sampling was employed. Plummer’s (2001) critical humanism was included to reflect the flavour of the diversity of frameworks available to life history researchers. Data were obtained from solicited and unsolicited sources. This yielded a life history with rich descriptive data that were systematically analysed with the grounded theory technique proposed by Strauss and Corbin (1990, 1998). A conceptual framework was compiled and used to substantiate the finding by means of a literature review, the identification of the core category, and finally the development of a substantive theory called: a transitional theory of spousal expatriate adjustment. Guidelines proposed in the literature were followed to ensure the authenticity, trustworthiness and credibility of the study. The findings provided some understanding of how wives of military attaché’s experience the process of expatriate adjustment. Recommendations were made to improve current practice. The study also made a methodological contribution to the local study of Industrial and Organisational Psychology and in particular International Human Resources Management. Recommendations are made for future research. / Prof. Willem Schurink

D.Litt. et Phil. / With the emergence of what has been referred to as the "post-industrial" society, the last decade has seen employer-employee work relationships undergoing a high level of change, as organisations restructure in an attempt to survive in the emerging global economy. Largely due to this, the nature of work has changed, placing tension on intra-organisational trust. As organisations readjust in an attempt to face the future they often find that intra-organisational trust is in a crisis, at a time when emphasis is being placed on the need for trust-based relationships. This renewed focus, and paradox that intra-organisational trust faces, has, on a multidisciplinary basis, caught the attentions of numerous academics, resulting in numerous attempts to understand aspects of interpersonal trust. In this study some of these attempts are considered in proposing a model for intra-organisational trust and certain aspects of this model are tested empirically. To achieve this, a multifaceted approach is employed, within a South African financial institution, whereby triangulation is used through gathering both quantitative and qualitative data. A research instrument is developed, by means of which the facilitators of trustworthiness, as proposed in terms of a model for trust and percieved by respondents, are measured. An analysis of the data gathered in respect of the various biographical categories at the company investigated, is undertaken. In terms of this analysis the relationship between interpersonal trust and the facilitators of trustworthiness is assessed, and the implications of this study for theory and policy are considered.

M.Ed. / Please refer to full text to view abstract

M.Com. (Business Management) / Companies in the Republic of South Africa are under increasing pressure to improve productivity, due to increased world market competition and change in market situations. For a country to grow economically, to create job opportunities and to restrict inflation and increases in labour costs, productivity improvement is essential. If the real output per worker increases the real income will increase, and will lead to an increased living standard. Productivity improvement within a business enterprise organisation cannot be applied to one aspect only. There is a relation between factors that influence productivity. Productivity improvement can only improve successfully within a business enterprise if management, workers and work groups strive together to solve productivity problems. Group based incentive schemes have always been used, especially at top management level. It has only recently drawn attention as a total organisation incentive scheme. Management started believing that all workers can play a role and make a contribution to productivity improvement. Group productivity incentive schemes encourage management, workers and work groups to work together to solve productivity problems. Management and workers can benefit by a properly designed productivity incentive scheme. Workers earn a higher income, as well as improving their standard of living, enabling them to gain better job security. The company can increase its level of productivity to become more competitive and to improve profitability. This study determines: All the important aspects which must be considered for the successful use of group incentive schemes to increase the productivity of direct labour in the manufacturing

Dr. Renalde Huysamen

M.Ed. (Educational Management) / Please refer to full text to view abstract

M.Ed. (Education Management) / Please refer to full text to view abstract