The aim of the study is to design a needs assessment data collection instrument; administer it to a representative sample of employees in the department; and to analyze the findings in order to make recommendations regarding the design of an Employee Assistance Programme (EAP) for the Department of Water Affairs and Forestry (DWAF) in the Northern Province. The literature review concentrates on the design and application of needs assessments for EAPs. A data collection instrument, the SAGENA was designed, piloted and then trans,ated into the major languages spoken by DWAF employees in the region, and content is given. Out of the total population of 7,381 employees, a stratified, random sample of DWAF employees was selected for the study. A total of 550 employees completed the questionnaire, which represented a 7,45% sample with a 93% response rate. The findings showed that 97% of employees felt that an EAP would have a positive impact on their well-being and work performance. The majority said they would use counselling for themselves (71%) as well as for referring colleagues and subordinates (67%). The most prevalent problems (financial problems, retrenchment, retiring and HIV fears etc.) and least prevalent problems of employees are reported in the study as well as employees' preferences for various forms of EAP services. Finally recommendations are made regarding the design of an EAP for DWAF: Northern Province. / Social Work / M.A.(Socal Science)

Text in Afrikaans / Performance management and performance appraisal plays a crucial role in developing human resources. In the social work profession the social work supervisor is the person responsible to appraise the performance of the social worker because of the excellent position to observe the job performance directly and consistently. The purpose of this study is to investigate how social work supervisors perform their supervisory functions and apply performance appraisal. The researcher used qualitative research for an exploratory and descriptive study. In-depth interviews were use as data collection method. The sample group was social work supervisors in the employment of the Western Cape Department of Social Development. Performance appraisal can be use to encourage professional growth and development of social workers. Performance appraisal is a supervisory duty and thus a component of administrative, educational and supportive supervision. It seems however that supervisors experience problems with performing supervision and to apply performance appraisal. / Thesis (M.A. (Maatskaplike Werk))

The objective of this study was: (1) to determine the relationship between job embeddedness (measured by the Job Embeddedness Scale), work engagement (measured by the Utrecht Work Engagement Scale), and turnover intention (measured by the Turnover Intention Scale); and (2) to determine whether employees from different groups, namely age, race, gender, marital status and tenure differ significantly in their levels of job embeddedness, work engagement and turnover intention. A quantitative survey was conducted on a non-probability purposive sample (N = 153) of staff in a higher education institution. Correlational analyses revealed significant relationships between job embeddedness, work engagement and turnover intention. Multiple regression analyses showed that organisation links and dedication negatively predicted the participants’ turnover intention. Significant differences between age, race, gender, marital status and tenure were also found. The findings contribute valuable knowledge to the field of Career Psychology and can be applied in the retention of employees in the higher education institution. The study concludes with recommendations for future research and practice. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

It is generally acknowledged that human capital intangibles are major value drivers in the new economy characterised by information and technology. The main purpose of this study is to examine the extent to which companies listed on the Johannesburg Stock Exchange disclose information on human capital related issues. The study combined both qualitative (literature reviews and content analysis) and quantitative (survey questionnaire) methods to collect data of 60 corporate annual reports (CARs) of listed companies in South Africa from survey questionnaires administered on various categories of preparers and users of these CARs. The study made use of 91 human capital disclosure checklists developed from literature reviews for the purpose of data collection. The data analysis was done with the aid of Atlasti-a qualitative data analysis software and SPSS- a quantitative data analysis software. The findings show that majority of the items on the disclosure checklist are not yet disclosed in the CARs even though most of the items on the checklist are adjudged to be useful for organisational value creation. In view of the initial findings of this study, a human capital disclosure framework is recommended. / Business Management / D. Accounting Science

Text in Afrikaans / Hierdie studie is onderneem om die invloed van die veranderingsproses op die funksionering van 'n welsynsorganisasie te bepaal. 'n Literatuurstudie en empiriese studie is onderneem. Die navorsing het aangedui dat die redes vir verandering hoofsaaklik ekstern van aard is, dat 'n hoe persentasie respondente nie altyd die noodsaaklikheid of rede vir verandering verstaan nie, en dat die meerderheid die kommunikasieproses en deurgee van inligting nie altyd duidelik beleef nie. Die ondersoek dui verder aan dat die motivering van grondvlak maatskaplike werkers deur die bestuurders nie onderskat moet word nie. Die deurgee van inligting is positief ervaar, maar die werkers sou meer ondersteuning daarvan van die bestuur wou ervaar. Tydens die studie is daar 'n beperkte mate van weerstand gevind. Weerstand by werkers word egter beperk indien hulle ervaar dat hulle deel van die proses is, voorberei word op verandering, sekuriteit nie be"invloed word nie en hulle oor die nodige redes vir verandering ingelig wor / The purpose of this study was to establish the influence of the process of change on the functioning of a welfare organisation. A literature and empirical study was done. Research showed that reasons for change were primarily of an external kind, that a high percentage of respondents not always understand the necessity or reasons for change, and that most of the respondents experienced the communication channels and information not always as open and clear. The research shows that motivation of ground level social workers by managers must under no circumstances be under-estimated. The way in which information was given, was experienced positively, but workers needed more support with it from management. During the research a limited degree of resistance was further found. Resistance experienced by workers became less when they were part of the process, are prepared for change, their security not threatened and the reasons for change are known to them. / Social Work / M. Diac. (Maatskaplike Werk-rigting)

Text in Afrikaans, summary in Afrikaans and English / Hierdie studie is onderneem om die effek van leierskap op verandering in 'n nie-winsgewende organisasie te bepaal. 'n Literatuur- en 'n empiriese studie is onderneem. Literatuur beklemtoon dat verandering 'n realiteit in 'n organisasie is, 'n veranderingsagent die proses moet dryf en dat die transformasieleierskapstyl die gewenste styl vir veranderingsbestuur is. Navorsing toon dat verandering vanwee ekstreme invloede wel voorkom. Verwarring ten opsigte van wie die rol en verantwoordelikheid as veranderingsagent moet vertolk kom egter in die navorsing na vore. Die wyse en frekwensie waarop kommunikasie ten opsigte van verandering plaasgevind het, word oor die algemeen positief deur die respondente ervaar, maar respondente toon egter ook positiewe en negatiewe gedragsreaksies aan ten opsigte van verandering. Respondente toon dat die transformasieleierskapstyl met leierskapsgedrag/-kenmerke wat verband hou met integriteit, toeganklikheid en objektlwiteit hul tot deelname aan verandering motiveer. Navorsing toon ook dat leierskapspotensiaal en die behoefte aan leierskapsontwikkeling by respondente teenwoordig is. Navorsing het bevestig dat leierskap 'n effek op verandering in 'n nie-winsgewende organisasie het. / This research aims to establish whether leadership has an effect on change in a not-for-profit organisation. A literature and empirical study were conducted. Literature indicated that change in organisations is a reality and that organisations need to appoint change agents in order to facilitate the change process. Research has shown that change in not-for-profit organisation was caused by external influences and indicated that confusion exists as to whom the role and responsibility of change agent belongs to. Respondents indicated that they were generally positive about the frequency and way in which change was communicated but they indicated both positive and negative behavioral reactions to change. The transformational leadership style is highlighted as the best leadership style to manage change. The transformational leadership style with leadership behavior such as integrity, approachability and objectivity motivates respondents to participate in the change process. Research also indicated that respondents have leadership potential and have a need for leadership development. This study confirmed that leadership has an effect on change in a not-for-profit organisation. / Social Work / M.Diac. (Maatskaplike Werk-rigting)

Text in Afrikaans, abstract in Afrikaans and English / Prestasiebeoordeling is van kritiese belang vir die effektiewe bestuur van 'n welsynsorganisasie. Prestasiebeoordeling van maatskaplike werkers word dikwels afgeskeep, foutiewelik uitgevoer en met groot negatiwiteit bejeen. Hierdie verkennend-beskrywende studie het ten doel om wetenskaplik gefundeerde riglyne daar te stel vir die implementering van prestasiebeoordeling ten opsigte van maatskaplike werkers. Die doel is nie om volledige riglyne vir elke aspek van prestasiebeoordeling daar te stel nie, maar om probleme en leemtes vir toekomstige navorsing te identifiseer. Agt en dertig maatskaplike werkers en vier maatskaplikewerkbestuurders se belewenisse van prestasiebeoordeling is deur middel van vraelyste getoets en beskryf. Dit het geblyk dat prestasiebeoordeling van maatskaplike werkers ontwikkelingsgerig is en dat die maatskaplike werkers en maatskaplikewerkbestuurders baat vind by prestasiebeoordeling. Die maatskaplike werkers is van mening dat prestasiebeoordeling aangewend behoort te word vir die identifisering van leemtes en ontwikkelingsareas in die professionele toerusting van maatskaplike werkers. Aanbevelings ten opsigte van aspekte wat vir verdere navorsing oorweeg kan word, is gemaak. / Performance appraisal is critical to the effective management of a welfare organisation. Performance appraisal of social workers are often neglected, implemented incorrectly or regarded within a negative light. This exploratory/ descriptive study aims to set scientifically grounded guidelines for the implementation of performance appraisal with regard to social workers. The aim is not to provide comprehensive guidelines regarding every aspect of perforance appraisal, but to identify gaps and problems which may be studied in future research. Through questionnaires the perceptions of performance appraisal by 38 social workers and four social work managers were tested and described. It seemed that performance appraisal of social workers is geared towards development, and that social workers and social work managers do benefit from performance appraisal. Social workers were of the opinion that performance appraisal should be employed to identify gaps and development areas in equipping social workers professionally. Recommendations are made regarding aspects for further research / Social Work / M. Diac. (Maatskaplike Werk-rigting)

The objectives of the study were firstly to determine the relationship between employability attributes (measured by the Employability Attributes Scale), career adaptability (measured by the Career-Adapt Abilities Scale) and retention factors (measured by the Retention Factor Scale), and, secondly, to determine whether employees from different age, gender, race, tenure and job level groups differ significantly in their levels of employability attributes, career adaptability and retention factors. A cross-sectional quantitative, correlational research design was followed. The non-probability sample consisted of 321 permanently employed salaried employees in a South African automotive manufacturing company. Descriptive statistics, correlations, structural equation modelling and regressions were used for data analysis. The data analysis revealed significant associations between the career metacompetencies and retention factors. In addition, significant differences were found between age, gender, race, tenure and job level groups. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Thesis submitted in fulfilment of the requirements for the degree DOCTOR TECHNOLOGIAE Human Resource Management CAPE PENINSULA UNIVERSITY OF TECHNOLOGY 2014 / This study sought to gain a better understanding of the recruitment and performance management functions in the import and export industry in Cape Town, South Africa. While many studies have been conducted on recruitment and performance management, there is a paucity of research on these two functions within the industry. Recruitment and performance management are vital human capital and human resource (HR) functions that play a crucial role in guaranteeing an organisation’s ability to achieve its business strategy. Furthermore, studies have shown that in recent years, performance management has become intrinsic to most organisations. Therefore, the aim of this study was to develop awareness relating to the importance of the recruitment and performance management functions, among all levels of management. The research comprised five phases of data collection from 151 randomly selected respondents. A questionnaire was developed and distributed to gain insight into how these two functions were executed within the industry under investigation. Thereafter a performance management module was developed and implemented, and the questionnaire was redistributed after six months. The results support the view that the functions of recruitment and performance management are poorly managed within the industry. Furthermore, the intervention of the performance management module indicates that interaction with employees relating to individual performance enhances both their work performance and general awareness of inter-personal and organisational issues. The findings from this research suggest that recruitment and performance management are essential HR practices often overlooked in an environment that is random and extremely demanding. Disregard of these practices, especially performance management, has proved to have a negative impact on employee job performance. It is therefore recommended that organisations follow processes and invest in such programmes, not only to achieve their organisational goals, but also to develop and enhance employee performance. This study has specific and important implications for the import and export industry in Cape Town, substantiating the researcher’s premise that effective recruitment and performance management can improve and facilitate the management of the industry’s employees.

In the study the researcher has investigated the effectiveness of the use of the balanced score card as a performance management tool for grade 12 mathematics teachers at Amajingqi Secondary School in Adelaide, in the Fort Beaufort district, circuit 8. Thirty learners, four principals, four educators who teach mathematics and the mathematics Head of Department in the schools were selected as participants in this research. A questionnaire (Appendix A) was handed out to principals, HOD’s, mathematics educators and learners doing mathematics in the four schools (4) selected for the study. The main findings of this study were: Mathematics teachers had an average of sixteen years of experience in the subject. Maths teachers do no pay much attention to slow learners. Learners are demotivated and need motivation to perform above average. Learners do not practice mathematics enough. Parental involvement is lacking in assisting learners with schoolwork let alone mathematics. Maths teachers are overloaded with work as in the schools researched one teacher would teach mathematics from Gr. 8 to 12.