South African School Governing Bodies play a crucial role in the governing of schools. One of the key challenges facing the School Governing Bodies is to contribute towards the creation of an atmosphere which is conducive for effective learning and teaching. This, among other ways, could be done by formulating a code of conduct for learners. The purpose of this study was to find out the role of the School Governing Body in formulating the code of conduct for learners. The subjects of the study were the parent and teacher components of the School Governing Bodies. Data collection for this study included questionnaires which were completed by parents and teachers who are members of the School Governing Bodies. Such data has been used to analyze and interpret the role played by the School Governing Bodies in formulating the code of conduct for learners. Among others, the study found that some members of the School Governing Bodies were not aware about their respective roles in the formulation of codes of conduct for learners and the policy relating to the code of conduct for learners. However, some School Governing Bodies have adopted the Provincial guidelines on the code of conduct as the code of conduct for their schools. The study recommends that the members of the School Governing Bodies should be empowered through, among others, continuous training courses relating to their respective roles in school governance.

M.A. / The objective of this study is to examine the economic growth and job creation in relation to macro economic policies in South Africa since 1994 to date. Economic growth theories help to explain the economic growth problem as well as the possibility to create jobs. Since 1994, the government has introduced three economic policy programmes namely the RDP, GEAR and MTEF. However, the unemployment rate is increasing and the economic growth is still low. The aim of this study is to: demonstrate that economic growth is the driving force to job creation; analyse the human resource development; examine the international experience in relation to South Africa; critically analyse labour market development and macro economic policies; provide recommendations to employment creation.

MPM / Department of Public and Development Administration

MPM / Oliver Tambo Institute of Governance and Policy Studies / See the attached abstract below

MCOM / Department of Human Resource Management and Labour Relations / This study sought to determine the influence of retention factors on employee organisational commitment at a higher education institution in South Africa. The study follows a quantitative methodology in which self- administered questionnaires were used to collect data from a stratified random sample of 274 participants. The strata were grouped as academic and nonacademic staff. Participants were then randomly selected from each stratum. Using Statistical Package for the Social Sciences (SPSS) version 23, both descriptive and inferential statistics including correlation and regression analyses were conducted to determine relationships between retention factors and employee organisational commitment variables. The Retention Factor Scale was used to collect data on retention factors and Organisational Commitment Questionnaire was used to collect data on employee organisational commitment. The findings indicated that job characteristics, supervisor support, career development and work-life balance are significantly related to employee organisational commitment. Furthermore, the results revealed that of the six retention factors, career development was the most significant factor which had an impact on employee organisational commitment. The study concludes that retention factors and their impact may differ based on different institutions, therefore, it is recommended that every institution should figure out the retention factors which have the most impact on their employees and find ways to improve employee organisational commitment.

Thesis (M. A. Commerce (Human Resource Management)) -- University of Limpopo, 2021 / The purpose of this study was to investigate the relationship between Human Resource Management (HRM) practices and organisational commitment of employees in the Small and Medium Enterprises (SMEs) in Capricorn District in Limpopo Province. A quantitative research design was used in which self-administered questionnaires were utilised to collect data from a convenience sample of 149 participants. The sample size constituted of 149 employees from 18 SMEs. The data was collected using three structured questionnaires (Demographic section), Human Resource Management Practices Questionnaire and Organisational Commitment Questionnaire, with closed questions. Descriptive and inferential statistics, including correlation and regression analyses, were used to conduct analysis. The findings indicated that there is a positive relationship between HRM practices and Organisational Commitment. The results revealed that employees were not satisfied with the HRM practices in the workplace and had low organisational commitment. It was recommended that SMEs managers implement proper HRM practices for their employees to be committed to the organisation. The study recommends further research on other HRM practices that may have influence on employees’ organisational commitment.

Thesis (M. Dev. (Planning and Management)) -- University of Limpopo, 2021 / Motivation is an internal drive to satisfy an unsatisfied need and the will to accomplish. Motivation has the role to develop and intensify the desire of every individual member of the organization to work effectively and efficiently in the area of operation. Dilokong hospital has recently experienced a high number of resignations by employees. The performance of services by the hospital staff members has declined. The government, which is responsible for implementing the national policies and programmes relating to motivation and performance, has failed many times in the recent years over performance and rewards as well as the working conditions. It is against this background that the researcher has persuaded a study on the impact of motivation on employee performance at the Dilokong hospital in the Sekhukhune District of the Limpopo Province. The general objective of the study is to determine the impact of motivation on employee performance; to identify factors that motivate employees to perform better; to suggest strategies that can be used by managers to enhance the motivation and performance of the employees in their sphere of operation. A mixed methods research design was used, implying both quantitative and qualitative approaches. Descriptive statistics were used to analyze the quantitative data and content analysis for the qualitative part. The study revealed that promotion, incentives and good working conditions are the major factors that enhance employee motivation and performance. The study has also revealed that (rewards) money is deemed to be the best motivator to any individual. The employees at the hospital were found to be earning low wages and salaries. The department appears to be paying the lowest wages and salaries to the staff members below what is stipulated by legislation not taking into cognizance the fact that employees are working for money. It is therefore recommended that the hospital management should consider as a matter of urgency, the need to make upward adjustment in wages and salaries which will go a long way in reducing the high incidence of staff turnover.

Thesis (MPA.) -- University of Limpopo, 2021 / In developing countries like South Africa, a skills shortage is already one of the most important problems of the twenty-first century. Consequently, South African public institutions have adopted an internship programme to enhance skills development, knowledge and experience, concentrating on a particular population. An internship, as established by the South African Cabinet in December 2002, is a graduate work experience programme aimed at unemployed graduates aged 18 to 35. Therefore, the study assessed the impact of the internship programme on skills development in selected government departments in Limpopo Province. Secondary to the aim, the study explored the nature of internship programme and skills development in public institutions. It also evaluated the link between an internship programme and skills development and concluded by highlighting challenges and opportunities for an internship programme. The researcher used a combination of qualitative and quantitative research methods, with semi-structured questionnaires for current and previous interns, to achieve the study's goals. Face to face interviewing method was used to collect data from public officials in the three selected government departments in Limpopo Province - Department of Education (DOE), Provincial Treasury, and Department of Sport, Arts and Culture. Although public institutions are regarded as hosts of internship programme, pitfalls associated with the internship programme in the South African public institutions persist. The study found, to a large extend, a huge impact of internship programme on skills development in the three selected government departments in Limpopo Province. The study further established that not all participants were clear with the job description of the internship programme. The imprecise job description could confuse interns as they would not know their expected daily performance in government departments. The study argues that such may result in displacement and a lack of sense of belonging among interns within their respective government departments. / (Services SETA)

Thesis (M. Dev. (Planning and Management)) -- University of Limpopo, 2021 / The current split between the Department of Health and Social Development had made a great impact on employees’ performance. The transition has resulted on previously shared resources to being divided. The division of resources made a great impact on employees’ performance at the Department of Social Development. The adjustment to the transition has been a difficult task towards employees in the department of Social Development. Programme managers whose employees are reporting to, had to come up with management strategies to enhance performance. The research problem is a problem because nothing is known about what the senior management is doing in order to enhance performance at Mopani District. It seems that no study has been conducted to determine the challenges experienced by programme managers on employees’ performance. The major objective of the study to determine the current programmes which are used by the Department to enhance performance in the area of study and to suggest strategies that can be used by the senior management to enhance performance at Mopani District. The nature of this study is qualitative. It is an exploratory study. Data was collected be through semi-structured interviews. The sampling of this study is non-probability sample. In non-probability sampling, the researcher selected purposive sampling. Data was analyzed in a narrative from. Findings show that the programme managers are faced with several challenges in the organization. Programme managers do not have the necessary resources. Programmes offered by the programme managers are not enhancing employees’ performance due to inadequate equipments provided by the department. Current strategies used by the programme managers are no longer relevant, hence poor employees’ performance. The senior managers should be encouraged to develop relevant training programmes, minimize challenges and provide necessary resources that could be employed by the programme managers to enhance the performance of employees at the department of Social Development in Mopani district.

Thesis (M. Com. (Human Resource Management)) -- University of Limpopo, 2021 / The purpose of this study was to examine the relationships among organisational politics, organisational support and job satisfaction among 148 participants in a selected institution of higher education in South Africa. Quantitative, descriptive research was conducted to determine if there is a relationship among the three variables of the study. Data collection was done using structured questionnaires. Two groups of respondents participated in the study; and that is the academic staff and administrative staff members from central administration and library. The study established that organisational politics is negatively related to organisational support and have a negative impact on the overall job satisfaction. Based on the findings of the study, recommendations, strengths and potential links for future research are provided. Key words/concepts: Organisational Politics, Organisational Support, Job Satisfaction.