Background Due to the restructuring of the South African Police Service (SAPS) in 1996, as well as other factors, Police Social Work Services decided to broaden the scope of its services to also include pro-active, capacity building interventions. The result was the development of 15 personnel capacity building programmes by 1999. The need arose for a comprehensive impact assessment of these programmes and the Evaluation of Personnel Capacity Building Programmes (EPCBP) study was subsequently launched in 2001. The evaluation of the Problem Solving, Planning of Goals and Time Management Programmes formed part of this research. Objectives: The primary aim of the study was to determine the effect of the Problem solving , Planning of Goals and Time Management Programmes on SAPS personnel's knowledge, attitude and behaviour. Method: In the research, the comparison group pre-test and post-test design and triangulation were used. Fourteen measurement scales and a presenter's evaluation questionnaire were developed and utilized. It involved 666 experimental group respondents, 132 comparison group members and 46 presenters. Results: All three of the programmes had a significant effect on the respondents' knowledge, attitude and behaviour and changed their personal and professional life in a very positive manner. The research proved without doubt that the programmes are effective capacity-building tools in the hands of Police Social Work Services. However there are still certain steps to be taken to further improve the programmes. / Thesis (M.A. (MW))--North-West University, Potchefstroom Campus, 2004.

Background Due to the restructuring of the South African Police Service (SAPS) in 1996, as well as other factors, Police Social Work Services decided to broaden the scope of its services to also include pro-active, capacity building interventions. The result was the development of 15 personnel capacity building programmes by 1999. The need arose for a comprehensive impact assessment of these programmes and the Evaluation of Personnel Capacity Building Programmes (EPCBP) study was subsequently launched in 2001. The evaluation of the Problem Solving, Planning of Goals and Time Management Programmes formed part of this research. Objectives: The primary aim of the study was to determine the effect of the Problem solving , Planning of Goals and Time Management Programmes on SAPS personnel's knowledge, attitude and behaviour. Method: In the research, the comparison group pre-test and post-test design and triangulation were used. Fourteen measurement scales and a presenter's evaluation questionnaire were developed and utilized. It involved 666 experimental group respondents, 132 comparison group members and 46 presenters. Results: All three of the programmes had a significant effect on the respondents' knowledge, attitude and behaviour and changed their personal and professional life in a very positive manner. The research proved without doubt that the programmes are effective capacity-building tools in the hands of Police Social Work Services. However there are still certain steps to be taken to further improve the programmes. / Thesis (M.A. (MW))--North-West University, Potchefstroom Campus, 2004.

Background: In 2003, the National Commissioner of the South African Police Service gave instructions that all the new student constables should undergo a personnel capacity-building programme as part of their basic training. This led to the development of the Self-Management Programme by Police Social Work Services. This programme IS, since July 2004, an integral part of the empowerment of more than 8000 recruits annually. A comprehensive study into the short and long-term effects of the programme on recruits, as well as its overall return on investment (ROI), was started in 2004. In this document, only the results that were achieved with the measurement of the programme's decision-making and purpose-in-life components will, however, be covered. Objectives: The study had a twofold purpose. The first was to measure the short and long-term effect of the Financial Management, Planning of Goals, Self-knowledge, Problem-solving and HIV/AIDS Awareness modules on recruit's knowledge, attitude and behaviour. It, secondly, endeavoured to measure 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 400 experimental group respondents, 120 control group members, 12 focus group participants and 14 presenters per module. A total of 23 questionnaires and a focus group schedule was designed and utilised in the generation of data. Results: All five modules had a practical significant effect on the respondents' knowledge, attitude and behaviour and improved their personal and professional functioning considerably. The "decision-making" and "purpose-in-life" components, as well as the programme as a whole, also produced a very high return on investment. It, therefore, implies that the Self-Management Programme should be seen as both a very effective capacity-building tool and a financial asset for the South African Police Service. / Thesis (Ph.D. (MW))--North-West University, Potchefstroom Campus, 2006.

Thesis (Ph.D. (MW))--North-West University, Potchefstroom Campus, 2006.

Background: In 2003, the National Commissioner of the South African Police Service gave instructions that all the new student constables should undergo a personnel capacity-building programme as part of their basic training. This led to the development of the Self-Management Programme by Police Social Work Services. This programme IS, since July 2004, an integral part of the empowerment of more than 8000 recruits annually. A comprehensive study into the short and long-term effects of the programme on recruits, as well as its overall return on investment (ROI), was started in 2004. In this document, only the results that were achieved with the measurement of the programme's decision-making and purpose-in-life components will, however, be covered. Objectives: The study had a twofold purpose. The first was to measure the short and long-term effect of the Financial Management, Planning of Goals, Self-knowledge, Problem-solving and HIV/AIDS Awareness modules on recruit's knowledge, attitude and behaviour. It, secondly, endeavoured to measure 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 400 experimental group respondents, 120 control group members, 12 focus group participants and 14 presenters per module. A total of 23 questionnaires and a focus group schedule was designed and utilised in the generation of data. Results: All five modules had a practical significant effect on the respondents' knowledge, attitude and behaviour and improved their personal and professional functioning considerably. The "decision-making" and "purpose-in-life" components, as well as the programme as a whole, also produced a very high return on investment. It, therefore, implies that the Self-Management Programme should be seen as both a very effective capacity-building tool and a financial asset for the South African Police Service. / Thesis (Ph.D. (MW))--North-West University, Potchefstroom Campus, 2006.

This diploma thesis investigates the topic of strategic management of human resources in the selected healthcare organization. The aim of thesis is to define short-term and long-term strategic goals of human resources management connected to the basic mission and vision of the department in the healthcare organization. The development of appropriate strategic objectives will be based on the analysis of the internal environment and also will include the results of analysis of external environment. The theoretical part of the diploma thesis involves chapters about human resources as part of strategic management, its history and possible views on that. Other chapters define the human resources management in healthcare, what are the prerequisites for successful management and strategy development. This is also related to personnel management tasks. Afterwards, the specific relevant focus is on ensuring human resources from the point of view of the organization - human resources planning, recruitment and selection of employees, the subsequent adaptation process and staff evaluation. The last chapter summarizes the latest findings and trends in human resources management. The empirical part of diploma thesis deals with the organization and its current personal status. This is followed by the analysis of...