Most organisations depend on their sales consultants to generate revenue. Sales consultants across industries normally work for commission, determined by the amount of business they bring in. A group of security companies are currently spending a considerable amount of money and other resources on the recruitment, selection and development of sales consultants. In the past 18 months, 39 sales consultants left the company after being employed on average for no longer than five months. Keeping the above in mind, it was necessary to establish exactly what caused the high turnover rate among sales consultants. By identifying these factors it would be possible for the organisation to eliminate the causes for high employee turnover and work towards promoting factors which would retain the sales consultants. An overview of different motivation theories was considered. Most of the theories consider motivation from a personal need satisfaction perspective, while Herzberg also considers the motivation through restructuring of the work environment. For this reason, Herzberg’s theory was found to be the more appropriate one for this study . Herzberg’s Motivation Hygiene (MH) Theory and other current literature on employee retention were used as a basis to investigate the high turnover rate of sales consultants at a group of security companies. ii The nominal group technique was used to determine whether certain intrinsic and extrinsic factors are influencing the retention of sales consultants. A study of the relevant literature revealed that employee motivation is at the heart of retention. Literature on employee retention state that retention should be seen as a process, which starts even before an employee joins the organisation. Organisations need to focus on scientific recruitment and selection in order to employ the right person for the position. Retention should then be managed by developing employees and by introducing the intrinsic and extrinsic factors as formulated in the Herzberg MH theory. The outcome of such an employee retention process will result in cost savings over a wide spectrum. The literature on retention is summarised in an employee retention model, which was used to make recommendations to the organisation. The findings indicate that various factors such as company policies on remuneration, and administration, remuneration structure, working conditions and job security are playing a role in the retention of the sales consultant. Based on the results of the empirical study, recommendations are made to the organisation in terms of retaining their sales consultants. This includes a commitment to retention from top management, creating attractive sales positions; improve opportunities for training and development and a revised remuneration structure for sales consultants. The problem areas were identified and should be addressed satisfactorily by following the proposed recommendations. / Prof. W. Backer

No description available.

An easy-to-use quantitative risk analysis model is developed for the private security industry in South Africa, which can be used as a suitable analysing tool in the hands of the private security manager. This model incorporate different concepts such as the probability, impact, cost of risk, degree of correction and the newly established human factor concept, which cannot be seen in isolation. This latter concept plays a major part in the overall risk quantification process in establishing a most accurate risk score rating. The human factor concept, also known as the "CHHP" approach, is the first concept, which will round the model of in an effective measuring way. Human factors such as (i) control measures (ii) human attitude towards the risk (iii) handling of the risk and (iv) understanding and implementation of policies and procedures are combined to form part of the total integrated quantitative risk analysis model, also known as the "TIQCAM"-model. The "TIQCAM"-model uses Excel spreadsheet format as the principal means to illustrate the total integration of all risk concepts and also providing the user of the model with a solid foundation in analyze physical and quantifiable security risks. This model will also enable the user to use it as a value-added service to their clients. / Criminology / D. Litt et Phil.(Police Science)

This study aimed to analyse the development and growth of the Kenyan private security sector, and to establish its role and impact on safety and security. The study included determining the impact of the private security sector in Nairobi and the mobile patrol functions on safety and security in Kenya. Furthermore, to determine the impact of the Kenyan private security sector on loss prevention functions; reviewed how special events security and private investigation functions affect the safety and security of Kenyans; and also considered how in-house security functions of the private security sector further influence safety and security in Kenya. The researcher reviewed previous studies with a view to establish academic gaps which the present study sought to bridge. This study adopted a census survey design and employed quantitative research methods as the main approach to guide the study. The research targeted all of the private security firms in Kenya. There are 23 listed security firms under the Kenya Security Industry Association (KSIA) and 44 under the Protective Security Industry Association (PSIA) - a total of 67 security firms in Kenya. The research instrument used for data collection was a questionnaire to elicit the required information from the respondents. The respondents were either the Managing Director or Head of Security at these firms, since they have a broad knowledge about the business activities being conducted by the company. Most of them have been with the company for a significant number of years. Emanating from the research findings it is recommended that the security firms should better train the private security guards in order to enhance overall security being provided to clients. Security guards must be able to respond to different changes in their environment, which include action such as traffic movement; ensure the safety of people among and inside different localities; observing and handling the admittance and exit of individuals and cars and evaluating and monitoring individuals and coming up with a policy and legal framework for regulating and observing Private Security Company (PSC) activity. The study concludes that the private security sector in Kenya impacts on and influences overall safety and security. The study, therefore, finds that there has been growth and development of the private security sector in Kenya and it continues to do so currently. Finally, advances the view that a significant relationship does exist between the functions of the private security sector and the development of the private security sector in Kenya which have had an extensive influence on levels of safety and security in that country. / Criminology and Security Science / M. Tech. (Security Management)

published_or_final_version / History / Doctoral / Doctor of Philosophy

This study was undertaken to investigate whether there is a performance management system within the security industry, applicable specifically to Security Officers. To investigate which performance factors, apply to security officers and how security officers perceived performance management. The management of Security Officers’ performance is an aspect of management which has not garnered much interest compared to other operational and management areas – hence the paucity of research on the performance management of security officers. They make a major contribution to the labour market with 7 949 security companies listed on the Private Security Industry Regulatory Authority (PSIRA) website, and 2 973 companies (37%) based in Gauteng alone. However, despite the high number of companies, the industry has attracted the least attention in terms of performance. The overall research purpose of this study was to explore the management of security officers’ performance in a private security company operating in South Africa,focussing specifically on a company based in the Gauteng Province. The scope of the study was aimed at investigating security officers’ perception of performance management and to link performance to actual job performance and security officers’ perceived work performance. The researcher also investigated whether biographical factors had an influence on security officers’ performance. A quantitative research methodology was utilised to conduct the study. The main research instruments were primary data, comprising a self-developed questionnaire and secondary data, comprising company records. The respondents consisted of security officers whom had been subjected to the Dependability and Safety Instrument (DSI) during the period 2013 to 2015, in the region, who were still employed at the company at the time of the study. The findings of the study identified 11 performance management factors and indicated links between self-reported and actual work performance. Biographical characteristics did not seem to influence the work performance of the security officers. However, the results did indicate that employees with less tenure were more prone to disciplinary action by the company and those with higher levels of education were prone to fewer disciplinary actions and dismissals based on AWOL. The study identified the areas that play a significant role in the management of security officers’ performance. The identification of performance management factors in the security industry and security officers’ perceptions about performance management should enable HR officers to develop and implement a performance management system that will contribute to better service delivery to both internal and external clients in this industry. / Business Management / M. Com. (Business Management)

An easy-to-use quantitative risk analysis model is developed for the private security industry in South Africa, which can be used as a suitable analysing tool in the hands of the private security manager. This model incorporate different concepts such as the probability, impact, cost of risk, degree of correction and the newly established human factor concept, which cannot be seen in isolation. This latter concept plays a major part in the overall risk quantification process in establishing a most accurate risk score rating. The human factor concept, also known as the "CHHP" approach, is the first concept, which will round the model of in an effective measuring way. Human factors such as (i) control measures (ii) human attitude towards the risk (iii) handling of the risk and (iv) understanding and implementation of policies and procedures are combined to form part of the total integrated quantitative risk analysis model, also known as the "TIQCAM"-model. The "TIQCAM"-model uses Excel spreadsheet format as the principal means to illustrate the total integration of all risk concepts and also providing the user of the model with a solid foundation in analyze physical and quantifiable security risks. This model will also enable the user to use it as a value-added service to their clients. / Criminology and Security Science / D. Litt et Phil.(Police Science)

This study aimed to analyse the development and growth of the Kenyan private security sector, and to establish its role and impact on safety and security. The study included determining the impact of the private security sector in Nairobi and the mobile patrol functions on safety and security in Kenya. Furthermore, to determine the impact of the Kenyan private security sector on loss prevention functions; reviewed how special events security and private investigation functions affect the safety and security of Kenyans; and also considered how in-house security functions of the private security sector further influence safety and security in Kenya. The researcher reviewed previous studies with a view to establish academic gaps which the present study sought to bridge. This study adopted a census survey design and employed quantitative research methods as the main approach to guide the study. The research targeted all of the private security firms in Kenya. There are 23 listed security firms under the Kenya Security Industry Association (KSIA) and 44 under the Protective Security Industry Association (PSIA) - a total of 67 security firms in Kenya. The research instrument used for data collection was a questionnaire to elicit the required information from the respondents. The respondents were either the Managing Director or Head of Security at these firms, since they have a broad knowledge about the business activities being conducted by the company. Most of them have been with the company for a significant number of years. Emanating from the research findings it is recommended that the security firms should better train the private security guards in order to enhance overall security being provided to clients. Security guards must be able to respond to different changes in their environment, which include action such as traffic movement; ensure the safety of people among and inside different localities; observing and handling the admittance and exit of individuals and cars and evaluating and monitoring individuals and coming up with a policy and legal framework for regulating and observing Private Security Company (PSC) activity. The study concludes that the private security sector in Kenya impacts on and influences overall safety and security. The study, therefore, finds that there has been growth and development of the private security sector in Kenya and it continues to do so currently. Finally, advances the view that a significant relationship does exist between the functions of the private security sector and the development of the private security sector in Kenya which have had an extensive influence on levels of safety and security in that country. / Criminology and Security Science / M. Tech. (Security Management)

Crime is rife in South Africa. Explanations abound for the high crime statistics, including the weakening of the family unit, the political history of South Africa, urbanisation and the fast growing urban neighbourhood, a weak criminal justice system and the abundant availability of firearms. In the quest to prevent crime, the private security industry has become a key performer in helping to deter and prevent crime and criminal activities. Yet there are no set criteria for selecting security officers against the backdrop of the high crime rates and a growing private security sector. Therefore the purpose was to develop a competency model for the selection of security officers for the safekeeping and protection of persons and property in the Thaba Tshwane area. I chose to do qualitative research using an interpretive approach in an attempt to understand the views of the participants concerning the work context and requirements of security officers. A grounded theory approach to the strategy of inquiry was employed as it was best suited to keeping the information that was gathered grounded in the participants’ own opinions. The focus of this research was on designing a competency model for security officers for selection purposes. Data were gathered through disciplinary records and open-ended structured interviews where the repertory grid and the behavioural event interview were applied.Eight subject matter experts, who included security officers, managers and a client working in the security industry, were used. The result of the study was a competency model of nine competencies and their definitions, which were grounded in the data and critical in functioning as an efficient security officer. / Industrial and Organisational Psychology / M.Com. (Industrial and Organisational Psychology)

Thesis (MA (Political Science))--University of Stellenbosch, 2007. / Private military companies (PMCs)are increasing becoming involved in modern conflicts providing specialised skills such as combat services, planning, intelligence, training, support and technical assistance. They provide an alternative to weak state governments as Western governments have become increasingly reluctant to commit their troops to be involved in the civil conflicts of the developing world. Supporters of the employment of private forces see them as an effective solution to this combination of need from conflict-ridden weak states and reluctance of Western governments and international organisations to intervene in these conflicts ...