The purpose of the research was to recommend a model for strategic human resource management through an effective staff performance appraisal system in Botswana public libraries. Performance appraisal is not a new concept; however the evolution of performance appraisal tools and techniques has been slow compared to that of other management fields. This discrepancy is now being realised; organisations are starting to acknowledge the importance of comprehensive, regular appraisal of staff as part of an effective human resource management policy. Human resources are a scarce and valuable tool in any organisation and it is mainly through performance appraisal that they can be developed and maintained, to ensure organisational success. The theory underlying strategic human resource management and performance management has been studied. Empirical research through a questionnaire was carried out in 23 public libraries. From these it was possible to develop a model entitled "A recommended strategic human resource management model". From empirical investigation the main critical qualities for efficient public library services were revealed as enthusiasm; positive attitude; innovative thinking; capability and commitment; critical competencies as expertise; team-building; and leadership; critical external factors as external environment; global competition; shrinking budget; changing library customers and employees' needs and information technology; strategic management issues organisational culture; transformational leadership; employee recognition and reward systems; performance measurement system; productivity improvement; and customer orientation; critical staff issues as sense of purpose and achievement; feeling of self-worth; job-security; recognition; status; career development; and salary; motivational factors as effective communication; job satisfaction; delegation of authority; clear job description; performance feedback; conducive working environment; human resource strategy issues as motivation building among staff;continuous education and development; generating competitive advantage through human resources; and alignment of human resource strategy with strategic management plan. The study recommends a strategic human resource management model for libraries along with: conducive working environment; adequate IT infrastructure to store, organise and retrieve information; staff training for excellent customer service; objective, reward based staff appraisal; performance feedback; performance appraisal should be aligned with staff selection, library mission, staff motivation and promotion in order to use it strategically; and human resource strategy should be developed immediately. / Information Science / D. Litt. et Phil. (Information Science)

Text in Afrikaans / Summary in Afrikaans and English / Die Nasionale Biblioteek van Suid-Afrika ervaar 'n behoefte aan 'n metode van menslikehulpbronontwikkeling waarvolgens die vaardighede van werknemers ontwikkel kan word sodat die organisasie kan aanpas by plaaslike en globale veranderinge. Gestruktureerde mentorskap is vervolgens geidentifiseer as 'n geskikte metode om in die bestaande behoefte te voorsien, aangesien mentorskap se loopbaan- en psigo-sosiale funksies die ontwikkeling van die professionele en persoonlike vaardighede van die werknemer moontlik maak. Daarby is mentorskap nie net voordelig vir die betrokkenes nie, maar dit hou ook besliste voordele in vir die organisasie en die sektor waarbinne die organisasie werksaam is. Die suksesvolle toepassing van gestruktureerde mentorskap is egter daaraan onderhewig dat die kontekstuele omgewing waarbinne dit toegepas gaan word, geskik moet wees, en werknemers moet bereid wees om betrokke te raak by so 'n program. 'n Konseptuele raamwerk vir die bestudering van mentorskap soos opgestel deur David Marshall Hunt en Carol Michael is derhalwe aangepas om die verskynsel "mentorskap" deur middel van 'n verkennende literatuuroorsig te bestudeer. Die bevindinge van die literatuuroorsig word ondersteun deur 'n empiriese ondersoek van die geskiktheid van die Nasionale Biblioteek van Suid-Afrika as kontekstuele omgewing vir die toepassing van mentorskap en die bereidwilligheid van die werknemers van hierdie biblioteekorganisasie om betrokke te raak by die mentorskapproses. Die data wat ingesamel is, word ontleed en die gevolgtrekkings wat gemaak word oor bogenoemde twee vereistes vir die suksesvolle toepassing van mentorskap word uiteengesit. Die studie word afgesluit deur aanbevelings wat gemaak word oor aspekte van die toepassing van mentorskap wat verdere navorsing regverdig, maar wat nie binne die bestek van hierdie studie na behore aangespreek kon word nie. / Structured mentoring was identified as a method to develop the professional and personal skills of the employees of the National Library of South Africa in order to adjust to local and global changes. A conceptual framework for the study of mentoring, as developed by Hunt and Michael, was therefore critically adapted in order to investigate fully the phenomenon of "mentoring" by means of an exploratory literature review. The findings of the literature review are supported by an empirical survey to test the suitability of the National Library of South Africa as contextual environment for the application of mentoring, as well as the willingness of its employees to participate in mentoring. This culminated in an analysis and interpretation of the findings and formulation of conclusions regarding the two abovementioned requirements for the successful application of mentoring. The study ends with recommendations for further investigation into aspects of mentoring which could not be covered in this study. / Information Science / M. Inf.

The research was undertaken to investigate the impact of the Tshivhase Tea Estate on the space economy of Venda, the people and area ofMapate, and Duthuni, among whom the Tea Estate is established. The approach is based on principles. Principles of development theory are combined with appropriate spatial models. The development reality of Venda, together with many other development projects are analysed. Does the tea estate address the rural poverty problem? Findings are presented from a case study of Tshivhase and this proved the lack of growth and development impulses to alleviate the poverty of the rural people among whom it is located. Development is considered in terms of its possible simultaneous diffusion of economic activity and modernisation in all four dimensions of the spatial system : political, socio-cultural, economic and physical. / Department of Geography / M.A. (Geography)

This phenomenological study explored Black male law enforcement officers’ perspectives of how racial profiling shaped their decisions to explore and commit to a law enforcement career. Criterion and snow ball sampling was used to obtain the 17 participants for this study. Super’s (1990) archway model was used as the theoretical framework. The archway model “is designed to bring out the segmented but unified and developmental nature of career development, to highlight the segments, and to make their origin clear” (Super, 1990, p. 201). Interview data were analyzed using inductive, deductive, and comparative analyses. Three themes emerged from the inductive analysis of the data: (a) color and/or race does matter, (b) putting on the badge, and (c) too black to be blue and too blue to be black. The deductive analysis used a priori coding that was based on Super’s (1990) archway model. The deductive analysis revealed the participants’ career exploration was influenced by their knowledge of racial profiling and how others view them. The comparative analysis between the inductive themes and deductive findings found the theme “color and/or race does matter” was present in the relationships between and within all segments of Super’s (1990) model. The comparative analysis also revealed an expanded notion of self-concept for Black males – marginalized and/or oppressed individuals. Self-concepts, “such as self-efficacy, self-esteem, and role self-concepts, being combinations of traits ascribed to oneself” (Super, 1990, p. 202) do not completely address the self-concept of marginalized and/or oppressed individuals. The self-concept of marginalized and/or oppressed individuals is self-efficacy, self-esteem, traits ascribed to oneself expanded by their awareness of how others view them. (DuBois, 1995; Freire, 1970; Sheared, 1990; Super, 1990; Young, 1990). Ultimately, self-concept is utilized to make career and life decisions. Current human resource policies and practices do not take into consideration that negative police contact could be the result of racial profiling. Current human resource hiring guidelines penalize individuals who have had negative police contact. Therefore, racial profiling is a discriminatory act that can effectively circumvent U.S. Equal Employment Opportunities Commission laws and serve as a boundary mechanism to employment (Rocco & Gallagher, 2004).

No description available.

Thesis (M. Sc.(Geography)) -- University of Limpopo, 2019 / Global production of Platinum Group Metals (PGMs) is dominated by South Africa due to its large economic resources base in the Bushveld Igneous Complex (BIC). PGMs are used in a wide range of high technology applications worldwide including medicinal, industrial and commercial purposes, and its contribution to the Gross Domestic Product (GDP) and creating jobs for many. In an area where mining activities dominate, there are likely to be problems that need effective environmental management approaches, which can be facilitated through legislations. Marula Platinum Mine (MPM) is located in Limpopo province BIC which has the second largest number of mining productivity in South Africa. Environmental legislations have been put in place by the South African government in order to avoid or minimise the footprints caused by PGM mining. This study looked at environmental compliance with solid waste management practices by Marula Platinum Mine (MPM) as guided by Mineral and Petroleum and Resource Development Act (MPRDA) and National Environmental Management Act (NEMA) as well as the environmental impacts of MPM in the surrounding communities. Both primary (questionnaires, field observations and key informant interviews) and secondary (NEMA, MPRDA, journals, reports, pamphlets, internet and books) data was used to address the objectives of the study. Descriptive method and Statistical Package for Social Sciences (SPSS) version 25 were used for the analysis of data. The key research results revealed that MPM was compliant with 65% and 21% partially compliant with solid waste management practices. Only 14% of information on solid waste management practices could not be accessed because MPM is still operational. MPM had also had negative footprints on the surrounding villages such as dust generation and cracks on walls and floors on houses of community members, strikes and increase in the usage of substance abuse. Recommendations of the study are that MPM should address challenges that hinder environmental compliance so as to be 100% compliant with MPRDA and NEMA regulations. MPM should also provide other mitigation measures for blasting of explosives to reduce dust generation and problems of cracks on houses of surrounding village members.

Abstracts in English and Xhosa / Municipality is a sphere of government that is closest to the people and that deals with provision of services to the people of the country on daily basis. Therefore, human resource training is important to grow the skills and knowledge of the employees to improve in service delivery. Training is needed to improve performance and for organisational success. Municipal employees are the face of the government, so their performance is important on how they deliver services to the citizen. Employees in the City of Tshwane Municipality are required to provide effective and efficient, and quality service delivery. A good employee performance is required for effective service delivery, however is not the case in the City of Tshwane Municipality as it displayed by dissatisfaction from the citizen. For instance, of service delivery protests. Training helps and enables the municipal employees to deliver the service better and meet the expectation of citizens. Through training employee performance changes which influences the good service delivery and client’s satisfaction. Ever-changing, rapidly evolving working environment and changes in the needs of citizens, required the City of Tshwane Municipality to have trained and skilled, knowledgeable developed, employee to do the job well and flexible enough to adapt easily and to improve the service delivery. The human resource development is important to ensure that training and development of employees is taking place in the institution. The primary objective of this study seeks to examine whether HRD enhances employee performance in ensuring that service delivery is delivered in an efficient and effective manner. The researcher used qualitative research method to collect data from the City of Tshwane Municipality and questionnaires were used as a tool to collect data. This is qualitative study to get a deeper understanding of how human resource development can enhance employee performance. The main findings drawn from the study indicate that budget cuts and limited funds have a negative impact on training provision. Financial incapability and lack of identifying training needs leads to employees not attending training which in turn affects productivity. For training to continue requires a lot of money, training evaluation and investment specifically budgeted for employee training and development. If employees are not rewarded according to their performance, this leads to low morale and dissatisfaction. The City of Tshwane Municipality (CoT) has a training programme but extensive training is needed on technology especially when it is first introduced. The study recommends that the institution should seek advice and revisit the Skills Development Act, 1998 on increasing the levels of investment in education and training. The institution has to undertake feasibility studies in order to overcome budget. / Iziko ngalinye lidinga abasebenzi abaqeqeshiweyo, abafanelekileyo nabanezakhono ukuze liqhube imisebenzi yalo. Ukungabikho kophuhliso olusebenzayo lwemithombo yoluntu (iHRD – esi sisishunqulelo sesiNgesi esimele ihuman resource development) kuyayichaphazela indlela abasebenza ngayo abasebenzi kwakunye nokunikezelwa kweenkonzo kwicandelo lemisebenzi yoluntu. Injongo yeHRD kumaziko kukunikezela ngoqeqesho lwabasebenzi oludibene nolwazi, izakhono nesimo sengqondo esidingekayo ukuze abasebenzi bayenze ngcono imisebenzi yabo yemihla ngemihla. Kuthi kusenjalo ke, kubekho ucutho lohlahlo lwabiwo mali, ukuthotywa kwesabelo senkxaso mali, ukuhambela phambili kobuchwepheshe nokuncipha kwemithombo, ukuze zonke ezo meko zichaphazele kakubi ukulungiselela uqeqesho, ukusebenza kwabaqeshwa, ukunikezelwa kweenkonzo, nto leyo ithetha ukuba uqeqesho aluqhubeki ngokuthe gqolo. Abaqeshwa abaqeqeshiweyo, abaphuhlisiweyo nabanolwazi bawenza ngcono umsebenzi kwaye bayalinceda iqumrhu ukuba lifezekise iinjongo zalo. Icandelo likawonkewonke kwiSebe lemithombo yoluntu lifanele ukutyala imali ethe chatha kuqeqesho, ukwenzela ukuba abasebenzi bakwazi okulindeleke kubo. Injongo engundoqo yesi sifundo kukufumanisa ukuba ingaba iHRD iyakuqinisa na ukusebenza kwabaqeshwa ekuqinisekiseni ukuba ukunikezelwa kweenkonzo kwenzeka ngendlela esebenzayo nefanelekileyo na. Umphandi usebenzise iindlela zophando ezahlukeneyo ekuqokeleleni iinkcukacha zolwazi kuMasipala weSixeko saseTshwane – ndlela ezo izezokuqwalasela amanani nokuqwalasela ukuzathuza kwabathathi nxaxheba. Izintlu zemibuzo nazo zisetyenzisiwe njengesixhobo sokuqokelela iinkcukacha zolwazi. Okungundoqo okufunyaniswe kwesi sifundo kubonisa ukuba ukucuthwa kwesabelo mali nokunqongophala kwenkxaso mali kube nefuthe elingalunganga ekulungiseleleni uqeqesho. Iingxaki zemali nokungachaneki kakuhle kwezidingo zoqeqesho kukhokelele ekubeni abaqeshwa bangathathi nxaxheba kuqeqesho, nto leyo ichaphazele iziqhamo zomsebenzi. Ukuba ngaba kusafuneka uqeqesho luqhubeke, kudingeka imali eninzi kakhulu, kuvavanywe noqeqesho,kwenziwe utyalo mali olujoliswe ngqo ekuqeqesheni nasekuphuhliseni abasebenzi. Xa abasebezi bengahlawulwa ngokwendlela abasebenza ngayo, oko kukhokela kutyhafo nokunganeliseki kwabasebenzi. UMasipala weSixeko saseTshwane unayo inkqubo yoqeqesho, kodwa kudingeka uqeqesho olumandla kwezobuchwepheshe, ngakumbi xa oku kuqala ukwaziswa. Esi sifundo sicebisa ukuba eli ziko lifune iingcebiso, kwaye liphinde liqwalasele uMthetho Wophuhliso Lwezakhono (iSkills Development Act), yowe-1998, lijonge ekukhuliseni amazinga otyalo mali kwezemfundo noqeqesho. Ngaphaya koko eli ziko kufuneka lenze izifundo zophando lokufaneleka kweenkqubo, ngenjongo yokuhlangabezana nokucuthwa kwesabelo mali, nto leyo iyinxalenye yesi sifundo. / Human Resource Management / M. Admin.

Work-based and employee-driven informal learning, training and development have been increasing in importance in the last few decades. Concurrently, organizations seek to measure the extent to which they develop a culture and structure that supports individual learning and organizational learning. This study develops and validates a scale that can measure the extent to which an organization is perceived to provide online learning that is personalized for its employees and perceived to recognize skills and competencies acquired through non-degree and other pathways. This research can provide organizations with the ability to measure and benchmark attributes of their learning culture that are important to work-based and lifelong learning as well as talent recruitment and management.

Text in German / Die gesellschaftliche Situation ändert sich stetig. Während früher alte Menschen zu Hause von ihren Familien gepflegt wurden, übernehmen heutzutage oft Altenpfleger diese schwere Aufgabe. Betrachtet man die Altenpflege, so lässt sich erkennen, dass die Pflege alter, kranker oder im Sterben liegender Menschen für die Mitarbeiter physisch und psychisch sehr belastend ist. Angesichts dieser Tatsache, besteht die Notwendigkeit ein differenziertes Personalentwicklungskonzept, das biblisch diakonische Grundprinzipien widerspiegelt, zu formulieren. Die vorliegende Arbeit zeigt deren Möglichkeiten und Potentiale auf. Sie untersucht und beschreibt entsprechende Prinzipien, unter anderem anhand des Ansatzes H.U.M.O.R. und des Modells „Pflege den Pflegenden". Diese Konzepte wurden im „Luise-Schleppe-Haus und Schloss", einer der traditionsreichsten Altenhilfeeinrichtungen Baden-Württembergs entwickelt. Die Darstellung und Untersuchung dieser Konzepte, sowie die Sichtung weiterführender Literatur eröffnet neue Perspektiven für die Personalentwicklung in der Altenhilfe. Der christlich ethische Aspekt von Führung wird berücksichtigt. Auf der Basis der erarbeiteten Prinzipien der Mitarbeiterentwicklung gibt die Masterarbeit Anregungen für die Praxis. Formerly elderly people were taken care of at home by their families. Nowadays this difficult task is often assigned to professional nurses. In closer analysis of their task it becomes evident that helping the very old, ill and dying people constitutes a physical and mental strain. This necessitates the development a differentiated concept of human resource development that reflects the fundamental Biblical diaconal principles. This dissertation analyses the opportunities and potentials of such a concept. It researches and describes appropriate principles, amongst others the approach of H.U.M.O.R. and the model of Care for Caregivers (Pflege den Pflegenden). These concepts were developed in the "Luise-Schleppe-Haus und Schloss", a geriatric facilities in Baden-Württemberg, Germany, of long standing. The analysis combined with further literature opens up new perspectives for the human resource development in the care for the elderly and the ethical aspects of leaderhship in this context. / Systematic Theology and Theological Ethics / M. Th. (Christian Leadership in Context)

The fragmented and unequal system of technical and vocational education and training in South Africa is a consequence of the apartheid era. Since 1994 comprehensive legislation has been introduced to create a transformed system of Further Education and Training (FET) guided by the principles of redress, equity and lifelong learning and aimed at producing graduates who can contribute to making South Africa a key player in the global economy. In particular, the Technical College sector requires transformation. This in turn demands new knowledge, attitudes and skills from college managers and educators. Therefore, relevant staff development programmes is a key instrument of change in colleges. Against this background this study examines the management of staff development programmes in FET colleges in Gauteng Province by means of a literature study and an empirical investigation. The former addresses the management of change, human resource management, staff development and organisational development with an emphasis on the application of chaos/complexity theory. Moreover, the dynamic FET landscape in South Africa is sketched and FET policies and legislation since 1994 are discussed. The empirical investigation adopts a qualitative approach using focus group and individual interviews, observation and document analysis to gather data from a small sample of participants: educators and members of senior and middle management. Participants were selected by purposeful sampling from three former Technical Colleges (one previously advantaged and two previously disadvantaged) in Gauteng, which have recently merged to create a new multi-campus college, the Tshwane North College. The findings of the interviews present the experience of participants according to six themes: the management of change; communication during change; stakeholder involvement in change; the impact of FET legislation; human resource management and the role of staff development programmes in this process. These findings were integrated with observations of staff development programmes and their management and analysis of key documents. It was concluded that people are complex and may resist change; during change effective communication, stakeholder participation, adequate funding for staff development and its effective management are essential. Recommendations for the improvement of practice are presented based on the findings of the literature and empirical study. / Educational Studies / D. Ed. (Education Management)