Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2009.

Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2009.

Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2009.

The study investigated the concept of the psychological contract and its influence on engineers’ worker engagement. The underlying rationale for this study was to address the shortage of engineers and specialised artisans (that is, the shortage of skilled people in two of the professions where such a shortage poses a threat to the economic growth of South Africa) by determining the worker engagement of engineers. The study also attempted to identify the true drivers of engagement for engineers which can then be used as a baseline for further development of business specific strategies. The sample was engineering personnel in the South African project engineering sector, and a combination of two existing questionnaires, the Psychological Contract Inventory (PCI) and the Utrecht Work Engagement Scale (UWES), was used to gather the data. It was concluded that generally engineers are loyal to the task at hand and not necessarily to the organisation that employs them. They are engaged in their work, but also indicate that they constantly seek to improve their education and experience to make future employment at other companies probable. A somewhat contradictory finding is that they claim to be satisfied with the employment offered to them, as well as the benefits they receive. To ensure the retention of skilled employees, the study proposes that employers of engineers diversify from time to time, or introduce some variation. Even internal shuffling can be used to continually challenge the engineers. It is further recommended that companies should ensure that there are clear career paths for engineering employees, combining secure employment with stable and realistic benefits. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

Thesis (MBA (Business Management))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: The retention of the right skills in any organisation or industry is always a challenge. There are many causes of the skills shortage and it is also difficult to retain skilled people once they have been found. The literature suggests that retention of skills should ideally be considered from the design and expectation of the requirements of the job through to the recruitment process; and not only once the employee has started working. The literature also explores the different retention strategies that can be applied, such as succession planning, employee engagement, work – life balance, remuneration structuring and career advancement path. This research is limited to Tshikondeni coal mine and attempts to establish which of the following are the biggest contributing factors that cause people to leave and resign from the mine: • Known life of the mine left is till 2014; • Remote location away from essential services; • Leadership; and • Remuneration. From the research that was done, it became clear that the limited life of the mine was the biggest contributing factor that would make employees want to leave Tshikondeni coal mine. Further study is recommended for organisations that operate with finite resources, and mostly in remote areas, to develop further specific retention strategies – over and above those challenges that face all other industries and organisations. This should be done so that the reality of finite resources can be addressed in order to keep employees motivated and energised until the last ton is extracted. / AFRIKAANSE OPSOMMING: Dit is altyd ‘n uitdaging in enige organisasie of industrie om die regte vaardighede te behou. Daar is baie redes vir die tekort aan vaardighede en dit is moeilik om bekwame mense te behou wanneer hulle wel gevind word. Die literatuur raai aan dat die retensie van vaardighede reeds in die ontwerp van en vereistes vir ‘n betrekking in ag geneem moet word, sowel as tydens die werwingsproses en nie eers na indiensneming van die werknemer nie. Die literatuur ondersoek ook retensie strategië wat toegepas kan word, soos bv. opvolgbeplanning, werknemerbetrokkenheid, balans tussen werk en vrye tyd, vergoedingstrukture en moontlikhede vir bevordering. Hierdie navorsing is beperk tot Tshikondeni steenkoolmyn en poog om vas te stel watter van die volgende die grootste bydraende faktore is waarom mense bedank en weggaan by die myn: • Lewensduur van die myn slegs tot 2014; • Afgesonderde ligging weg van essensële dienste; • Leierskap; en • Vergoeding. Uit die navorsing wat gedoen is, het dit duidelik geword dat die beperkte lewensduur van die myn die grootste bydraende faktor was waarom werknemers wou weggaan van Tshikondeni steenkoolmyn. Verdere navorsing word aanbeveel vir organisasies wat met beperkte hulpbronne, en hoofsaaklik in afgeleë gebiede, werk om verdere spesifieke retensie strategieë te ontwikkel – bo en behalwe dié wat vir ander industrieë en organisasies geld. Hierdeur kan die realiteit van beperkte hulpbronne aangespreek word om sodoende die motivering en aansporing van werknemers te verseker totdat die laaste ton verwerk is.

The purpose of this study was to examine the extent to which human resources capacity of the Ministry of Health and Social Services (MoHSS), Namibia, influences health care services delivery to the Namibian population. A qualitative research model using exploratory and descriptive study designs was adopted. Data were collected through semi-structured interviews with 46 health workers from two referral hospitals and two directorates in Windhoek District. The study found that there is severe staff shortage in the MoHSS, which has resulted in high workload and poor health care. Health worker migration, new services and programmes, emerging diseases, and population growth were reported to have contributed to staff shortage and high workload in the MoHSS. Study findings suggested a need to create more posts to accommodate emerging needs, and to introduce an effective retention strategy to attract and retain health professionals with scarce skills, and those working under difficult conditions. / Public Administration & Management / M. Tech. (Public Management)

The purpose of this study was to investigate the retention of employees in the Department of Transport in the Ministry of Works and Transport. The research was undertaken because employees in the Department of Transport are resigning rapidly, creating a high vacancy rate in the department. There is thus a need to investigate the reason/s why employees are leaving the institution so that strategies can be implemented to mitigate the high number of resignations. In order to obtain the desired results, the research project used both qualitative and quantitative research methods. The study revealed that the Department of Transport has no guidelines on retention of employees and this has negatively affected the department, particularly its failure to retain employees with specialised skills that are highly sought in the labour market. Another shortcoming of the Department of Transport is the failure to offer performance-related incentives and market-related remuneration. In the absence of these benefits, employees opt to resign and seek better remuneration packages elsewhere. It is therefore proposed that the department should review its efforts to retain employees, including the formulation of retention guidelines and reviewing the remuneration of employees. / Public Administration / M.P.A.

The purpose of this study was to examine the extent to which human resources capacity of the Ministry of Health and Social Services (MoHSS), Namibia, influences health care services delivery to the Namibian population. A qualitative research model using exploratory and descriptive study designs was adopted. Data were collected through semi-structured interviews with 46 health workers from two referral hospitals and two directorates in Windhoek District. The study found that there is severe staff shortage in the MoHSS, which has resulted in high workload and poor health care. Health worker migration, new services and programmes, emerging diseases, and population growth were reported to have contributed to staff shortage and high workload in the MoHSS. Study findings suggested a need to create more posts to accommodate emerging needs, and to introduce an effective retention strategy to attract and retain health professionals with scarce skills, and those working under difficult conditions. / Public Administration and Management / M. Tech. (Public Management)