Thesis (M.P.A.)--University of Hong Kong, 1997. / Includes bibliographical references (leaf 98-100).

Thesis (M.P.A.)--University of Hong Kong, 1997. / Includes bibliographical references (leaves 98-100). Also available in print.

Thesis submitted in partial fulfilment of the requirements for the degree Magister of Technologiae: Human Resource Management In the Faculty of Business At the Cape Peninsula University of Technology 2012 / This research focused on investigating perceptions of the socio economic impact of skills shortage on the community of Khayelitsha, Western Cape. The objectives of this study were to critically investigate the causes of skills shortage in the community of Khayelitsha; to assess the perceived social impacts that it has on the community; and to critically investigate whether skills shortage is one of the causes of unemployment. The research also went as far as examining measures, which were taken by government and other stakeholders to address skills shortage. Chapter One of the study provides information related to a background of the research under study. Chapter Two briefly considers skills shortage, globally, prior to looking thoroughly at the causes for skills shortage in Khayelitsha. It further presents evidence of skills shortage in South Africa by considering different sectors. Furthermore, the research details the social and the economic impact of skills shortage, the state of poverty and inequality, as well as the state of unemployment. Chapter Two also details the role of government and other stakeholders to address skill shortage. Chapter Three introduces the research design and methodologies that were used, while Chapter Four presents an analysis and assessment of data that was collected. Chapter Five concludes the research by making recommendations. Two types of methodologies were employed by the researcher, namely qualitative and quantitative research methodology. The researcher employed two types of data analysis, namely content analysis and descriptive statistics. These techniques were helpful for the study because they explored perceptions and evidence of skills shortage in South Africa and Khayelitsha, in particular. The study further explores the impact of skills shortage on the economic development of the country, unemployment poverty and the society at large. Finally, the research shows that respondents perceive that skills shortage does indeed have a negative impact on South Africa by being one of the causes of unemployment and poverty, and hence economic growth. While socially, respondents believe that skills shortage is the main driver of issues such as crime, violence, teenage pregnancy, prostitution, HIV/AIDS poverty and other social issues, which are prevalent nationwide.

Thesis (MBA)--Stellenbosch University, 2006. / ENGLISH ABSTRACT: The shortage of skilled labour in South Africa and also abroad is well documented and has been discussed and debated in various media and on various stages. For the construction industry, the only response is to increase remuneration in order to attract the required resources from a limited pool. At the completion of a project, these resources are returned to the open market until another project has been secured. The cycle of supply and demand then continues and project capital costs increase. Sasol is small player in a very large and fiercely competitive global petrochemical industry. Its globalisation drive focuses on the establishment on new petrochemical facilities based on its ground breaking Gas-to-Liquids technology. Naturally, this requires many skilled and experience people – both in Sasol’s unique production processes as well as people able to commission and start-up a pioneer plant in a remote location. Due to the fact that the labour pool available to Sasol is insufficient to supply in its needs and that Sasol’s capital expansion plan spans a period of more than 10 years, a long-term view on supplying the required labour should be taken. This includes estimating the demand and then training pro-actively in order to supply the right skills at the right time from internal resources. The objective of this study is to do exploratory research into estimating the manpower requirements from an owner perspective from the initiation of construction through to steady state operation of a new petrochemical facility. The research will culminate in a proposed spreadsheet model that can be used in the estimating process. / AFRIKAANSE OPSOMMING: Die tekort aan geskoolde arbeid in beide Suid Afrika en die internasionale mark is al by verskeie geleenthede en in vele media bespreek. Die gevolg van die tekort aan geskoolde arbeid is dat die lone wat deur die konstruksie industrie aan voornemende werkers aangebied moet word om hulle dienste te verseker, al hoër word. Met die voltooiing van ’n projek, keer die werkers dan weer terug na die beperkte arbeidspoel totdat ’n volgende werksgeleentheid aangebied word. Die siklus van aanbod en aanvraag herhaal homself en die koste van projekte verhoog. Sasol is ’n klein speler in die baie mededingende internasionale petrochemiese sektor. Sasol se globaliseringsambisies is geskoei op ’n model wat voorsiening maak vir die duplisering van sy kommersieel beproefde Gas-na-Vloeistof tegnologie soos bedryf in Suid Afrika. Uit die aard van die saak vereis so ’n strategie baie geskoolde arbeid – arbeid wat vertroud is met Sasol se gepatenteerde tegnologie sowel as arbeid wat kennis het van die bou en inbedryfstelling van nuwe aanlegte. Die huidige bronne van geskoolde arbeid tot Sasol se beskikking is onvoldoende vir sy huidige en ook toekomstige behoeftes. Sasol se beplande kapitaal projekte strek tot verby 2015 en daarom is ’n langtermyn oplossing noodsaaklik en ook geregverdig. Die langtermyn plan moet onder meer voorsiening maak vir ’n beraming van die behoefte en dan proaktiewe opleiding inisieer wat die regte tipe geskoolde arbeid op die gegewe tyd sal kan aflewer. Die oogmerk van die studie is om eksploratiewe navorsing te doen in die beraming van mannekrag behoeftes vir die toekomstige eienaar vanaf die inisiëring van konstruksie vir ’n nuwe petrochemiese aanleg tot by bestendige bedryf. Die navorsing sal beslag vind in ’n sigblad model wat as instrument gebruik kan word om die beraming van mannekrag behoeftes te vergemaklik.

Thesis (MBA)--Stellenbosch University, 2014. / The government of South Africa aspires to achieve a six percent economic growth per annum. The scarcity of qualified and experienced people that are crucial in contributing to economic growth and creating job opportunities, poses a problem for the country. The current demand for skills that are out of reach for many workers and the prevailing unemployment that is caused by the mismatch between what an organisation seeks and what a potential candidate can provide, have been highlighted as a critical cause for the scarcity of skills. The aim of this research assignment was to examine the current crisis of the skills shortage in the South African economy, with the focus on the manufacturing sector within the FMCG industry. Semi-structured and open-ended interviews with human resource, training and development, as well as technical managers in manufacturing organisations in Cape Town, South Africa were conducted. Data was obtained from a sample of six managers. According to all respondents interviewed, it takes approximately two to six months to replace an employee who has the appropriate technical skills. All the respondents are concerned with the situation of the technical skills shortage in the country. Consequently, these respondents’ companies engage in a talent war in order to recruit the best talent. It is therefore obvious that the market dynamics of supply and demand are out of equilibrium with regard to technically skilled employees in the manufacturing segment of the South African FMCG industry. The interviews that were conducted identified some companies that train new employees in technical skills. However, the majority of the companies are not doing much to improve the situation. In addition, the companies in this sector also compete with the other industries in the South African and the global economy regarding technical skills.

published_or_final_version / Public Administration / Master / Master of Public Administration

Thesis (MPhil (Information Science))--University of Stellenbosch, 2011. / ENGLISH ABSTRACT: This thesis focuses on the problem of knowledge retention and transfer in the face of the imminent retirement of experts, who are hard to replace for demographic or skill shortage reasons. Distinctions between technical, social and structural knowledge are made, and the theory on what makes knowledge “sticky” for transfer between generations of workers is reviewed. Thereafter, a case study of the knowledge retention situation at a public water utility is presented. In this regard, a large number of technical experts are due to retire within the next five years. Knowledge audit interviews were conducted with fifteen experts that have been with the organisation for most of their career and are due to retire soon. They were asked about what they considered to be their ‘hard to replace’ knowledge and professional networks, to what extent this could be captured or transferred, and what they considered to be the difficulties in terms of retaining this knowledge and these networks after their retirement. It was found that the motivation of experts to contribute to knowledge transfer and retention was low. This had to do with the perception that more junior members of the organisation are in any case likely to leave and with an organisational culture that was not supportive of knowledge transfer and retention activities. Moreover, a lack of knowledge leadership and formal knowledge management systems hindered knowledge transfer and retention practices. This study concludes that as far as the case in question is concerned, there is a need for a formal knowledge management system and strategy, and that top management commitment is critical for the success of knowledge transfer and retention. With regard to the theory of the stickiness of knowledge, the case study highlighted the importance of organisational culture and trust when it comes to the motivation of retiring experts to transfer their knowledge. It also emphasised that a silo-type organisational structure limits absorptive capacity, and that the social knowledge of professional networks, rather than technical knowledge, are the most difficult to retain. / AFRIKAANSE OPSOMMING: Die tesis fokus op die problem van kennisbehoud en –oordrag teen die agtergrond van diensverlatende spesialiste wat moeilik vervangbaar is vanweë redes van demografie of vaardigheidtekort. Onderskeidinge word getref tussen tegniese, sosiale en strukturele kennis en ʼn oorsig word gegee van die teorie oor “klewende kennis” in die oordrag van kennis tussen generasies van werkers. Daarna word ʼ n gevallestudie van die kennisbehoudsituasie in ʼ n publieke waterverskaffer ondersoek. In hierdie geval sal ʼn groot getal tegniese spesialiste binne die volgende vyf jaar die organisasie se diens verlaat. ʼ n Kennis-oudit is met behulp van onderhoude met vyftien sulke spesialiste, wat die grootste deel van hulle loopbane by die onderneming werksaam was, onderneem. Hulle is uitgevra oor wat hulle sien as die kennis wat met hulle diensverlating vir die organisasie verlore sou gaan en omtrent die professionele netwerke wat hulle onderhou. Hulle is gevra tot watter mate hierdie twee kategorieë van kennis oordraagbaar is om so vir die organisasie behou te kan word en wat hulle reken die probleme is wat in die pad van kennisbehoud na hulle aftrede staan. Daar is bevind dat die spesialiste se motivering om by te dra tot kennisbehoud en –oordrag laag was. Dit het te make met die siening dat die jonger lede van die organisasie in elk geval die organisasie sou verlaat en met ʼn organisasie-kultuur wat nie kennisbehoud en –oordrag ondersteun nie. Verder is dit toe te skryf aan ʼn gebrek aan kennisleierskap en formele kennisbestuursisteme. Die gevolgtrekking word gemaak dat sover dit die gevallestudie aangaan, ʼn formele kennisbestuurstelsel en –strategie krities is vir die sukses van kennisbehoud en –oordrag. Met betrekking tot die teorie oor klewende kennis het die gevallestudie die belang van organisasie kultuur en vertroue wanneer dit kom by die motivering van spesialiste om hulle kennis te deel belig. Dit het ook beklemtoon dat ʼn silo-gebaseerde organisasie kultuur die kennis absorpsie vermoë verlaag en dat die sosiale kennis van professionele netwerke moeiliker is as tegniese kennis om te behou.