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Skilled labour retention continues to receive attention from researchers as a critical challenge faced by organisations globally. The loss of skilled labour in an organisation contributes to the high labour replacement costs, which may result in an organisation‟s failure to achieve its mandate since it is deprived of its high performance, experienced and knowledgeable labour. Organisations must, therefore, be able to diagnose the factors that contribute to the loss of skilled labour and implement strategies that could assist in the mitigation of such losses. Consequently, an integrated model for skilled labour retention in the Botswana Police Service was developed. The literature study which explored the phenomenon of skilled labour retention, revealed a deficiency of a universal implementation strategy that guides organisations in managing skilled labour retention. However, human resources management literature unanimously concur that in order to implement an effective skilled labour retention strategy, it is necessary for organisations to devise a unique human resources management strategy aimed at addressing their individual causes of skilled labour turnover. This study utilised human resource management best practices, theories and frameworks to develop an integrated skilled labour retention model for the Botswana Police Service. The study followed both the qualitative and quantitative research design. Skilled labour retention factors that should be included in a skilled labour retention model were identified through an analysis of a scholarly literature review, a closed-ended questionnaire and an analysis of official documentation. The identified skilled labour retention factors were included in the proposed retention model. The study also proposed an implementation strategy that should be followed when implementing the proposed skilled labour retention model. The empirical study investigated the validity of the identified retention factors that should be included in the integrated skilled labour retention model for the Botswana Police Service. The retention factors entail: job satisfaction, organisational commitment, work-life balance, remuneration, career development, development opportunities (learning, training and development), work environment, decisionmaking and management style. Before the retention factors could be included in the new retention model, the researcher determined the current arrangements in the organisation to establish the status quo. Interviews were held with senior management in the Botswana Police Service to ascertain the aforementioned. It was established that the current retention arrangements impeded the retention of skilled labour in the organisation, which contextualised the significance to develop the new skilled labour retention model. / PhD (Development and Management), North-West University, Potchefstroom Campus, 2015

Skilled labour retention continues to receive attention from researchers as a critical challenge faced by organisations globally. The loss of skilled labour in an organisation contributes to the high labour replacement costs, which may result in an organisation‟s failure to achieve its mandate since it is deprived of its high performance, experienced and knowledgeable labour. Organisations must, therefore, be able to diagnose the factors that contribute to the loss of skilled labour and implement strategies that could assist in the mitigation of such losses. Consequently, an integrated model for skilled labour retention in the Botswana Police Service was developed. The literature study which explored the phenomenon of skilled labour retention, revealed a deficiency of a universal implementation strategy that guides organisations in managing skilled labour retention. However, human resources management literature unanimously concur that in order to implement an effective skilled labour retention strategy, it is necessary for organisations to devise a unique human resources management strategy aimed at addressing their individual causes of skilled labour turnover. This study utilised human resource management best practices, theories and frameworks to develop an integrated skilled labour retention model for the Botswana Police Service. The study followed both the qualitative and quantitative research design. Skilled labour retention factors that should be included in a skilled labour retention model were identified through an analysis of a scholarly literature review, a closed-ended questionnaire and an analysis of official documentation. The identified skilled labour retention factors were included in the proposed retention model. The study also proposed an implementation strategy that should be followed when implementing the proposed skilled labour retention model. The empirical study investigated the validity of the identified retention factors that should be included in the integrated skilled labour retention model for the Botswana Police Service. The retention factors entail: job satisfaction, organisational commitment, work-life balance, remuneration, career development, development opportunities (learning, training and development), work environment, decisionmaking and management style. Before the retention factors could be included in the new retention model, the researcher determined the current arrangements in the organisation to establish the status quo. Interviews were held with senior management in the Botswana Police Service to ascertain the aforementioned. It was established that the current retention arrangements impeded the retention of skilled labour in the organisation, which contextualised the significance to develop the new skilled labour retention model. / PhD (Development and Management), North-West University, Potchefstroom Campus, 2015

If one considers the view's of the "pessimists" too long, it is not difficult to lapse into a spiral of depression with regard to the nature of South Africa and her economic future; suffice to say that this in fact could be the stimuli in itself to result in the so-called "brain drain" phenomenon. However, though opinions and views of even the experts may be rejected or accepted on que, the figures do speak for themselves. According to one such report, a staggering 1% of the total science and IT workforce left the country between 1994 and 2001, some 17 000 professionals! Research studies and government campaigns aimed at addressing the issue of skill shortages, continue to look for appropriate strategies to properly address and/or minimize the problem. In so doing, research studies and current literature have highlighted top destination countries for South African emigration, skilled migrant impact as measured in terms of industry and job classification as well as prevalent reasons for emigration. The essence of this study is to uncover the most prevalent socio-economic factor, as perceived by skilled migrants, and as a contributory factor to the brain drain crises. This study aims to evaluate, specifically, extent of safety and security concerns as most prevalent stimuli for emigration. In so doing, the study aims to present strategy solutions in alignment with findings to aid in present government initiatives to curbing the brain drain. Furthermore, it aims to provide a basis for further study to develop government strategies for skilled migrant prevention. / Thesis (MBA)-University of KwaZulu-Natal, 2007.

Magister Commercii - MCom / The South African economy is faced with a crisis of persistently high and rising unemployment rates. Although this is a cause for serious concern, the statistic captures a segment of the working-age population enduring recurrent spells of unemployment – a vulnerable group for consideration that these figures fail to uncover. The dilemma could be linked to the influx of previously disadvantaged groups (i.e. Africans and females) into the labour market since the dawn of democracy. Thus, the newly appointed South African government inherits an economy that had systematically disadvantaged most of the population, leading to an oversupply of labour, where highly-skilled labour appears to be more appealing in comparison to the relatively low-skilled labour offered by these persons. Historically suppressed groups thus disproportionately bear the brunt of this unemployment, where some may have involuntarily remained rooted in unemployment for longer periods of time than those considered unemployed on a temporal basis. The importance of exploring and understanding the roles of some underlying forces is extremely crucial to wrestle this pressing issue in a South African context, when examining labour market dynamics. This study therefore explores the nature and extent of chronic unemployment by examining the data of the first four available waves (2008, 2010/2011, 2012 and 2014/2015) of the National Income Dynamics Study (NIDS). The empirical findings reveal that those significantly more susceptible to chronic unemployment are: African individuals with either incomplete secondary education or at most a Matric qualification in tandem with an additional certificate/diploma, residing in traditional areas in less wealthy provinces (i.e. Free State and Mpumalanga). Furthermore, the results demonstrate that these chronically unemployed individuals are more likely to form part of the youth (25-44 years), be non-poor, with their household composition consisting of one to five household members where the minority enjoy wage employment whereas the majority endure spells of unemployment. Ultimately, they devote themselves to informal employment and occupations requiring semi-skilled and relatively unskilled labour in the community, social and personal services industry and on average earn R 3 342 per month in 2016 December prices.

No / The proportion of skilled labour in subsidiaries is influenced by size and development of host country, and subsidiary role, the latter being connected to autonomy and intra-organisational relationships. In this paper, we conceptually explore subsidiary¿s proportion of skilled labour in relation to subsidiary role within the context of a small developed country. Specifically, we draw on the literature of strategic development of multinational corporations, and insights of inward foreign direct investments in small developed countries. This is presented in a unifying framework in order to predict diverse categorizations of subsidiary role¿s impact on the proportion of skilled labour in subsidiaries.

This thesis analyzes the political discourse on skilled labour migration in Germany between 2005 and 2009 and investigates how and why skilled labour migration polices are negotiated in the Federal Republic of Germany. In particular the thesis highlights the significance of underlying policy maker motives within the policy formation process of Germany s 2009 Action Programme on Skilled Labour Migration as well as their ultimate imprint on the legislation. The critical discourse analysis of parliamentary debate in Germany between 2005 and 2009 in conjunction with interviews with relevant national policy makers, institutional actors, labour market stakeholder, and independent policy advisors reveals that there is a significant discrepancy between policy maker intent in regards to skilled labour migration legislation and the stated intent of the 2009 Action Programme. While the stated aim of the Action Programme is to facilitate and promote skilled labour migration to Germany, the analysis of relevant political debate and the stakeholder interviews reveals that German policy makers are primarily motivated to protect and promote preferential labour market access for domestic workers while at the same time restricting undesired labour migration to Germany. As a result, the policy measures of the 2009 Action Programme on Skilled Labour Migration have a strong protectionist and restrictionist emphasis. Moreover, the thesis reveals that the complex and multilayered power-negotiations over skilled labour migration legislation between the various policy makers, institutional actors, and labour market stakeholders are largely shaped and framed by domestic political considerations. Notwithstanding the widely acknowledged global competition over skilled workers and the need for German labour market to maintain competitive within the global economy, immigration policy makers in Germany are primarily motivated by factors that are firmly embedded within the national political sphere and that aim to control, limit, and restrict territorial access of foreign workers into the national labour market. This in turn highlights the need for migration scholars to reposition and re-conceptualize the role of the nation-state and as an active agent in shaping international labour migration flows.

The Skillmax Program was launched by the New South Wales State Government at the end of 1988 as a result of concern about the underutilisation of the skills of overseas qualified and experienced immigrants in the labour force. The program is administered by the NSW Adult Migrant English Service. The aim of this study is to evaluate how well the Skillmax Program is achieving its aim of assisting non-English speaking background immigrants to maximise the use of their overseas experience and skills within the NSW labour market. The main source of data for the evaluation was a questionnaire distributed to all students who had studied in the program from July, 1993 to June, 1994. Those in the final program intake surveyed had just completed courses, those in the first intake surveyed had completed courses nine months previously. The questionnaire was sent to 458 ex-students in August, 1994 and 217 questionnaires were returned. Additional data was obtained from a literature search, a survey distributed to Skillmax program staff and a focus group meeting of the Skillmax Program's teachers, educational and vocational counsellor and program manager. Key research findings are: 71.9% of all respondents had found employment since enrolling in the Skillmax Program and 67.7% were still employed when the study was conducted; 84.9% of those respondents who had completed or partially completed courses ending from six to nine months before the study was conducted had found employment and 78.5% were still employed when the study was conducted; 66.7% of those respondents in employment had found employment at the same occupational level as in their countries of birth; 52% of all respondents were either unemployed (28.1%) or underemployed (23.9%); 85.9% of those respondents in employment considered that the Skillmax Program had contributed significantly to their success in finding employment. The study compares the findings of the current study to those from a previous Skillmax Program evaluation concluded in 1992 (Mograby & Eddie, The Skillmax Program Evaluation Report, 1992). Employment outcomes of participants in the current study are significantly better than those in the previous study. The study argues that improvements in employment outcomes can primarily be attributed to program improvements made since the 1992 evaluation. The study concludes that the Skillmax Program is achieving its aims. Recommendations for program improvement and future directions for the program are made.

This dissertation concentrates on the subject of migration from the less researched angle of the rural areas losing migrants. This dissertation is premised upon the hypothesis that emigration of skilled people stifles development in rural areas and this in turn leads to the lack of development. The lack of development causes emigration. I am arguing that this vicious cycle must be broken down through leadership committed to achieving development goals and through personal sacrifices of skilled people remaining in rural areas. Therefore, this dissertation seeks to establish the impact that migration has on rural development. It looks at the case of eMabhuqwini as the study’s focal point. There are two arguments that are advanced by the thesis: (1) Migration negatively impacts on development in the area of eMabhuqwini. The more able‐bodied, skilled and capable people emigrate, the higher the likelihood that the area they leave will stay underdeveloped. This is because people who have the capacity to drive development in the area will have left. At the same time, if the area is underdeveloped, people are likely to leave it and seek greener pastures – especially in terms of better living conditions and employment opportunities – elsewhere, particularly in more developed urban areas. (2) Political infighting between political parties appears to be the main cause of the slow (if any) pace of service delivery and development in the area. This is so because of growing political intolerance among political parties in South Africa. This political intolerance is also characterised by an unwillingness to accept political defeat. As such, this process has dictated the terms of and speed of service delivery as there is little will on the part of political leaders to spearhead development in an area governed by the opposition. I further provide a comprehensive conceptual framework on migration theory, a detailed presentation of the case study area, a three‐pronged empirical study consisting of interviews with thirty‐two households, household in‐depth survey (6 respondents) as well as three focus groups. Quantitatively, 32 respondents answered a semi‐structured research questionnaire. Six of the same people were also requested to respond to an open‐ended research schedule that sought to gain answers to open‐ended questions. The questions themselves were divided into two sections, a closed‐ended part as well as an open‐ended part. Quantitative questionnaires were analysed using the SPSS computer program, while the others were analysed thematically. In terms of conclusions and recommendations, it was observed that the two arguments were confirmed: that migration does have a negative impact on development; and that, to minimise this impact, or to reverse the process, an intensive effort must be put into encouraging the government, together with traditional and local leadership, to deliver services to the people so as to develop the area and minimise the impact of migration. / Thesis (M.T.R.P.)-University of KwaZulu-Natal, Durban, 2013.

The Skillmax Program was launched by the New South Wales State Government at the end of 1988 as a result of concern about the underutilisation of the skills of overseas qualified and experienced immigrants in the labour force. The program is administered by the NSW Adult Migrant English Service. The aim of this study is to evaluate how well the Skillmax Program is achieving its aim of assisting non-English speaking background immigrants to maximise the use of their overseas experience and skills within the NSW labour market. The main source of data for the evaluation was a questionnaire distributed to all students who had studied in the program from July, 1993 to June, 1994. Those in the final program intake surveyed had just completed courses, those in the first intake surveyed had completed courses nine months previously. The questionnaire was sent to 458 ex-students in August, 1994 and 217 questionnaires were returned. Additional data was obtained from a literature search, a survey distributed to Skillmax program staff and a focus group meeting of the Skillmax Program's teachers, educational and vocational counsellor and program manager. Key research findings are: 71.9% of all respondents had found employment since enrolling in the Skillmax Program and 67.7% were still employed when the study was conducted; 84.9% of those respondents who had completed or partially completed courses ending from six to nine months before the study was conducted had found employment and 78.5% were still employed when the study was conducted; 66.7% of those respondents in employment had found employment at the same occupational level as in their countries of birth; 52% of all respondents were either unemployed (28.1%) or underemployed (23.9%); 85.9% of those respondents in employment considered that the Skillmax Program had contributed significantly to their success in finding employment. The study compares the findings of the current study to those from a previous Skillmax Program evaluation concluded in 1992 (Mograby & Eddie, The Skillmax Program Evaluation Report, 1992). Employment outcomes of participants in the current study are significantly better than those in the previous study. The study argues that improvements in employment outcomes can primarily be attributed to program improvements made since the 1992 evaluation. The study concludes that the Skillmax Program is achieving its aims. Recommendations for program improvement and future directions for the program are made.