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The knowledge of employees on the role of the employer in workplace skills development at the Naledi-Nkanyezi private hospitalNama, Nombeko Roseline 06 October 2012 (has links)
The purpose of this study was to explore employees’ knowledge at Naledi-Nkanyezi Private Hospital of the role of the employer in workplace skills development. To achieve this, a literature review was conducted which provided an in-depth knowledge of the role of the employer in workplace skills development in the South African context. The literature review looked specifically at different roles that are awarded to South African employers to train and develop their employee. These roles were classified as: financial role, human resource development role and administrative role. Although the claiming of a mandatory skills grant, the completion of a workplace skills plan and an annual training report fall within the financial and administrative aspects respectively, they were discussed separately. Furthermore the literature looked at the role of the employee as a recipient of workplace skills development programmes. The information gained from the literature review was used as the basis for the development of a survey questionnaire to explore employees’ knowledge of the employers’ role on workplace skills development. Through a systematic sampling technique a sample was selected, and a group-administered questionnaire was used to collect the data from a list of full-time employees at Naledi-Nkanyezi Private Hospital. The results obtained were used to arrive at a theoretical conclusion. The empirical study established that employees at Naledi-Nkanyezi Private Hospital have a limited knowledge of what the role of the employer is on workplace skills development Based on analysis and interpretation of the research findings, recommendations to management, human resources department, EAP personnel and to union representatives were made on how to engage employees in workplace skills development planning and implementation. / Dissertation (MSocSci)--University of Pretoria, 2013. / Social Work and Criminology / unrestricted
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A workplace skills plan for enhanced service delivery at Nigel Local Municipality / Easter BalliesBallies, Easter January 2008 (has links)
The importance of human resource development as a means of ensuring that the organisation and institution maintain their competitiveness cannot be over-emphasised. Training and development of employees are critical to organisations, because it ensures the acquisition of required skills, which is paramount for the provision of effective service delivery, in particular local sphere of government. The Workplace Skills training that refers to the strategic human resource training and development, aims at developing the workforce, labour skills capacity, thereby achieving the institutional goals, policies and objectives of the institution. The Workplace Skills Plan is the key strategic planning document relating to workplace training, career pathing and employment equity for the Municipality. It details the training planned by a municipality in a given financial year as legislated by the Local Government Sector Education Training Authority (LGSETA). Workplace Skills Plan, through LGSETA, the Skills Development Legislative framework and the Employment Equity Act, makes provision, ensuring that employees in the public service should enhance their skills in order to deliver effective services to its customers, the public. For quality and effective service delivery at the Nigel Local Municipality to take place, the implementation of the Workplace Skills training is imperative for the enhancement of a skill workforce that will be able to ensure that the customer is satisfied with the product and service rendered by the employees. / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2009.
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A workplace skills plan for enhanced service delivery at Nigel Local Municipality / Easter BalliesBallies, Easter January 2008 (has links)
The importance of human resource development as a means of ensuring that the organisation and institution maintain their competitiveness cannot be over-emphasised. Training and development of employees are critical to organisations, because it ensures the acquisition of required skills, which is paramount for the provision of effective service delivery, in particular local sphere of government. The Workplace Skills training that refers to the strategic human resource training and development, aims at developing the workforce, labour skills capacity, thereby achieving the institutional goals, policies and objectives of the institution. The Workplace Skills Plan is the key strategic planning document relating to workplace training, career pathing and employment equity for the Municipality. It details the training planned by a municipality in a given financial year as legislated by the Local Government Sector Education Training Authority (LGSETA). Workplace Skills Plan, through LGSETA, the Skills Development Legislative framework and the Employment Equity Act, makes provision, ensuring that employees in the public service should enhance their skills in order to deliver effective services to its customers, the public. For quality and effective service delivery at the Nigel Local Municipality to take place, the implementation of the Workplace Skills training is imperative for the enhancement of a skill workforce that will be able to ensure that the customer is satisfied with the product and service rendered by the employees. / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2009.
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A workplace skills plan for enhanced service delivery at Nigel Local Municipality / Easter BalliesBallies, Easter January 2008 (has links)
The importance of human resource development as a means of ensuring that the organisation and institution maintain their competitiveness cannot be over-emphasised. Training and development of employees are critical to organisations, because it ensures the acquisition of required skills, which is paramount for the provision of effective service delivery, in particular local sphere of government. The Workplace Skills training that refers to the strategic human resource training and development, aims at developing the workforce, labour skills capacity, thereby achieving the institutional goals, policies and objectives of the institution. The Workplace Skills Plan is the key strategic planning document relating to workplace training, career pathing and employment equity for the Municipality. It details the training planned by a municipality in a given financial year as legislated by the Local Government Sector Education Training Authority (LGSETA). Workplace Skills Plan, through LGSETA, the Skills Development Legislative framework and the Employment Equity Act, makes provision, ensuring that employees in the public service should enhance their skills in order to deliver effective services to its customers, the public. For quality and effective service delivery at the Nigel Local Municipality to take place, the implementation of the Workplace Skills training is imperative for the enhancement of a skill workforce that will be able to ensure that the customer is satisfied with the product and service rendered by the employees. / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2009.
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Assessing participation of small fishing companies in the Transport Education Training Authority (TETA): identifying fault lines and potential responses to increase participationAlexander, Malcolm Charles January 2019 (has links)
>Magister Scientiae - MSc / The study focusses on the transport sector, where company participation level is
measured at approximately 20% of levy paying enterprises, and this level is mostly
based on relatively high levels of participation from large and medium sized
companies. The study explores the relationship between SETAs (sector education
training authorities) and the companies within the sectors they are mandated to
serve by researching the TETA maritime sub sector. The research focus is on small
companies and the focus is specifically on the low rate of participation of smaller
entities in the skills development landscape. The consequences of the lack of
participation are investigated and the study concludes that the SETAs ability to
effectively research its sector skills, as well as the SETAs ability to provide
effective skills planning in support of the national agenda, are both negatively
affected by current levels of poor participation. The research was conducted on
small fishing companies registered with the Transport Education and Training
Authority (TETA), in order to determine the reasons for low participation in the
government mandatory grant scheme. The research is survey based across
participating small companies and non-participating small companies.
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An evaluation of the environmental internship programme (2005- 2013) and it’s prospects for improved graduate employability: the case of interns in the city of Cape townKouh, Bama Nelly January 2013 (has links)
Magister Artium - MA / This study evaluates the extent to which the Environmental Internship Programme has impacted upon graduate employability in the City of Cape Town. Graduate unemployment crisis has been categorized as one of the socio-economic issues affecting the nation of South Africa with graduates struggling to find jobs in the areas which they graduated from. On the other hand, organisations are suffering from a lack of skills in different spheres. In order for this gap to be bridged, human resource development strategies have been put in place for graduates such as;
internships, training and learnership programmes. In 2005, the Environmental Resource Management Department (ERMD) launched a programme called the Environmental Internship Programme (EIP) to address the needs of graduates in the environmental management field. The programme is a yearlong internship aimed at bridging the gap between academic learning and the first steps of a professional career. The aim of the ERMD is to create a pool of skilled professionals to be absorbed into the city as well as provincial, national government and the private sector by making the interns better employable by the time they leave the EIP. It is against this background that this study evaluates the impact of the programme on graduate employability. Within the investigation, the researcher looked at the appropriate legislations, and policies that govern a programme of this nature. The study utilizes primary and secondary research information based on interviews and open-ended questionnaires.
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Aligning employee training needs and workplace skills plan in the Limpopo Department of HealthTeffu, Matome Edward January 2014 (has links)
Thesis (MPA.) --University of Limpopo, 2014 / iii
ABSTRACT
Government Institutions are in terms of the Skills Development Act, (Act 97 of 1998),
required to develop employees in order to achieve good and effective performance.
The Act makes provision for the development of Workplace Skills Plan by
government institutions and mandates these institutions, including Government
Departments, to budget at least 1% of their payroll for training and development of
employees. It is, however, not apparent whether or not the developed Workplace
Skills Plans are in line with the employees training needs and training interventions.
As a result, the essence of this study is to determine how to align employees training
needs with the Departmental Workplace Skills Plan in the Limpopo Department of
Health. In addition, the study investigates whether or not training interventions in the
Limpopo Department of Health are informed by the identified skills needs. The type
of research methodology used in this study is the quantitative approach, which is in
the form of a structured questionnaire. The main finding of the study is that although
the Limpopo Department of Health developed the Workplace Skills Plan, training
interventions were not aligned to it. In addition, a large percentage of the
respondents was not aware of the skills audit exercise that the Department
undertook. This study also reveals that the post-training evaluation which was done
by the Department did not contribute to important subsequent training interventions.
The key recommendation made is that the Limpopo Department of Health should
make employees aware of the skills audit exercise the Department often undertakes.
Additionally, Personal Development Plans should be continuously used to identify
pertinent employee training needs relevant for the Departmental Workplace Skills
Plan
KEY WORDS
• Limpopo Department of Health
• Workplace Skills Plan
• Personal Development Plan
• Skills Audit
• Training Interventions
• Training Needs Analysis
• Employees Training Needs
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Die ontwerp en ontwikkeling van 'n rekenaargesteunde opleidingbestuurstelsel vir die Chemiese industrie (Afrikaans)Botha, Johannes 18 January 2001 (has links)
In this day and age where technology is rapidly improving and developing, it is essential that information should be managed accurately, fast and dynamic. Information systems not adhering to the requirements of the environment must be replaced or updated. Dependable, available information is worth its value in gold to individuals, organisations and the government. Training information is one of the most controversial themes of our times, because of the dynamic nature of this field. The question is what is available in the market to manage training in its entirety? Legislation in South Africa has certain expectations and requirements, which have to be adhered to. A training management system that will satisfy the needs of individuals, organisations and the government is designed and developed to address the problems experienced by Sasol Utilities. Abbreviations such as SAQA, NQF, NSB and SETA are used generally and are an integral part of the training problem. The Computer Assisted Training Management System is designed to address the development possibilities of certain job categories and individuals. This includes the.management of all training information such as historical background, scheduling, the determination of certain short comings and achievement evaluation. Various reports, which are valuable for management purposes can be generated. The Computer Assisted Training Management System is designed in such a way that it can be adapted to suit a variety of needs. Information can be added, changed or deleted according to the specific needs. However, information can only be changed as determined by the administrator. A built in security system ensures that the integrity of the information is maintained and protected. The idea behind the design and development of the Computer Assisted Training Management System is that the system must be user friendly, dynamic, unique and functional and that it must comply with all the technical aspects. The need for training differs from institution to institution, as well as from the requirements laid down by the government. This system is therefore designed in such a way that it would not become obsolete in the near future. In fact, follow-up systems may originate from the current Computer Assisted Training Management System. The Computer Assisted Training Management System is therefore a dynamic and unique management tool for the processing of training information and is able to adapt to changing circumstances, without forfeiting integrity. / Dissertation (MA)--University of Pretoria, 2001. / Education Management and Policy Studies / unrestricted
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