Abstract Democracyrequires allmembers of the public to be afforded equal opportunities. South Africa is still a young democracy grappling to redress the imbalances of the past, which were not only about colour but also about gender and many other inequities. Prior to 1994, the South African public service systematically marginalised women across the colour spectrum. The introduction of the enabling legislation on affirmative action after1994 meant that women were classified as a category of the previously disadvantaged. Government departments have since then been expected to complywiththis legislation and advancewomenwho have the rightqualifications and experience tomanagerialpositions fromwhichtheywere previously excluded.The first part of this article examines the legislative framework and progress that has beenmade in the appointment of women to managerial positions in the South African public service. Statistics are used to quantify the progress that has beenmade.The second part of the article analyses obstacles that hamper the advancement of women.Lastly the article focuses on possible ways of addressing obstacles to the advancementofwomen.

Leadership and governance have been under scrutiny and the object of debate for decades in public and private sector, as well as in Public Administration discourse in general. Such debates are fuelled by theories that seem to be embedded within Public Administration. It is because both practitioners and scholars of Public Administration continue to allude to underpinning theories, even in modern public administration, regarding bureaucracy or organisational design, decision-making, leadership, the human element in public administration, systems, policy and environmental analysis, as well as their importance in public administration. The aforementioned aspects are regarded as pillars in conceptual analysis of public administration and become useful in understanding the role of leaders in public organisations, the importance of systems to improve governance and understanding of public finance in public administration. This will in turn lead to an understanding of public financial management systems in order to ascertain whether the government departments do apply, understand and comply public financial management systems as crafted within different policy frameworks. Such a conceptual analysis of public administration is crucial to this research as it provides a fundamental theoretical framework for the study. It gives meaning to ‘public finance in public administration’ and also put the study into the context of public administration. What is to be borne in mind is that public administration does not operate in a cocoon, but is exposed to environmental factors like social, economical, political and technological factors. It is therefore significant that public servants, the leadership in particular, display a high level of ability to analyse and scrutinise such an environment because the latter has an influence on internal departmental operations, the approach to service delivery and policy frameworks in general. This research also shows that there is a shift from traditional public administration towards public management. The former is regarded to be focusing on rules, control, strict procedures and inputs instead of results (outcomes) and the latter is known for innovation in service delivery, flexibility and accountability and the promotion of managerialism. The study reveals that the South African Public Service through its reforms has adopted public ‘management’ instead of ‘administration’. Such reforms are explicitly reflected in its evolving public finance management systems that originate from the South African Constitution, 1996 and implemented by Public Finance Management Act (PFMA), 1999. It is in this context that the PFMA is observed as a model of governance in the Public Service and also used as a case study throughout the research. In explaining governance from the public finance perspective, institutions and structures that support governance are identified, integrated approach to risk management is also identified in order to support the theory of governance and its application in the Public Service. Therefore, the study analyses leadership, particularly the managerial leadership by focusing and scrutinising on senior management service (SMS) in the South African Public Service, as well as governance. The PFMA will be used as a case study by taking into account public finance management systems in the public service. / Thesis (PhD (Public Affairs))--University of Pretoria, 2007. / School of Public Management and Administration (SPMA) / PhD / unrestricted

The research focuses on an evaluation of the management practices used in the implementation of HIV/AIDS policies and programmes in the South African Public Service, with specific reference to the Department of Public Enterprises (DPE). It was executed with the following objectives in mind: <ul> <li> identify the initiatives that have been established for managing HIV/AIDS in the South African Public Service and the DPE, including the relevant legislation;</li> <li> identify the challenges with regard to planning, organising, leading and controlling that are experienced by the DPE in managing HIV/AIDS effectively;</li> <li> identify best practices in the management of HIV/AIDS in the South African Public Service; and</li> <li> make recommendations to address the challenges experienced by the DPE.</li></ul> From the review of relevant literature, it has been established that the HIV/AIDS epidemic is growing at an alarming rate in the Southern African region, including South Africa. The impact of the epidemic on the socio-economy of South Africa, as well as the South African Public Service, needs to be properly understood so that appropriate measures can be put in place to address the challenges resulting from the epidemic. The research clearly indicated that resources, both financial and human, as well as leadership commitment are required for the effective implementation of policies and programmes for managing HIV/AIDS. / Dissertation (M.Admin (Public Administration))--University of Pretoria, 2007. / School of Public Management and Administration (SPMA) / unrestricted

The essence of this study is to review and to assess the extent to which transformation has materialized in the South African public service. Transformation has implied a fundamental reframing of the South African public service, replacing an old system with a new one. Through different legislations, objectives to improve the lives of the South Africans were set. The Department of Health, amongst others, was selected to pilot service delivery initiative because an improved health system would contribute directly to the improvement and expansion of human resource potential of the country. After a decade, it is still essential to assess a government’s performance in order to observe if there is progress in terms of services delivered to the people. The purpose is not really to pass or fail a particular initiative but to identify weaknesses and to suggest how these can be remedied and also to inform the community about the developments made. / Dissertation (MAdmin (Public Administration))--University of Pretoria, 2007. / School of Public Management and Administration (SPMA) / unrestricted

Thesis (MPhil (Information Science))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Knowledge Management (KM) have been adopted by the public sector institutions of the developed countries for a while and the rewards that of are said to be immense. For a new democracy and a developing country like South Africa, the benefits of KM in the public sector cannot be over emphasized. Among, other things, it is believed that KM can help speed up service delivery which is a top priority for the South African public sector at the moment. However, one wonders if the South African public sector is giving KM the kind of attention it deserves and if so, are there any noticeable rewards? The following study is a survey report on KM practices in the South African Public sector, specifically, National departments. It is believed that the results of this study will help identify best practices to be shared and deviations and gaps to be corrected. The study is made up of the following Chapters and topics: Chapter 1: Which cover a short history of KM in the Public Service The chapter also discusses the problem statements, objectives of the study and limitations. Chapter 2: Research Methodology The population and sample in this study are discussed. The methods used to collect data is also outlined and discussed. Chapter 3: Knowledge Management: Challenges, solutions and Technologies. This chapter is based on the book and model by Beccerra –Fernandez et al. and it discusses the three parts of the book , namely, Principles of KM, Technologies of KM, KM Systems and the epilogue which deals with the future of KM. The views of other authors in relation to the book and model are also outlined and discussed in this chapter. Chapter 4: Presentation and Discussion of results: The results of data collected in chapter 3 above are presented and discussed. Chapter 5: Conclusion and Recommendations The conclusion of this study based on the data collected using tools and methods outlined and discussed in Chapter 2 & Chapter 3 and presented in Chapter 4 above is then drawn. The conclusion and recommendations seek to answer research questions that were posed in Chapter 1 of this study. / AFRIKAANSE OPSOMMING: Kennisbestuur (KM) word reeds geruime tyd toegepas in die openbare sektore van ontwikkelde lande en dit word berig dat die resultaat duidelik speurbaar is. Vir 'n nuwe demokrasie en 'n ontwikkelende land soos Suid-Afrika kan die voordele van KM in die openbare sektor nie oorskat word nie. Onder meer word geglo dat KM kan bydra tot die verbetering van dienslewering wat op die oomblik die belangrikste prioriteit is vir die openbare sektor. Nogtans moet 'n mens wonder of KM die aandag ontvang wat dit verdien, en of daar opmerklike resultate is. Hierdie studie is in wese 'n rapport van 'n opname van KM praktyke in die Suid-Afrikaanse openbare sektor, in besonder van nasionale departemente. Daar word gehoop dat die resultate van die studie sal bydra tot die identifisering van beste praktyke wat met ander gedeel kan word, en om afwykinge en gapings te identifiseer vir korreksie. Die studie is ingedeel in die volgende hoofstukke: Hoofstuk 1 – 'n kort geskiedenis van KM in die openbare sektor. Die probleemstelling word ook bespreek Hoofstuk 2: Navorsingsmetodologie Hoofstuk 3: Knowledge Management: Challenges, Solutions and Technologies. Hierdie hoofstuk is gebaseer op die boek en model van Becerra-Fernandez et al. En dit bespreek die drie afdelings van die boek, naamlik: Principles of KM, Technologies of KM, KM Systems, asook die epiloog waarin die toekoms van KM behandel word. Beskouings van ander outeurs ten opsigte van die boek en model word bygevoeg. Hoofstuk 4: Aanbieding en Bespreking van resultate Hoofstuk 5: Konklusie en Voorstelle In die konklusie word antwoorde geformuleer op die pertinente vrae wat in hoofstuk 1 gestel is.

The implementation of public policies continues to be a serious challenge for the South African public service. Giving the overarching demands for quality public service delivery from the citizens, there is a serious need for the public sector to accelerate implementation of public policies which aimed at promoting the development of society. The primary objective of the research for this study is to critically analyse the policy implementation issues in the provincial government, the special reference is on the social assistance grant policies in the North West provincial government. Subservient to the primary objectives of the research is to highlight and emphasise the pivotal roles of the theory and practices of policy formulation, policy analysis and policy implementation to promote understanding on the factors which contribute towards the effective and efficient formulation and implementation of policies that are aimed at improving the lives of the people in general and those with special needs in particular. The complexities of policy development can be identified as one of the reasons for the delay and complete failure of policy implementation. Failure of policy can also largely be attributed to issues of poor implementation of policies. In addition, it has proven that sometimes policies are set out to achieve too ambitious targets which ultimately fall short of their desired outcome. Absence of policy analysis skills and practice in the provincial governments are also major impediments to the implementation of policies. The poor policy implementation in the North West provincial government is influenced by lack of reliable data and adequate information upon which to make decisions which is a consequence of an inadequate management information system. Moreover, poor policy implementation in the provincial government is as a result of and ascribed to a lack of financial resources, inadequate trained staff, poorly framed policies, target group opposition and underdeveloped bureaucracies which are unable to formulate and plan systematically. The other recurring criticism of poor policy implementation in the North West province is that policy implementation is the orientation towards centralisation. This means that most of the policies and plans are developed in the national government with little consultation with the final implementers. Policies often fail to capture the subtleties of initiatives at grassroots level. The distance of policy makers from practice not only causes problems for the managers of the policy but also creates a lack of harmony among the different elements of the same policy and among machinery of governments which are used to alleviate poverty such as Social Assistance Agency. The imposed national policies and directives to the provincial government without regards to their specific circumstances and without assessing the human and financial resource capacity of the provincial government led to waist of money and a complete failure of the implementation of policy in the province. So to ensure that policy is successfully implemented, there is a need for a guide to the implementation in the form of a public policy implementation variables and policy implementation model in the provincial governments in general and the North West province in particular. Proper policy implementation which include sufficient resources like finance and human resource and effective policy translation, management of policy implementation processes which include accountability and control and human capital development will all ensure a great deal of improvement and success in the policy implementation. Copyright / Dissertation (MAdmin)--University of Pretoria, 2010. / School of Public Management and Administration (SPMA) / unrestricted

The discipline of Human Resource Management is regarded as one of the fundamental pillars of organisational theory. The employees of an institution are considered to be the most important assets that an institution possesses, primarily because they determine the success or failure of the institution in question. Employee attraction and retention is known to scholars of the discipline as one of the prominent challenges that constantly confront institutions, both public and private. As labour markets become more globalised, the phenomenon of employee mobility surges, which results in these public and private institutions needing to develop and implement measures that would assist them in attracting skilled personnel, whilst also ensuring that they have the ability to retain such personnel. The war for talent continues to grow in the contemporary world as institutions strive to adapt the ever-changing milieu in which they operate. This study examines the underlying factors of career and retention management practices in the Department of Local Government and Housing by virtue of evaluating the Career and Retention Management Policy that the Department has in place as a means of addressing its turnover and retention challenges. Furthermore, the study recommends possible solutions and strategies for improving the current interventionist policy of the Department. The literature study indicated that employee turnover is detrimental to the ability of an institution to deliver goods and services, particularly if dysfunctional turnover occurs. Some of the causes, costs and types of turnover were conceptualised, in addition to the discussions on career and retention management. The study highlighted that the establishment of effective career development and management systems in the workplace is imperative, particularly as employees continuously seek personal and career growth opportunities. The failure to develop such systems may result in employees seeking these opportunities elsewhere, which would consequently deter the Department or any other institution from attaining its goals and objectives. The empirical study of this dissertation investigated possible reasons or factors why senior managers of the Department of Local Government and Housing may want to leave the Department and seek employment elsewhere. In addition to this, an evaluation of the Career and Retention Management Policy would provide a perceptive for assessing the effectiveness of the Policy in terms of its capacity to reduce employee turnover, at the same time ensuring that the Department remains an attractive employer of choice. Self-administered questionnaires were distributed to forty senior managers; however twenty-one were completed and returned by the participants. The analysis of the data revealed that the public service has the capability to retain critically skilled employees and that this is not necessarily brought about by the introduction of improved remuneration packages, but rather by placing an emphasis on career development because very often employees in the Department of Local Government and Housing are denied opportunities to climb the career ladder and this results in the Department’s retention ability being challenged. Various gaps within the Policy were identified, predominantly its content, which was described by participants as ambiguous. The study recommends possible solutions and strategies for addressing the challenges that were identified in the analysis. International best practices are utilised as a benchmark for establishing how other institutions have successfully formulated and implemented effective career development and management systems. / Dissertation (MAdmin)--University of Pretoria, 2011. / School of Public Management and Administration / unrestricted

The study involves an assessment of the effectiveness of Employment Equity Act, 55 of 1998 (EEA) in the South African public service, with specific reference to the Department of Agriculture (DoA) and problems the DoA encounters in realising the main objectives of the abovementioned Act. The research comprises both normative and empirical aspects of the EEA in the public service (specifically DoA). Employment Equity Act (Act 55 of 1998), in the agriculture sector has produced mixed results. There is a perception that the number of women in middle and senior management positions has slightly improved, as appears in the DoA organisational chart. Others perceive the Act as flawed in its design and implementation, due to the fact that the number of disabled employees in the middle and senior management levels is hardly visible on the organisational chart. The purpose of this research is to ascertain whether the DoA has been able to meet or implement the dictates of the EEA. Mostly, this research aims to look at ways in which the EEA can best be implemented, so that it functions as effectively as possible and to ensure that the Act yields the desired results. The fact that the DoA has not managed to reach the EEA target to employ disabled and women (though the number of women in senior positions has slightly improved) to senior positions, necessitates the need of this study. And mostly by the fact that EEA plays a pivotal role in ensuring equity in the DoA, which has in the past been perceived by some as the one dominated by a certain racial group. The specific objectives of this study are: <ul> <li>To explore difficulties that adversely impact on the effectiveness of the Employment Equity Act, 55 of 1998 in Department of Agriculture especially with regards to disabled officials.</li> <li>To determine if there is a disparity in the views of management and employees (both able-bodies and disabled employees) with regard to the effectiveness of Employment Equity Act, 55 of 1998 and problems experienced.</li> <li>To established levels of satisfaction of employees (designated groups)with the Employment Equity Act, 55 of 1998 and employees within the work environment.</li> </ul> This study will also make use of qualitative and quantitative research methods. Both Primary and Secondary research will be conducted to obtain the information needed to meet the objectives of the research. This research is important for the DoA because, the issue of EEA and other related issues such as Affirmative Action (AA) have been a thorny issue to others, while others embrace it. The importance of this research is further exacerbated by the fact that it sets forth a clear picture of the impact the Act in question made in its quest to ensure equity in the workplace. In summary this study attempts to shed some light on the effectiveness of EEA and to determine whether the desired effects of EEA have been achieved by the DoA. / Dissertation (MAdmin)--University of Pretoria, 2010. / School of Public Management and Administration (SPMA) / unrestricted

The role and function of application forms is for the purpose of recruitment and selection of candidates. Consequently, the role of the application form in the recruitment and selection of candidates, particularly currently being used in Africa, is investigated. the application form Z83 and Z27 public service employment in South Application forms, letters of application, curricula vitae, tests and interviews are instruments which can be used in the recruitment and selection of candidates. The source and nature of application forms enable institutions to collect and provide the required information in a precise manner compared to letters of application and curricula vitae. Application forms can provide basic information for tests and interviews. Although application forms facilitate the recruitment and selection of candidates, their completion and distribution can cause problems. However, ways and means by which the use of application form Z83 and Z27 can be improved in public service employment exist. / Public Administration / M. Admin.

The role and function of application forms is for the purpose of recruitment and selection of candidates. Consequently, the role of the application form in the recruitment and selection of candidates, particularly currently being used in Africa, is investigated. the application form Z83 and Z27 public service employment in South Application forms, letters of application, curricula vitae, tests and interviews are instruments which can be used in the recruitment and selection of candidates. The source and nature of application forms enable institutions to collect and provide the required information in a precise manner compared to letters of application and curricula vitae. Application forms can provide basic information for tests and interviews. Although application forms facilitate the recruitment and selection of candidates, their completion and distribution can cause problems. However, ways and means by which the use of application form Z83 and Z27 can be improved in public service employment exist. / Public Administration and Management / M. Admin.