The dissertation is focused in detail on the topic of Talent Management - talent management in the corporate practice. The aim of the dissertation is to verify that the general trends of the current talent management are applied in the business (corporate) practice. The core of the initial part is the analysis of available resources to the topic of current talent management (vocational studies, outcomes of professional conferences, newspaper articles, publications and statements of respondents). The authentication part is based on a research study in the region of the former district Klatovy. The conclusion is divided into several sub-outcomes - recommendations for the respondents, including proposed timetable for implementation, a summary of the best practices in talent management, a description of talent management specification observed according to the focus and the company size, and also the indication of the possible pitfalls of talent management.

Text in English with abstracts in Zulu and SePedi / Business-oriented studies have revealed that medium-sized enterprises greatly contribute to economic growth and socio-economic development of developed and emerging economies like Uganda. At the same time, these enterprises are faced with copious challenges, and chief among them, is a general lack of prudent talent management model(s) and talented people to propel them forward in order to sustain competitiveness. The aim of the present research undertaking was to develop a model for talent management that could be applied by medium-sized enterprises in Uganda to attract and retain talented people with the view to sustain survival, growth, development and competitiveness. The study evolved on the thesis statement that the characteristics of an enterprise (i.e., main business, number of employees, years of existence, technological advancement, ownership arrangement, location and active website) and managerial characteristics (i.e., level of competition, performance rating of the enterprise, leadership style, owners participation, academic attainment of the General Manager/Chief Executive Officer and academic attainment of Assistant General Manager/Assistant Chief Executive Officer) influence the direction and dynamics of talent management (i.e., talent identification, leadership talent development, talent development for hard to fill positions, higher position talent development, cohort of talent, talent utilization and reward management) in the medium-sized enterprises in Uganda. A mixed research design was adopted. Primary data was obtained through a survey questionnaire and interviews of management experts were conducted, using the theoretical sampling technique. The interviews were meant to obtain the underlying in-depth factors pertaining to emerging issues from the quantitative data analysis. Based on the Business Register for the year 2006, the total population of the medium-sized enterprises in Uganda stood at 58,512 and the targeted sample of 600 medium sized enterprises was statistically arrived at. 570 medium-sized enterprises responded positively to the study. This gave a response rate of 95%, which was classified as excellent. The measuring instrument yielded an overall Cronbach Alpha value of 0.77 which implied that the instrument was reliable to conduct the study. A variable was generated to measure talent management. This was done by the application of STATA Version 13.0. Linear regression analysis was conducted for all the seven research questions for the study. The model fit was good because the probability value (0.000) was less than 0.05 and the conclusions were made at 95 per cent level of confidence. Using the adjusted model, it was established that main business, technological advancement, ownership structure and location of enterprises significantly influence talent management in the medium-sized enterprises in Uganda. In addition, it was revealed that performance rating, leadership style, owners participation and academic attainment of the assistant general managers significantly influence the dynamics and direction of talent management in the medium-sized enterprises in Uganda. These findings formed the developed talent management model for medium-sized enterprises. The fundamental theoretical contribution of this investigation was the development of a talent management model for medium-sized enterprises in Uganda, in the context of developing countries. The practical worth of the model is its application to strengthen talent management in the medium-sized enterprises with the view to sustain survival, growth, development and competitiveness. The recommendations of the study are that: the dependency of medium sized enterprises in Uganda on general management aspects without embracing fundamental ingredients of talent management is a risky business venture; and medium-sized enterprises in Uganda must revisit their talent identification, talent development initiatives, talent retention programs, talent utilization and reward management systems. This will permit them to be aligned with the volatile competitive business environment. Medium-sized enterprises must continuously re-examine leadership talent development initiatives in order to enhance business leaders with the view to attain long term sustainability. / Izingcwaningo eziphathelene nebhizinisi sezikuvezile ukuthi amabhizinisi amaphakathi ngobukhulu anegalelo elikhulukazi ekukhulisweni komnotho kanye nokuthuthukiswa kwenhlalomnotho yamazwe aneminotho esithuthukile kanye nalawo aneminotho esafufusa njenge-Uganda. Kusenjalo, lawa mabhizinisi azithola ebhekene nezinkinga eziningi, futhi enkulu kunazo zonke, wukuntuleka kwemodeli noma amamodeli okuphathwa kwabasebenzi, ngokunjalo nokuntuleka kwabasebenzi abanekhono abazokwazi ukuqhubekisela phambili amabhizinisi lawo ukuze akwazi ukukhula futhi adlondlobale emsebenzini wawo webhizinisi lapho kunesimo sokuncintisana okukhulu phakathi kwamabhizinisi. Inhloso yalolu cwaningo lwamanje kwabe kuwukuthuthukisa imodeli yokuphathwa kwabasebenzi engasetshenziswa emabhizinisini amaphakathi ngobukhulu ase-Uganda, ngenhloso yokuheha nokugcina abantu abanamakhono ukuze kuqinisekiswe ukuthi amabhizinisi ayaqhubeka nokusebenza, ayakhula, ayathuthuka futhi ayakwazi ukuncintisana ngempumelelo emkhakheni wezebhizinisi. Lolu cwaningo kwathuthukiselwa phezu kwesitatimende sethisisi esithi izici-bunjalo zebhizinisi (okusho umsebenzi oyinhloko owenziwa yibhizinisi, inani labasebenzi, iminyaka esiphelile lasungulwa futhi likhona, ukuthuthuka noqhukubekela kwalo phambili kwezobuchwepheshe, isimo sobunikazi, indawo elisebenzela kuyona kanye newebhusayithi esebenzayo) kanye nezici-bunjalo eziphathelene nokuphathwa kwebhizinisi (okusho, izinga lokuncintisana, isilinganiso-kusebenza sebhizinisi, isitayela sobuholi, ukubamba iqhaza komnikazi, izinga lemfundo eliphakeme afinyelele kulona uMphathi-jikelele/uMphathi Omkhulu kanye nezinga lemfundo eliphakeme elifinyelele kulona iPhini loMphathi-jikelele/iPhini loMphathi Omkhulu) kunomthelela emgudwini kanye nezinqubo-kusebenza zokuphathwa kwabasebenzi (okusho, ukuhlonzwa kwabasebenzi abanekhono, ukuthuthukiswa kwabasebenzi abanekhono lobuholi, ukuthuthukiswa kwabasebenzi abanekhono lokugcwalisa izikhala okunzima kakhulu ukuzigcwalisa, ukuthuthukiswa kwabasebenzi abazongena ezikhundleni eziphakeme, iqembulabasebenzi abanekhono, ukusetshenziswa kwabasebenzi abanekhono kanye nokuphathwa kwemivuzo) emabhizinisini amaphakathi ngobukhulu kwelase-Uganda.ngobukhulu abamba iqhaza ngenkuthalo kulolu cwaningo. Lokhu kwahlinzeka ngezinga lokusabela elingama-95%, okuyizinga elithathwa njengelihle kakhulu. Ithuluzi lokukala lakhiqiza inani-bungakho eliphelele le-Cronbach Alpha elingu 0.77 okusho ukuthi leli thuluzi labe liyithuluzi elithembakele futhi elifanelekile ukwenza ucwaningo. Kwenziwa isikali esiguquguqukayo sokukala ukuphathwa kwabasebenzi abanekhono. Lokhu kwenziwa nokusebenzisa i-STATA Version 13.0. Kwenziwa uhlaziyo lwe-linear regression maqondana nayo yonke imibuzo yocwaningo eyisikhombisa. Ukufaneleka kwemodeli kwabe kukuhle kakhulu ngoba i-probability value (0.000) yabe ingaphansi kuka-0.05 futhi imibono yokuphothula yenziwa yafinyelele ezingeni lokuthembakala elingama-95%. Ngokusebenzisa imodeli ehlelwe kabusha, kwatholakala ukuthi umsebenzi oyinhloko owenziwa yibhizinisi, ukuthuthuka nokuqhubekela kwalo phambili kwezobuchwepheshe, isimo sobunikazi kanye nendawo asebenzela kuyona amabhizinisi kunomthethela omkhulu ekuphathweni kwabasebenzi emabhizinisini amaphakathi ngobukhulu ezweni lase-Uganda. Ngaphezu kwalokho, ucwaningo lwakuveza ukuthi isilinganiso-kusebenza, isitayela sobuholi, ukubamba iqhaza komnikazi kanye nezinga lemfundo eliphakeme elifinyelele kulona iphini lomphathi, kunomthelela kwizinqubo-kusebenza kanye nasemgudwini wokuphathwa kwabasebenzi emabhizinisini amaphakathi ngobukhulu kwelase-Uganda. Le miphumela etholakele ocwaningweni yakha imodeli yokuphathwa kwabasebenzi ethuthukisiwe, eqondiswe emabhizinisini amaphakathi ngobukhulu. Igalelo eliyisisekelo, eliphathelene nethiyori, elenziwe yilolu cwaningo wukuthuthukiswa kwemodeli yabasebenzi eyenzelwe amabhizinisi amaphakathi ngobukhulu kwelase-Uganda, ngokwesimo esiqondene namazwe asathuthuka. Ukusebenziseka nokubaluleka okuphathekayo kwale modeli wukusetshenziswa kwayo ekuqiniseni ukuphathwa kwabasebenzi abanekhono emabhizinisini amaphakathi ngobukhulu ukuze kuqinisekiswe ukuthi amabhizinisi ayaqhubeka nokusebenza, ayakhula, ayathuthuka futhi ayakwazi ukuncintisana ngempumelelo emkhakheni wezebhizinisi. Izincomo zocwaningo wukuthi: ukuthembela kwamabhizinisi aphakathi ngobukhulu ase-Uganda ezinqubweni zokuphatha ezijwayelekile ngaphandle kokuqinisekisa ukubhekelelwa kwezinto ezisemqoka kakhulu futhi eziyisisekelo sokuphathwa kwabasebenzi abanekhono kuyinto eyingozi kakhulu ebhizinisini; futhi amabhizinisi amaphakathi ase-Uganda kumele abuyekeze noma abhekisise izindlela nezinqubo zazo eziphathelene nokuhlonza abasebenzi abanekhono, izinhlelo zazo zokuthuthukisa abasebenzi abanekhono, izinhlelo zokugcina abasebenzi abanekhono, izinhlelo zokusebenzisa abasebenzi abanekhono kanye nezinhlelo zokuphathwa kwemivuzo. Lokhu kuzokwenza ukuthi lawa mabhizinisi akwazi ukuhambisana nesimo sebhizinisi esinokuncintisana okunzima impela. Amabhizinisi amaphakathi ngobukhulu kumele aqhubeke nokuhlola nokubhekisisa kabusha izinhlelo zokuthuthukiswa kobuholi bebhizinisi ukuze kuthuthukiswe abaholi bebhizinisi ngenhloso yokuqinisekisa ukusimama kwesikhathi eside. / Dithuto tša go šetša kgwebo di utullotše gore dikgwebo ya bogolo bja magareng bo dira seabe se segolo go kgolo ya ikonomi le tlhabollo ya ikonomi le leago ya diikonomi tšeo ditšwelelago go swana le Uganda. Ka nako e tee, dikgwebo di lebane le mathata a magolo, bjo bogolo go fetiša ke hlokego ya kakaretšo motlolo wa taolo ya talente le batho ba go ba le talente ba kgoromeletša go re go kgone go kgotleletšwa phadišano. Nepo ya matsapa a diphatišišo tša bjalo e be e le go tlhabolla motlolo wa taolo ya talente yeo e bego e ka šomišwa ke dikgwebo tša magareng mo Uganda go gokagoketša le go rua batho ba go ba le talente ka maikemišetšo a go tšwetša pele go phomelela, kgolo, tlhabollo le go kgona go phadišana. Thuto ye e gatetše pele ka go setatamente sa thesise ya go re dimelo tša kgwebo (ke go re., kgwebo ya motheo, palo ya bašomi, mengwaga ya go ba gona, kgatelopele ya thekenolotši, peakanyo ya bong, lefelo le weposaete ya go šoma) le dimelo tša bolaodi (ke go re., maemo a phadišano, kelo ya mašomelo a kgwebo, mokgwa wa boetapele, botšeakarolo bja mong, phihlelelo ya dithuto tša Molaodikakaretšo/Molaodiphethiši le phihlelelo ya dithuto ya 14 Motlatšamolaodikakaretšo/Motlatšamolaodiphethiši) do huetša tsela le mathaithai a taolo ya talente (ke go re., tlhaolo ya talente, tlhabollo ya talente ya boetapele, tlhabollo ya talente ya diposo tšeo go lego boima go di tlatša, tlhabollo ya talente ya diposo tša godingwana, yuniti ya talente, tšhomišo ya talente le taolo ya difoka) ka go dikgwebo tša magareng kwa Uganda. Tlhamo ya hlakahlakano ya diphatišišo e kgethilwe. Datha ya motheo e hweditšwe ka letlakalapotšišo la dinyakišišo le ditsebi tša taolo ya dipoledišano tša mošomo di dirilwe, go šomiša mokgwa wa go dira sampole ya teori. Dipoledišano tša mošomo di be di diretšwe go hwetša dintlha tša motheo tša go tsenelela mabapi le ditaba tšeo di tšwelelago go tšwa go tekolo ya datha ya dipalopalo. Ge go lebeletšwe Retšisetara ya Kgwebo ya ngwaga wa 2006, palomoka ya setšhaba sa dikgwebo tša magareng kwa Uganda e be e eme go 58,512 le sampole yeo e nepilwego ya dikgwebo tša magareng tše 600 di fihlile go ya ka dipalopalo go dikgwebo tše 570 tša magareng tšeo di ikarabetšego ka tshwanelo go thuto ye. Se se file kelo ya dikarabo ya diperesente tše 95 tše di hlophilwego bjalo ka tša maemo a godimo. Sedirišwa sa go ela se fihleletše palomoka ya boleng bja Cronbach Alpha ya 0.77 yeo e laeditšwego go re sedirišwa se se tshepegile go diragatša thuto ye. Sefapantšhi se hlamilwe go ela taolo ya talente. Se se dirilwe ka tšhomišo ya STATA Version 13.0. Poelomorago ya kelo ya tatelano e dirilwe go dipotšišo ka moka tše šupa tša diphatišišo tša thuto. Mohuta wo wa motlolo o be o le botse ka gobane boleng bja kgonagalo e be e le (0.000) ka fase ga 0.05 le dithumo di dirilwe ka diperesente tše 95 tša maemo a boitshepo. Go šomišwa motlolo wo o beakantšwego, go hwetšagetše go re kgwebo ye kgolo, kgatelopele ya thekenolotši, sebopego sa bong le lefelo la dikgwebo di huetša kudu taolo ya talente ka go dikgwebo tša magareng tša Uganda. Go tlaleletša, go tšweleditše go re kelo ya mašomelo, mokgwa wa boetapele, botšeakarolo bja mong le phihlelelo ya dithuto tša batlatšabalaodikakaretšo di huetša kudu mathaithai le khuetšo le tsela ya taolo ya talente ka go kgwebo ya magareng mo Uganda. Dipoelo tše di hlamilwe motlolo wa taolo ya talente wa dikgwebo tša magareng. Seabe sa teori ya motheo sa dinyakišišo tše ke tlhabollo ya motlolo wa taolo ya talente wa dikgwebo tša magareng tša Uganda ka go lefapha la dinaga tšeo di hlabologago. Boleng bja nnete bja motlolo wo ke tšhomišo ya wona go matlafatša taolo ya talente ka go dikgwebo tša magareng ka tebelelo ya go tšwetšapele go phela, kgolo, tlhabollo le go kgona go phadišana. 15 Ditigelo tša thuto ke go re: go ithekga ga dikgwebo tša magareng kwa Uganda go merero ya kakaretšo ntle le go amogela ditswakwa tša motheo tša taolo ya talente ke kgwebo ye kotsi; le dikgwebo tša magareng tša Uganda di swanetše go boela go tlhaolo ya bona ya talente, matsapa a tlhabollo ya talente, mananeo a go swarelela talente, tšhomišo ya talente le tshepedišo ya taolo ya difoka. Se se tla ba dumelela go sepelelana le tikologo yeo e tekatekago ya kgwebo. Dikgwebo tša magareng di swanetše go tšwela pele go lekolaleswa matsapa a tlhabollo ya talente ya boetapele go re go kgontšhwe baetapele ba kgwebo ka maikemišetšo a go fihlelela kgatelopele ya go ya go ile. / Graduate School of Business Leadership / D.B.L.

Knowledge about personal branding, the development and sustaining of a personal brand and the link between personal branding and career success did not exist in a scientifically structured manner. The purpose of this study was to understand what the elements of personal branding are and what it takes to develop a personal brand in the corporate environment. It was also important to identify whether personal branding is key to career success. The systematic literature review procedure was used to identify, analyse and critically evaluate both empirical studies and popular literature relating to personal branding. The current body of knowledge was ill defined and a six step model detailing how to develop and maintain a personal brand was developed as a result of a content analysis of the available popular literature. A measure of a complete personal brand within the workplace was subsequently developed. In this study, the hypotheses of a possible relationship between personal branding and career success (performance appraisal score, 360 leadership evaluation and talent board placement) were tested. It was found that talent board placement was statistically significant and practically related to personal branding. The study was the first to provide a measurement tool as well as empirical evidence on the relationship between personal branding and career success and, as such contributed significantly to the body of knowledge. This study also opened avenues for further research. / Daar was min kennis oor ’n persoonlike handelsmerk, die ontwikkeling en handhawing van ’n persoonlike handelsmerk, en die verband tussen ’n persoonlike handelsmerk en loopbaansukses in die wetenskaplike domein beskikbaar. Die doel van hierdie studie was om die elemente van ’n persoonlike handelsmerk te begryp, asook om te bepaal wat dit behels om ’n persoonlike handelsmerk in die korporatiewe omgewing te ontwikkel. Dit was ook belangrik om te bepaal of ’n persoonlike handelsmerk deurslaggewend is tot loopbaansukses. ‘n Sistematiese literatuuroorsig is gedoen om empiriese studies asook gewilde literatuur oor ’n persoonlike handelsmerk te identifiseer, te ontleed en krities te evalueer. Gegewe beperkte akademiese kennismateriaal, en na aanleiding van die inhoudsontleding van die beskikbare gewilde literatuur, is ’n sesstapmodel ontwikkel om aan te dui hoe ’n persoonlike handelsmerk ontwikkel en gehandhaaf kan word. Na aanleiding hiervan is ’n instrument ontwikkel om ’n person se handelsmerk omvattend in die werkplek te meet. Dit is gevolg deur hipoteses van ’n moontlike verband tussen ’n persoonlike handelsmerk en loopbaansukses (prestasiebeoordelingtelling, 360-leierskapevaluasie en talentplasing) te toets. Die studie het bevind dat ’n persoonlike handelsmerk statisties beduidend en prakties relevant is tot talentplasing. Hierdie navorsing lewer ’n omvattende meetinstrument vir die meting van ’n persoonlike handelsmerk, asook empiriese bewyse rakende die verhouding tussen ’n persoonlike handelsmerk en loopbaansukses. Die studie maak in dié opsig ‘n beduidende bydrae tot die gebrekkige akademiese kennismateriaal wat oor hierdie onderwerp beskikbaar is. / Ulwazi nge-branding yomuntu siqu, ukuthuthukiswa kanye nokuqhubekela phambili kwe-brand yomuntu siqu kanye nokuxhumana phakathi kwe-brand yomuntu siqu kanye nokuphumelela emsebenzini bekuyizinto ebezingahlelekile ngendlela yesisayense. Inhloso yalolu cwaningo bekuwukuqondisisa ukuthi ngabe iyini imikhakha ye-branding yomuntu siqu kanye nokuthi yini okudingekayo ukwenza ibrand yomuntu siqu emkhakheni wezamabhizinisi. Bekubalulekile nokubheka ukuthi ngabe i-branding yomuntu siqu isemqoka kangakanani ekuphumeleleni emisebenzini. Inqubo yokubuyekeza imibhalo ngendlela ehlelekile iye yasetshenziswa ukuphawula, ukuhlaziya kanye nokuhlola izifundo ezinobufakazi ezenziwe kanye nemibhalo edumile maqondana ne-branding yomuntu siqu. Imikhakha yolwazi ekhona ibingachazekile kahle, kanti kuye kwalandelwa imodeli yezinyathalo eziyisithupha echaza imininingwane ngokwenza kanye nokugcina i-brand yomuntu siqu, iye yenziwa ngakho-ke kwase kuhlaziywa ingqikithi yemibhalo edumile ekhona. Kwenziwe i-brand yomuntu siqu ephelele emkhakheni wezemisebenzi. Kulolu cwaningo, kuhlolwe i-hypotheses yobudlelwane phakathi kwe-branding yomuntu siqu kanye nokuphumelela emsebenzini (amaphuzu ohlolo lokusebenza ngendlela efanele, uhlolo lobuholi obungu 360, kanye nokubekwa kwebhodi yamathalente endaweni efanele) kuye kwahlolwa. Kutholakale ukuthi ukubekwa kwebhodi yamathalente endaweni efanele yinto esemqoka ngokwamastatistiki kanti futhi kuhambisana ne-branding yomuntu siqu. Ucwaningo belungolokuqala ukuhlinzeka ngethuluzi lokukala kanye nocwaningo obunobufakazi obubambekayo ngobudlelwane phakathi kwe-branding yomuntu siqu kanye nokuphumelela emsebenzini, kanti-ke, lokhu yikho okuye kwaba nomthelela obabalukile kulwazi. Lolu cwaningo luvule imikhakha lapho okungenziwa khona ezinye izinhlobo nemikhakha yocwaningo. / Business Management / DBL

The poor state and failure of the basic education system in South Africa gave rise to this research. The wave of knowledge loss experienced in the last two decades is expected to carry on and will continue to deplete the basic education system’s knowledge base, severely affecting the already poor quality of education as well as the future economic growth and sustainability in South Africa. The main research objective was to establish whether future growth and sustainability in the basic education system in South Africa is achievable; which factors it is influenced by; and how knowledge continuity could impact on future growth and sustainability. A multidisciplinary approach focusing on organisational performance, knowledge management, individual and organisational behaviour and organisational development was followed. The nature of growth and sustainability and knowledge continuity in organisations was explored by following a contextualisation theory-building process. The main objective of the empirical research study was to determine by means of quantitative research the degree to which the influencing factors would enhance or impede growth and sustainability in an organisation. A quantitative survey method was followed. A questionnaire was developed and the survey was performed in 6 primary and secondary schools of the basic education system in South Africa. The questionnaire was found to be reliable with a Cronbach’s alpha of .8060. In the descriptive factor analysis process, principal component factor analysis was conducted, which described the five constructs that would influence growth and sustainability. These constructs’ dimensions produced significant intercorrelations which indicate that the dimensions are for the most part intercorrelated with each other in contributing to growth and sustainability. The multiple regression analysis indicated that knowledge loss would have an exceptionally strong impact on knowledge; and that knowledge, information and performance would significantly predict growth and sustainability. Organisations should change the focus for growth from physical assets to the development of intellectual capital, and knowledge continuity should form part of an organisations’ business strategy and mission. Knowledge continuity will only be successful if a culture conducive of trust and knowledge sharing and transfer exist, and are supported by effective and appropriate human resource practices and incentives. A structural equation model development strategy produced a knowledge continuity model aimed at enabling future growth and sustainability, based on the constructs confirmed in the factor analysis. The model indicated that there is a direct causal relationship between knowledge, information and performance with growth and sustainability. The regression analysis showed that most of the intercorrelations are significant, thus confirming the theory. The newly developed questionnaire and structural equation model should enable organisations to measure the degree to which the enhancing individual and organisational behavioural factors of growth and sustainability are in place and provide the measurement outcomes that would identify the factors that need to be focused on to improve and enable future growth and sustainability in an organisation. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

The poor state and failure of the basic education system in South Africa gave rise to this research. The wave of knowledge loss experienced in the last two decades is expected to carry on and will continue to deplete the basic education system’s knowledge base, severely affecting the already poor quality of education as well as the future economic growth and sustainability in South Africa. The main research objective was to establish whether future growth and sustainability in the basic education system in South Africa is achievable; which factors it is influenced by; and how knowledge continuity could impact on future growth and sustainability. A multidisciplinary approach focusing on organisational performance, knowledge management, individual and organisational behaviour and organisational development was followed. The nature of growth and sustainability and knowledge continuity in organisations was explored by following a contextualisation theory-building process. The main objective of the empirical research study was to determine by means of quantitative research the degree to which the influencing factors would enhance or impede growth and sustainability in an organisation. A quantitative survey method was followed. A questionnaire was developed and the survey was performed in 6 primary and secondary schools of the basic education system in South Africa. The questionnaire was found to be reliable with a Cronbach’s alpha of .8060. In the descriptive factor analysis process, principal component factor analysis was conducted, which described the five constructs that would influence growth and sustainability. These constructs’ dimensions produced significant intercorrelations which indicate that the dimensions are for the most part intercorrelated with each other in contributing to growth and sustainability. The multiple regression analysis indicated that knowledge loss would have an exceptionally strong impact on knowledge; and that knowledge, information and performance would significantly predict growth and sustainability. Organisations should change the focus for growth from physical assets to the development of intellectual capital, and knowledge continuity should form part of an organisations’ business strategy and mission. Knowledge continuity will only be successful if a culture conducive of trust and knowledge sharing and transfer exist, and are supported by effective and appropriate human resource practices and incentives. A structural equation model development strategy produced a knowledge continuity model aimed at enabling future growth and sustainability, based on the constructs confirmed in the factor analysis. The model indicated that there is a direct causal relationship between knowledge, information and performance with growth and sustainability. The regression analysis showed that most of the intercorrelations are significant, thus confirming the theory. The newly developed questionnaire and structural equation model should enable organisations to measure the degree to which the enhancing individual and organisational behavioural factors of growth and sustainability are in place and provide the measurement outcomes that would identify the factors that need to be focused on to improve and enable future growth and sustainability in an organisation. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

Mining as a historical male-dominated space is confronted by various transformational structural changes. While the racial composition of mining boards has improved, gender representation of women in boards is problematic. Owing to our historical legacy of apartheid and decades of colonialism, South Africa became a victim of an unequal society. The new political dispensation under the leadership of Nelson Mandela sought to redress those inequalities after the fall of apartheid in 1994. However, gender inequalities and the gender subject remain contentious issues, particularly in historically male-dominated sectors such as mining. With legislation enforcement, only a few mining companies have improved the representation of women on boards (WoB), while some companies remain with no women or only one woman on board. However, despite the atrocities of apartheid, South African mining sector is relatively performing better in terms of WoB than countries that were not exposed to such a discriminatory dispensation. Yet still, mining lags far behind compared to other industries in South Africa. This outlook led me to conduct a multiple cross-case analysis research study to explore how women were integrated into mining by reviewing talent management practices used to appoint women (and men) by exploring recruitment, development and retention practices. I adopted an emancipatory critical research approach, a feminist epistemological paradigm, and I considered African feminism a suitable research approach given the unique context of South African mining history. The results showed that the industry still faces gender structural inequalities guided by an indoctrinated mindset of the sector, and that it is still to a great extent racially biased. While most focus of talent management is directed at recruiting more women, men still control recruitment, which is biased and informal, and different or stringent recruitment criteria are applied for women. Even though women occupy a few board seats and exceed the critical mass in some boards, they still face change-resistant attitudes and stereotypes and a double glass ceiling in terms of who has a right of voice, which disregarded their talent. All women regardless of race, were subject to stereotypes, but dealt with them differently. I found that black women are more affected than any other racial group due to their social identities, facing triple oppression due to their gender and race, but also class, which affects their confidence and their talent offering to board responsibilities. In fear of marginalisation, the black women in my study felt that they needed to earn the trust of men, especially those of white men. White, Indian and 1coloured women who were affected by gender stereotypes were silent about those prejudices, but were also still discriminated against with fewer board opportunities. The effectiveness of training and development of directors and retention was hindered by the culture in mining, individual constructed identities and societal gender constructions of roles and responsibilities. These constructions undermined the talent of women in boards and constructed the talent of men as superior. / Thesisi ye e fa tlhahlobo ye e tseneletšego ya ditirišo tša taolo ya talente ka dikhamphaning tše tshela tša meepo tša go ngwadišwa le JSE ka Afrika Borwa. E nyakišiša gobaneng talente ya mosadi e hlokomologilwe, le gore gobaneng basadi ba tšwela pele go ba palo ye nnyane mo dibotong le ge e le gore molao wa Afrika Borwa o thekga tekatekano ya bong le gore tokafatšo ya taba (business case) e hlatsetšwe go ya ka tirišo. Mokgwatlwaelo wa basadi wa Afrika o šomišwa ka go kopantšha mokgwa wa maemo a magareng woo o lebantšhago go kopano ya morafe le bong. Tšhomišo ya mokgwatlwaelo wa basadi wa Afrika gape e dira teori seemo sa go ithuta bong go ya ka mabaka a moswananoši gomme mo tabeng ye, intasteri ye e tletšego ka banna ka nageng ya morago ga kgatelelo le morago ga kgethollo. Dipoelo di bontšhitše gore intasteri e lebana le diphapano tša sebopego tša bong tše di hlahlwago ke maikutlo ao a tsentšwego a lekala, le le sa ntšego le tšea lehlakore go ya ka morafe. Komiti ya ditšhišinyo e tletše ka thwalo ya taolo ya banna, yeo e tšeago lehlakore ebile e se ya semmušo, gomme dikriteria tša go fapana tša thwalo di a šomišwa go basadi. Basadi ka moka go sa šetšwe morafe, ba be ba lebana le ditlwaedi, eupša ba be ba šogana le tšona ka go fapana. Basadi ba bathobaso ba sa ntše ba lebana le kgatelelo ya go menagana gararo ya go amana le bong bja bona, morafe, le boemo. Ka go tšhoga nyenyefatšo, basadi ba Bathobaso ba be ba nyaka tumelelo go banna, kudu ya banna ba Bathobašweu. Basadi ba Bathobašweu, Bathobaso, Maindia le Bammala ba be ba sa bolele ka dikgethollo, eupša gape ba be ba sa ntše ba gatelelwa kgahlanong le menyetla e se mekae ya boto. Katlego ya tlhahlo le tlhabollo ya balaodibagolo le kganetšo di šitišitšwe ke setšo sa meepo, maitšhupo ao a bopilwego a go ikgetha le dibopego tša bong tša setšhaba tša dikarolo le maikarabelo. Dibopego tše di nyaditše talente ya basadi ka dibotong gomme di bopile talente ya banna go ba ya maemo a godimo. Nyakišišo ye e kgatha tema go dingwalo tša tirišo tša basadi mo dibotong ka go nyakišiša mašomelo a taolo ya talente – a selo se se hlokomologilwego basading mo dinyakišišong tša diboto. E hlaloša ka fao basadi ba thwalwago, hlahlelwago maemo a boto le go hlaloša hlokomologo ya go tsenela taolo ya talente. / Business Management / Ph. D. (Management Studies)