The introduction of training and skills development legislation, such as the Skills Development Act No. 97 of 1998, and the Skills Development Levies Act No. 9 of 1999, has forced organisations to invest in the development of skills of its employees in South Africa. The National Skills Development Strategy, the Human Resource Development Strategy for South Africa and the Accelerated and Shared Growth Initiative for South Africa (ASGISA) are other legislative measures introduced by the South African government to contribute to the importance of training and skills development in organisations. It is necessary for the public sector organisations to train and develop the skills of its personnel in order to improve organisational, team and individual performance. Training and skills development should also assist in forming the basis for lifelong learning and to increase productivity and quality of work. A comprehensive human resource training and development strategy should be linked to the business strategy and the human resource management strategy in organisations. The primary objective of this study was to analyse the views of employees and to determine their level of awareness regarding training and skills development and how these can improve performance in the Free State Province municipalities. To reach this primary objective, a number of secondary objectives were considered as relevant. These included exploring the concepts of training, skills development and performance management. An analysis of statutory and regulatory guidelines pertaining to training and skills development and the assessment of structures, procedures and processes that exist in municipalities for the promotion of training and skills development were also highlighted. The effects of adequate training and skills development on performance in the Free State Province municipalities were analysed. Lastly, guidelines and recommendations regarding training, skills development and performance management were developed for municipalities in the Free State Province. The research was conducted in the Free State Province municipalities. It comprised of a literature study and an empirical survey using questionnaires and interviews to obtain information from managers, supervisors and frontline staff in the Free State Province municipalities. The respondents were tested on their views regarding the impact of training and skills development programmes in improving performance in their workplace. The findings of this research demonstrated that training and skills development enhances performance of personnel in specific functional areas in the Free State Province municipalities, and for this to be more effective on performance in municipalities, it should be provided adequately in specific areas of the Local Government Five Year Strategic Agenda, particularly to the Free State Province municipalities. Some of the most important findings of this research are the following: •that most of the managers and frontline staff in Free State Province municipalities received adequate training and skills development programmes; •that most of the trainings and skills development programmes received by managers in the Free State Province municipalities were related to their job tasks; •that managers and frontline staff in Free State Province municipalities felt motivated to do their job tasks after they were provided with training and skills development programmes; •that managers in Free State Province municipalities still find it difficult to ensure public participation by their communities even after training and skills development programmes were provided to them; and •that adequate training and skills development of personnel improves performance in many functional areas in municipalities in Free State Province. The study ends with recommendations for management actions on training needs, and for further research on this topic. / PhD (Public Management and Governance), North-West University, Vaal Triangle Campus, 2013

Organisations are continually confronting challenges to remain competitive and successful, which compels organisations to regularly re-evaluate their strategies, structures, policies, operations, processes and culture. Managing change effectively is however a main challenge in the change management domain because of massive human involvement. Thus, managers and change agents are eager to know how to encourage and effectively prepare employees for change situation. The aim of this doctoral study was to examine the determinant of employee readiness for organisational change. The objectives were to investigate employee commitment to the organisation and career and social relationships factors in public sector higher educational institutions of Pakistan where various change reforms has been introduced recently. This empirical study proceeded by a systematic review of literature that led to development of a conceptual model. The data was collected from a sample of teaching employees by using a survey questionnaire. Data was analysed using descriptive statistics and exploratory factor analysis run on statistical package for social sciences and confirmatory factor analysis on the structural equation modelling as well as on applied analysis of moment structure to assess the model fit of the study and hypotheses testing. Results showed that independent variables (emotional attachment, feeling of pride, pay/wages/rewards, promotion, job satisfaction, job involvement and social relationships in the workplace) were positively and significantly correlated to the dependent variable (readiness for organisational change). However, two variables i.e. supervisor and peer relations, and training and skills development were not found positive and significant to the readiness for organisational change. This study has methodological limitations, as it is a cross sectional study that used a survey questionnaire only in public sector higher education sector. This study provides empirical evidence for employee readiness predictor variables for organisational change. This study may contribute to the literature on change management, particularly for Pakistan, and may assist the management, change agents and practitioners of human resources management and development, and organisational behaviour in assessing, designing and evaluating new or existing programmes for organisational change.

The introduction of training and skills development legislation, such as the Skills Development Act No. 97 of 1998, and the Skills Development Levies Act No. 9 of 1999, has forced organisations to invest in the development of skills of its employees in South Africa. The National Skills Development Strategy, the Human Resource Development Strategy for South Africa and the Accelerated and Shared Growth Initiative for South Africa (ASGISA) are other legislative measures introduced by the South African government to contribute to the importance of training and skills development in organisations. It is necessary for the public sector organisations to train and develop the skills of its personnel in order to improve organisational, team and individual performance. Training and skills development should also assist in forming the basis for lifelong learning and to increase productivity and quality of work. A comprehensive human resource training and development strategy should be linked to the business strategy and the human resource management strategy in organisations. The primary objective of this study was to analyse the views of employees and to determine their level of awareness regarding training and skills development and how these can improve performance in the Free State Province municipalities. To reach this primary objective, a number of secondary objectives were considered as relevant. These included exploring the concepts of training, skills development and performance management. An analysis of statutory and regulatory guidelines pertaining to training and skills development and the assessment of structures, procedures and processes that exist in municipalities for the promotion of training and skills development were also highlighted. The effects of adequate training and skills development on performance in the Free State Province municipalities were analysed. Lastly, guidelines and recommendations regarding training, skills development and performance management were developed for municipalities in the Free State Province. The research was conducted in the Free State Province municipalities. It comprised of a literature study and an empirical survey using questionnaires and interviews to obtain information from managers, supervisors and frontline staff in the Free State Province municipalities. The respondents were tested on their views regarding the impact of training and skills development programmes in improving performance in their workplace. The findings of this research demonstrated that training and skills development enhances performance of personnel in specific functional areas in the Free State Province municipalities, and for this to be more effective on performance in municipalities, it should be provided adequately in specific areas of the Local Government Five Year Strategic Agenda, particularly to the Free State Province municipalities. Some of the most important findings of this research are the following: •that most of the managers and frontline staff in Free State Province municipalities received adequate training and skills development programmes; •that most of the trainings and skills development programmes received by managers in the Free State Province municipalities were related to their job tasks; •that managers and frontline staff in Free State Province municipalities felt motivated to do their job tasks after they were provided with training and skills development programmes; •that managers in Free State Province municipalities still find it difficult to ensure public participation by their communities even after training and skills development programmes were provided to them; and •that adequate training and skills development of personnel improves performance in many functional areas in municipalities in Free State Province. The study ends with recommendations for management actions on training needs, and for further research on this topic. / PhD (Public Management and Governance), North-West University, Vaal Triangle Campus, 2013