Published Article / This paper analyses work sampling and time study as work measurement methods with the view of employing them in an automated labour performance measurement system. These are compared with respect to Hawthorn effect, labour intensiveness, cost, tediousness and knowledge extensiveness. The analysis proves that work sampling is a better option for developing an automated labour performance measurement system that employs computer vision. Web cameras are used to feed real-time images to a central computer via USB extenders. The computer runs a standalone C++ application that uses a random function to establish when measurements are to be taken. The developed video camera footage is converted into a pixel matrix using OpenCV. This matrix is then filtered and analysed, enabling the tracking of a worker. The data generated is stored in text files. After the work sampling period has elapsed, the data is transferred into Microsoft Excel for analysis. Finally a report of the labour utilisation is generated in Microsoft Excel and then send to the analyst for review.

Submitted in fulfillment of part of the requirement for the degree of Master of Technology, Durban University of Technology, Durban, South Africa, 2016. / This research examines the Performance Appraisal of administrative personnel in the Department of Education: iLembe District Office. The main aim of this study was to improve the understanding and the implementation of Performance Appraisal of all employees in the KZN Department of Education. This is a case study research utilising purposive sampling and thereafter census to identify the most appropriate participants based on the research objectives. This approach helped to reconcile findings through triangulation and complementing qualitative and quantitative data (both primary and secondary). This study relied on primary data as well as secondary data obtained from questionnaires administered to all administrative personnel in the Department of Education, iLembe District Office. The study revealed that management and administrative employees in the Department are aware that a Performance Appraisal policy exists but lack an understanding of its meaning and intent. Furthermore, Performance Appraisal was introduced without the appropriate training and follow-up by the Department of Public Service and Administration. Instead it was assumed that every worker in the Department understood the purpose and aim of the policy. However, management and particularly employees are still unclear about the main purpose of Performance Appraisal and employees in particular feel very dissatisfied and demotivated with the way in which it is implemented. / M

published_or_final_version / Industrial Engineering / Master / Master of Science in Engineering

A dissertation submitted to the Faculty of Arts, University of the Witwatersrand, Johannesburg, in fulfillment of the requirements of the Degree of Masters of Arts. / Technological advancement has changed the nature of interactions within modern man-machine systems, with workload becoming more a load on the mental capacities of the human systems component than on his/her physical capabilities. Moreover increased system capabilities may have disproportionately reduced the time available to perform these mental operations, thereby adding new and more complex cognitive tasks. A concept crucial to the evaluation of modern man-machine systems is that of the resulting implications of loading and overloading the cognitive capabilities of the human systems component, namely the measurement of mental workload. ( Abbreviation abstract ) / AC2017

Thesis (M. Sc.)--University of Hong Kong, 1978. / Typescript.

No description available.

Thesis (Ph.D.) -- La Trobe University, 2004. / Research. "A thesis submitted in total fulfill ment of the requirements for the degree of Doctor of Philosophy [to the] School of Human Biosciences, Faculty of Health Sciences, La Trobe University, Victoria". Includes bibliographical references (p. 366-400). Also available via the World Wide Web.

Thesis (M.S.)--University of Texas at El Paso, 2008. / Title from title screen. Vita. CD-ROM. Includes bibliographical references. Also available online.

Thesis submitted in partial fulfilment of the requirements for the degree Master of Technology: Human Resource Management In The Faculty of Business At The Cape Peninsula University of Technology 2013 / This paper aims to determine if there is a relationship between performance management and organisational performance owing to a lack of staff motivation. If there is such a relationship the paper aims to investigate implementation of performance management for a selected company in the construction industry. The paper begins by outlining the background and history of the construction industry and presents a review of literature of performance management which provides insight into the topic. The paper examined different views of performance management from both practitioners and organisations and discusses the aims, benefits and shortcomings of performance management. Additionally, different evaluation methods and performance measurement methods were investigated to provide an in-depth understanding of the topic. The background and overview of the selected company in the construction industry was discussed. The paper used a case study and qualitative research approach. The results of the research prove that there is an inverse relationship between performance management and the lack of motivation that affects organisational performance. The paper concludes by showing that the selected company is in need of a performance management system and suggesting the development of a performance management system that should support a culture, which is based on feedback and communication. A framework is presented which ensures that effective strategies are deployed to adopt a performance management system.

M.Com. (Industrial Psychology) / Research has linked the construct of meaningful work to a variety of positive individual and organisational outcomes (cf. Rosso, Dekas, & Wrzesniewski, 2010). As such, the measurement and cultivation of meaningful work within the workplace can aid organisations in the promotion of a purposeful and energetic workforce. To date, South Africa has not developed or validated a meaningful work measure, which is problematic when it is considered that differences in culture have been shown to affect responses to items on specific psychometric measures (Meiring, van de Vijver, & Rothmann, 2006). It is therefore essential that the psychometric suitability of an instrument be established prior to it being applied within the country’s diverse population. This study examines the reliability and validity of a meaningful work measure in the South African context. Specifically, the dimensionality of the Western-developed Work and Meaning Inventory (WAMI) is investigated using a South African sample. A quantitative, cross-sectional design was adopted using a sample of South African working adults (N=300) within the Gauteng province. The results of CFA and EFA did not provide support for the original three-factor WAMI structure. However, theoretical and statistical support was found for an adapted twofactor version of the scale. Limitations and recommendations for future research are discussed.