published_or_final_version / Public Administration / Master / Master of Public Administration

This study examines the reasons why South African higher education institutions are still faced with major discrimination against black women, black people in general and people with disabilities. The study was prompted by the recognition that there is a discrepancy between the national employment policies and their interpretation and implementation in public higher education institutions. The study explores the implementation of the Employment Equity Act (EEA) in the employment of academic staff in higher education institutions (HEIs) in KwaZulu Natal (KZN). Historically, in the South African context, the issues of gender and race are closely interwoven. For this reason, it is impossible to consider gender issues without reference to race. Further, the broad principle of employment equity is that the workplace should reflect diverse groups within the population. In recent years the greatest publicity and attention has been given to issues of representivity in terms of race and gender, and only now are people with disabilities being given rightful access to workplace opportunities. One of the aims of the study is to examine the gap between policy formulation and policy implementation. Linked to this is the tension between national policies and institutional policies. The purpose of this study is to evaluate and assess the implementation of the Employment Equity Act in the appointment and promotion of academic staff in higher education institutions in KwaZulu Natal. The study was carried out in HEIs in KZN. Only universities and technikons were included in this study. Out of seven higher education institutions in KwaZulu Natal, five were selected. These are: University of Durban Westville (UDW), University of Natal (NU), University of Zululand (UniZul), Technikon Mangosuthu (Mantec) and the Durban Institute of Technology (DIT). University of South Africa (UNISA) (Durban branch) and Technikon South Africa (TSA) (Durban Branch) will be excluded from the survey simple because their head offices are out of the KwaZulu Natal region. Ten questionnaires were distributed to each higher education institution in KwaZulu Natal to be filled by two Vice Principals (who were selected randomly), two Deans of faculties (who were randomly selected), Director Human Resources, four Heads of Departments (academics selected randomly) and an Employment Equity manager. In total fifty questionnaires were distributed to the above-mentioned institutions. The key informants in this study were equity managers of each institution. Upon review of the interview transcripts it emerged that Employment Equity Act strategies were recognized as another vehicle of managing employees fairly and equally. Out of five transcripts analysed, three institutions accepted the Employment Equity Act and its strategies and two institutions interpreted the Employment Equity Act as another form of reverse discrimination against non-designated groups. From this study it appeared that in some institutions an attempt to implement an employment equity plan was made, but through lack of support from certain individuals from non-designated groups and lack of management support, the plans died a natural death. The study recommended that once the Employment Equity manager had been appointed or seconded she/he must immediately be relieved from his/her original duties so as to concentrate fully on employment equity issues. The study further recommended that intensive awareness programmes on the Employment Equity Act implications be emphasised especially to line managers. The Employment Equity Plan drawn must not be kept on shelves, but be communicated to everyone, especially the line managers. / Thesis (M.Ed.) - University of KwaZulu-Natal, Durban, 2004.

The purpose of this study was to determine the importance recent recruits of football programs placed on athletic facilities (specifically football facilities) in the selection of a NCAA Division I-A football team. Specifically, the opinions of recruited freshman at selected NCAA Division I-A football programs in the Big Ten Conference were examined.Participants completed a 21 item questionnaire that ascertained the football players opinions of how football facilities influenced their decisions to play football at the institution, their opinions on how the university and the football program influenced their decision to play football at that institution, and a ranking of 11 facility factors. Athletes (N = 88) representing three schools in the Big Ten Conference completed the questionnaire. The most influential factors in the recruiting process were coaching staff (M = 1.65, SD = .98) and the strength and conditioning facilities (1Vi = 2.02, SD = 1.06). Furthermore, this study found that the top five facility factors that NCAA Division I-A football players rank are strength and conditioning facilities, an academic lab, location of facilities, stand-alone facilities, and an indoor turf field. / School of Physical Education

The aim of the study was to investigate why it was deemed necessary to train and localise the public and private sectors by the Swaziland government. The efforts began shortly before Swaziland attained independence in 1968. Many of the initiative to localisation started in pre-colonial Swaziland in 1966 leading to independence. The study also examined the drawbacks to training and localisation and how these were overcome. Swaziland inherited and was strongly dependent upon a strongly entrenched cadre of top-level public service and private administrators who were expatriates. The study also examined how far localisation has gone to date.

This thesis presents three essays, each seeking to deepen our understanding of labour markets. The first essay studies the response of real wages and hours of new hires to the business cycle during the UK’s Great Recession. The second essay analysis in how far the assumption of rational expectations in the Mortensen-Pissarides model is required for the economy to converge to an equilibrium. In particular, it asks if it is possible for economic agents to use simple linear forecast rules and still ensure convergence to the rational expectations equilibrium. The final essay seeks to determine whether labour income shares at the sectoral level are constant across countries, as is usually assumed in the literature, and whether this assumption quantitatively matters. Therefore, it takes the input-output structures across countries into account, and conducts a development accounting exercise. Real wages and hours in the Great Recession: Evidence from firms and their entry-level jobs Using employer-employee panel data, I provide novel facts on how real wages and working hours within jobs responded to the UK’s Great Recession. In contrast to previous studies, my data enables me to address the cyclical composition of jobs. I show that firms were able to respond to the Great Recession with substantial real wage cuts and by recruiting more part-time workers. A one percentage point increase in the unemployment rate led to an average decline in real hourly wages of 2.8 per cent for new hires and 2.6 per cent for job stayers. Hours of new hires in entry-level jobs were also substantially procyclical, while job-stayer hours were nearly constant. My findings suggest that models assuming rigid labour costs of new hires are not helpful for understanding the behaviour of unemployment over the business cycle. Unemployment and econometric learning I apply well-known results of the econometric learning literature to the Mortensen-Pissarides real business cycle model. Agents can always learn the unique rational expectations equilibrium (REE), for all possible well-defined sets of parameter values, by using the minimum-state-variable solution to the model and decreasing gain learning. From this perspective, the assumption of rational expectations in the model could be seen as reasonable. But using a parametrisation with UK data, simulations show that the speed of convergence to the REE is slow. This type of learning dampens the cyclical response of unemployment to small structural shocks. Measuring sectoral income shares: Accounting for input-output structures across countries I use input-output tables to measure the labour income shares of the goods and the services sector for a large cross-section of mostly developed countries. I present two novel findings: sectoral labour income shares significantly increase with the level of development, and within-country differences between these income shares are uncorrelated with the level of development. These cross-country differences are not caused by variation in the input-output structure or final demand, but originate at the production-side of the economy. I measure sectoral total factor productivity using a development accounting framework to assess the quantitative importance of my findings. The goods sector of less developed countries is relatively less productive than the services sector; assuming that the values of the sectoral labour income shares across countries are identical to their corresponding U.S. values leads to an underestimation of productivity differences across countries. All findings are robust to different adjustments for the labour income of the self-employed.

O objetivo desta pesquisa é verificar ao lógicas que orientam o recrutamento para as Comissões Permanentes da Câmara de Deputados nas Legislaturas de 1991/1994 e 1995/1999. A hipótese principal é a de que o pertencimento à aliança eleitoral do Presidente da República induz os partidos políticos a realizarem um recrutamento baseado em critérios de lealdade política para as comissões estratégicas para a agenda do executivo. Já os partidos de oposição, segundo a hipótese, são obrigados a buscarem no próprio legislativo, ou nos governos estaduais, as fontes de recursos para suas bases eleitorais, implicando assim, num recrutamento baseado em critérios de especialização ou auto-seletivo. O quadro teórico utilizado combina elementos do neoinstitucionalismo e teoria dos jogos, e visa compreender, a partir do conjunto das instituições políticas brasileiras, as estratégias utilizadas por partidos e parlamentares no recrutamento para as comissões. / The objective of this research is to verify to the logics that you guide the recruitment for the Permanent Committees of the Camera of Deputies in the Legislatures of 1991/1994 and 1995/1999. The main hypothesis is the that the participation in the President electoral alliance induces the political parties accomplish it a recruitment based on criteria of political loyalty for the strategic committees for the executive's agenda. Already the opposition parties, according to the hypothesis, they are forced her look for in the own legislative, or in the state governments, the sources of resources for their electoral bases, implicating like this, in a recruitment based on specialization criteria, or selfselective. The used theoretical structure combines elements of the newinstitutionalism and theory of the games, and he seeks to understand, starting from the group of the Brazilian political institutions, the strategies used by parties and parliamentary in the recruitment for the committees.

O objetivo desta pesquisa é verificar ao lógicas que orientam o recrutamento para as Comissões Permanentes da Câmara de Deputados nas Legislaturas de 1991/1994 e 1995/1999. A hipótese principal é a de que o pertencimento à aliança eleitoral do Presidente da República induz os partidos políticos a realizarem um recrutamento baseado em critérios de lealdade política para as comissões estratégicas para a agenda do executivo. Já os partidos de oposição, segundo a hipótese, são obrigados a buscarem no próprio legislativo, ou nos governos estaduais, as fontes de recursos para suas bases eleitorais, implicando assim, num recrutamento baseado em critérios de especialização ou auto-seletivo. O quadro teórico utilizado combina elementos do neoinstitucionalismo e teoria dos jogos, e visa compreender, a partir do conjunto das instituições políticas brasileiras, as estratégias utilizadas por partidos e parlamentares no recrutamento para as comissões. / The objective of this research is to verify to the logics that you guide the recruitment for the Permanent Committees of the Camera of Deputies in the Legislatures of 1991/1994 and 1995/1999. The main hypothesis is the that the participation in the President electoral alliance induces the political parties accomplish it a recruitment based on criteria of political loyalty for the strategic committees for the executive's agenda. Already the opposition parties, according to the hypothesis, they are forced her look for in the own legislative, or in the state governments, the sources of resources for their electoral bases, implicating like this, in a recruitment based on specialization criteria, or selfselective. The used theoretical structure combines elements of the newinstitutionalism and theory of the games, and he seeks to understand, starting from the group of the Brazilian political institutions, the strategies used by parties and parliamentary in the recruitment for the committees.

The building and construction industry in Sweden is facing a troublesome recruitment problem, due to many retirees in the coming years. One way to increase the general attractiveness within the building and construction industry as a whole, i.e. according to young people’s standards, could be to work more actively with incentives and rewards specifically designed and chosen to motivate and attract young people. The purpose of this survey study is to examine what rewards Generation Y (people born between 1982-2000) is attracted to when entering the labor market, and finding out if there are any differences within Generation Y. The study is based on a quantitative survey of 323 students of Blekinge Institute of Technology (BTH). The survey questions are based on the areas that are identified as more important to Generation Y than other generations according to the reviewed literature. The results show that Generation Y perceives non-financial rewards more important than financial rewards and that the most effective rewards to implement considering both perceived importance and perceived monetary value are career opportunities, individual skills development, provisions for retirement and extra days of vacation. The study also shows that there are differences within Generation Y concerning age, culture, work experience and gender. There are also differences between generations. Generation X (people born between 1965-1982) values the importance of non-financial rewards higher than Generation Y, but Generation Y values the rewards monetary value higher in general.

Thesis (MTech(Public relations management))--Cape Technikon, Cape Town, 2001 / The pressing need at tertiary institutions in South Africa and, it is believed internationally, is to apply creative ways of recruiting students. The purpose of this research was to explore the effectiveness of social messaging in a multimedia recruitment tool designed for secondary school learners being recruited at a technikon in the greater Cape Town area. The proposed research was not designed to evaluate current recruitment methods, but rather to investigate the potential of an altemative method to recruit both the traditional and nontraditional student at a tertiary institution. A sample of five schools in the Cape Town Metropolitan area were used for this study.These schools represented a cultural and academic mix, looking at learners from both advantaged and disadvantaged backgrounds. The method used for this research was firstly a presentation of the CD-ROM at the Media Laboratory in the then School of Management, Cape Technikon, which was followed by focus group interviews two weeks later at the same schools. An interactive CD-ROM - The Cape Technikon - Tools to empower your future was created to recruit a multicultural student population, but more specifically to recruit the traditional and nontraditional student to the Cape Technikon. The CD-ROM, being both educational and entertaining, addressed aspects of creating a bond, an affiliation between the student and the institution and to enhance the notion of observational learning through role models in order to encourage decision-making. The data was codified according to the various categories of the Syntony Filter Matrix Grid. The results suggest that there is a need for student recruitment to be conducted sensitively, taking cognisance of cultural backgrounds and identities, mother tongue, and role modeling. The notion of syntony ought to play an important role in student recruitment at the Cape Technikon.

本研究目的為了解企業招募青年外派人才的需求及目的、招募甄選、外派訓練之現況；調查了11家佈局國際的台灣知名企業，產業類別涵蓋科技業、金融業、製造業、量販流通相關業、旅遊業。 研究發現台灣企業外派新鮮人才目的為擔任確保當地維持母公司的制度、填補職缺的角色。在招募甄選方面，企業招募外派新鮮人才綜合使用傳統與網路徵才管道。傳統管道多為校園招募，網路管道則是官網、網路人力銀行與臉書。甄選外派新鮮人才重視個人特質因素包含海外求職意願、適應性、海外經驗、學習潛能、人際關係技巧等，在能力因素方面語言是最重要的。外派培訓方面，受訪企業皆重視人才培訓，培訓的內容與時間依照產業、職缺目的、產品複雜程度而有所不同。 本研究建議企業使用國際畢業人才專案來進行統一的招募甄選以集中招募的資源、搭配職涯規劃與完善培訓制度吸引求職者的目光。在培訓方面增加跨文化的培訓，例如跨文化的課程、當地產業個案探討與雙輔導員制度協助外派者順利完成派外任務。 / The purpose of this study is to understand the current situation about companies of recruiting, selecting and training young talents as expatriates. This study investigates 11 well-known enterprises in Taiwan, covering the science and technology industry, finance industry, manufacturing industry, retailing industry, and tourism. The study finds that the purpose of young expatriate assignment of Taiwanese companies is to take control of the role to ensure that the local maintenances follow the parent company’s system. In the recruitment of selection, companies use both traditional and Internet channels to recruit fresh graduates. They usually use the campus recruitment as the main traditional channel; meanwhile, they use the official website, cooperation websites and Facebook as major internet channels to approach the fresh graduates. Companies emphasize personal factors including individual willing of working overseas, adaptability, overseas experiences, learning potential, social skills, etc. as the selection of fresh talents and in terms of external factors, the language skill is the most important. With regard to the training of the young expatriates, all the respondents put emphasis on the training of young expatriates. The training programs are different from industry to industry. This study suggests that companies use international graduates program which can unify resources to recruit and select fresh graduates. With promising career plan and well-planned training system, companies can attract the attention of job seekers. Moreover, companies can improve cross-cultural training, such as cross-cultural curricula, local industry case studies and dual counselors to assist young expatriates in successfully completing the expatriate assignment.