Thesis (MPhil)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: This research reports on the phenomenon of preventable staff loss (human capital) in a South-African government department. The research covered an analysis of biographical, occupational types and duration of job tenure data of 500 former employees who resigned over a ten-year period. Of these employees, 72 participated in a quantitative survey designed to test opinions around aspects such as career management, retention efforts and the resignation decision. Another 9 participated in telephone interviews. The evolution of organizational theory over the last few centuries and the recent emergence of organizational systems theory are used as basis for, on the one hand, describing government departments in general as the type of organization under discussion and on the other to identify themes that point to possible avenues for diagnosis of the phenomenon. Recent trends and technological developments leading to increasing scarcity and fluidity of the labour market are highlighted against the growing importance of the value of human capital and institutional knowledge as key components of achieving organizational goals. The effects of South-African political developments after 1990 on talent management in general, and enterprise systems in particular, are covered. The optimal implementation of talent management (as a component of organization-wide knowledge management strategies) is proposed as a possible solution. / AFRIKAANSE OPSOMMING: Hierdie navorsing doen verslag oor die verskynsel van voorkombare personeelverlies (Menslike kapitaal) in ‘n Suid-Afrikaanse staatsdepartement. Die navorsing sluit ‘n analise van biografiese, beroepstipe en lengte van diens van 500 voormalige werknemers wat oor ‘n tien jaar periode bedank het, in. Van hierdie werknemers het 72 deelgeneem aan ‘n kwantitatiewe vraelys wat ontwerp is om opinies rondom aspekte soos loopbaanbeplanning, pogings om personeel te behou, en die bedankingsbesluit te toets. ‘n Verdere nege het deelgeneem aan telefoniese onderhoude. Die evolusie van organisasieteorie oor die afgelope paar eeue en die onlange opkoms van organisatoriese sisteemteorie is as basis gebruik om eendersyds staatsdepartemente as organisasietipe in die algemeen te bespreek en andersyds sekere temas te identifiseer wat rigtinggewend kan wees in pogings tot diagnose en verdere ondersoek van die verskynsel. Onlangse neigings en tegnologiese ontwikkelinge wat lei tot toenemende vloeibaarheid en skaarsheid in die arbeidsmark word beklemtoon teen die groeiende belangrikheid van die waarde van menslike kapitaal en institutionele kennis as sleutelkonsepte in die bereiking van organisatoriese doelwitte. Die gevolge van Suid-Afrikaanse politieke ontwikkelinge na 1990 op die bestuur van talent oor die algemeen, asook die benutting van ondernemingstelsels (enterprise systems) in die besonder, word aangespreek. Die optimale implementering van talentbestuur as onderafdeling van organisasie-wye strategieë vir kennisbestuur word voorgehou as ‘n moontlike oplossing.

Telekombranschen är präglad av ett stressigt arbetsklimat och hög personalomsättning. Personalomsättningen bidrar inte bara till höga ekonomiska personalkostnader, utan också till låg arbetsmoral och engagemang hos de anställda. Vi fann det därav intressant att undersöka hur medarbetarna på ett telekomföretag upplever ledarskapet i organisationen. Vidare syftade studien till att undersöka de krav, kontroll och stöd medarbetarna upplever samt hur medarbetarna på telekomföretaget förhåller sig till personalomsättningen. Studien är av empirisk karaktär och den metodologiska utgångspunkten var att göra en kvalitativ studie med abduktiv ansats. Den använda datainsamlingsmetoden var semistrukturerade intervjuer. Resultatet visar att medarbetarna på telekomföretaget upplever och identifierar flera olika typer av ledarskap, varav den demokratiska ledarskapsstilen mest uppskattad. Att inkludera, stötta och visa empati är tre centrala egenskaper som eftersöks av medarbetarna. Vidare upplever respondenterna att arbetet karaktäriseras av höga krav, låg kontroll samt lågt socialt stöd från chefer och organisation. / The telecom industry is characterized by a stressful work environment and high employee turnover. High employee turnover does not only contribute to high economic costs, but also to a low level of work ethic among employees. Therefore, we found it interesting to investigate how the employees of a telecom company experience leadership in the organization. Furthermore, the study aimed to investigate how the employees experience the demands, control and social support at their workplace and how they relate to the company's employee turnover. The study is of empirical nature and the methodological starting point was to make a qualitative study with an abductive approach. The data collection method used was semi structured interviews. The results show that the employees experience several different types of leadership, of which the democratic leadership style is the most appreciated. Including, supporting and showing empathy are three key qualities demanded by employees. Furthermore, the employees experience that the work is characterized by high demands, low control and low social support from managers and organizations.

Motivating employees is one of the management top priorities nowadays. Motivated employees are less likely to leave the company, which leads to lower turnover rate which in turn can lead to lower costs for the company. The purpose of this study is to illustrate how organizations can increase employees’ motivation and lower employee turnover by using reward packages.

This paper aims to find out how to implement an information security management (ISMS) system that is based on ISO/IEC 27001-standard into a small organization with high employee turnover. The standard employs the PDCA-method as a course of action for implementing the standard. The reason for implementing such a system is to introduce information security to the organization and to maintain it despite the changes in management. The paper based it’s survey on a case study of a student nation in Uppsala, Sweden. Data was gathered from documents, organization charts, direct observation and by studying physical artifacts. The result of this study showed that it is possible to base an ISMS on the ISO/IEC 27001-standard and that the PDCA-method of implementing the system works if careful adaptation of the two is applied during its establishment into the organization. This paper concludes that certain aspects has to be considered when using the standard and PDCA-method when working with these kinds of organizations. The leadership has to play an active role in maintaining the work related to information security in order to enable continuity in a high employee turnover-organization. Organization members working on a non-profit basis can enable a higher level of security policy compliance since the relationship between employee and the organization stems from a voluntary basis. Build the ISMS so that it focuses on the core operations of the organization. If the ISMS is made to comprehensive there is a risk of it becoming too big for the organization to manage. There should be no doubts regarding who is responsible for the ISMS. The continuity of the system depends on well-established means of knowledge transfer from the departing responsibility holder to his or her successor.

Hög personalomsättning är ett kostsamt problem för organisationer. I försök att motverka problemet har forskare försökt hitta personalomsättningens orsaker. Arbetstagares avsikt att lämna en organisation har visat sig vara en viktig prediktor för omsättning och därför har forskare studerat orsaker till denna avsikt. Syftet med denna undersökning var att undersöka de prediktorer som tidigare forskning visat kan vara signifikanta för avsikten att lämna en organisation: socialiseringstaktiker; organisationsengagemang; övergripande rättvisa; och medarbetarbeteenden. Undersökningen som här genomförts bestod av 74 deltagare som hade jobbat på sin arbetsplats i max sex månader och rekryterades via tillgänglighetsurval. Datainsamlingen skedde genom en webbenkät med självskattningsformulär. En multipel regressionsanalys visade att övergripande rättvisa och investerande kontra fråntagande socialiseringstaktiker var signifikanta prediktorer för avsikten att lämna organisationen. På grund av att urvalet var ett relativt litet snöbollsurval utan stor varians i demografisk bakgrund bör inga stora slutsatser dras utifrån detta resultat, men resultatet kan inspirera till vidare forskning inom ämnet.

Att lyckas behålla anställda har blivit en alltmer vanlig fråga för arbetsgivare i och med en förändrad arbetsmarknad med hög konkurrens, och en för hög omsättning av personal kan få stora konsekvenser för ett företag. En bransch som länge präglats av hög personalomsättning är revisionsbranschen, och trots att tidigare studier har gjorts för att hitta anledningar till detta är det fortfarande ett omtalat problem, och revisionsbyråerna arbetar ständigt med att få sina anställda att stanna kvar på företagen, inte minst Big Four företagen. Employer branding, och främst intern employer branding, har visat sig ha en påverkan på personalomsättning eftersom det kan leda till att anställda väljer att stanna kvar på företagen. Revisionsföretagen har fortfarande problem med hög personalomsättningen och ännu har inte intern employer branding undersökts i revisionsbranschen. Syftet med studien är att skapa förståelse för vad Big Four företagen kan förbättra i sitt arbete med intern employer branding för att minska personalomsättningen. Studien är en fenomenologisk flerfallstudie av kvalitativ karaktär där empirin har samlats in genom semistrukturerade intervjuer med nuvarande och tidigare anställda från de fyra största revisionsföretagen, Big Four. Den abduktiva ansatsen har möjliggjort en djupare förståelse av fenomenet då empirin och teorin under studiens gång har utvecklats och bearbetats för att nå fram till tydliga resultat. Studiens resultat redogör för vad som kan förbättras inom Big Four företagens interna employer branding arbete för att minska personalomsättningen. Dessa förbättringar är bland annat; skapa ett unik employer brand, ta hänsyn till individuell utveckling och att arbetsuppgifter ska vara intressanta över tid. Flera exempel på förbättringsmöjligheter är mer detaljerad feedback, att anställda ska bli mer bekanta med företagspolicys och att anställda ska få ökad förståelse för hur de bidrar till företagens organisatoriska mål. / Success in retaining employees has become an increasingly common issue for employers as a result of a changing labor market with high competition, and too high a turnover of employees can have major consequences for a company. An industry that has long been characterized by high employee turnover is the audit industry, and although previous studies have been done to find reasons for this it is still a stated problem, and the accounting firms are constantly working to get their employees to stay at the companies, not least the Big Four companies. Employer branding, and in particular internal employer branding, has been shown to have an impact on employee turnover, as it can lead to employees choosing to stay with the companies. The audit firms still have problems with high employee turnover and internal employer branding has not yet been investigated in the audit industry. The study aims to create an understanding of what the Big Four companies can improve in their work with internal employer branding to reduce employee turnover. The study is a phenomenological multi-case study of a qualitative nature where the empirical data were collected through semi-structured interviews with employees and former employees of the four largest audit firms, the Big Four. The abductive approach has allowed a deeper understanding of the phenomenon as the theory and the empirical data has been developed and processed throughout the study to achieve clear results. The result of the study describe what can be improved within the Big Four companies' work with internal employer branding to reduce employee turnover. These improvements include; create a unique employer brand, take individual development into account and make work tasks interesting over time. Further examples of opportunities for improvement are more detailed feedback, that employees should become more familiar with company policies and that employees should gain a greater understanding of how they contribute to corporate organizational goals.

A brand is one of the most important assets that an organization has. It is a complex collectionof experiences and images that belongs to the surrounding world and it can have a huge impacton the organization. Today, brands are used in various ways and in different areas. One of theseareas is employer brand. In order to strengthen the employer brand, organizations can workwith employer branding, which is a long-term strategy that can be applied both internally andexternally. By working with employer branding from the internal perspective, organization canreduce their employee turnover. This is especially important for organizations today, since theunemployment in Sweden is relatively low and the labour market belongs to the workers. Thisprovides a challenge for the future success of organizations, since it is the human capital inthese organizations that possess knowledge. In Sweden, one of the characteristics of thetelecom industry is that the customer consultants have a high percent of employee turnover.The purpose of this study is therefore to investigate how organizations within the telecomindustry can reduce employee turnover with the help of internal employer branding.To gain a deeper understanding of the purpose, this study was conducted as a qualitative, singleand imbedded case study where the empirical material was collected through semi structuredinterviews. The results of the study showed that the investigated organization did not have asustainable and distinct strategy regarding internal employer branding. This was demonstratedby the fact that the leadership did not have an homogenous direction and the employees andprevious employees did not share the organizations experience regarding their work to retainemployees, therefore the efforts did not get the desired effect. This can affect the employerbrand in a negative way and therefore it is crucial that organizations understand the importanceof internal employer branding and the components that affects the employer brand. There areno shortcuts in building an employer brand and retain employees, the organization has to beattentive to what the employees truly desire. / Ett varumärke är en av de viktigaste tillgångarna ett företag har. Det är en komplex samling avupplevelser och bilder som omvärlden besitter och kan påverkar ett företag i hög grad.Varumärken återfinns inom breda områden och ett område som blivit allt mer aktuellt är ettföretags employer brand, även kallat arbetsgivarvarumärke. Arbetet för att stärka ett företagsemployer brand är en långsiktig strategi och kallas för employer branding. Denna strategi kanha två infallsvinklar, internt och externt. För att reducera personalomsättning används internemployer branding vilket är viktigt i dagens samhälle då arbetslösheten i Sverige är relativt lågoch arbetsmarknaden tillhör arbetstagarna. Det är även en utmaning för organisationersframgång att behålla kompetens inom organisationen. Telekombranschen i Sverige präglas avhög personalomsättning av kundtjänstmedarbetare och därför syftar denna studie till attundersöka hur dessa företag kan reducera personalomsättning med hjälp av intern employerbranding.För att få en djupare förståelse för studiens syfte genomfördes en kvalitativ, enkel fallstudiemed inbäddade analysenheter där semistrukturerade intervjuer användes för att samla in detempiriska materialet. Studiens resultat påvisade att den undersökta organisationen saknade entydlig strategi gällande intern employer branding vilket visade sig i att ledarskapet inte hade enenhetlig inriktning. De anställdas och tidigare anställdas upplevelser skiljer sig även frånorganisationens upplevelse gällande arbetet med att bibehålla personal och de åtgärder somorganisationen genomförde tappade då effekt. Detta kan innebära att organisationens employerbrand påverkas negativt och det är därför viktigt att organisationer idag förstår vikten av internemployer branding och dess beståndsdelar då det påverkar organisationens employer brand.För att bygga ett starkt employer brand och behålla humankapitalet inom organisationen finnsinga genvägar, du måste vara lyhörd till personalen.

The diploma thesis connects two different areas, namely the non-profit sector with the human resources management policy, which in the past has been particularly important in the profit sector. Nowadays, a number of non-profit organizations have undergone a process of professionalization, thereby narrowing the boundary between the profit and non-profit sectors and paying employees an important part of non-profit organizations. The diploma thesis deals with non-profit organizations in the area of social care provision, which are part of the whole social service in the Czech Republic, based on legislation. One of the goals of the work is to look at the reasons why employees leave non-profit organizations focused on social care and also what types of motivational employee benefits they use to prevent unwanted fluctuations in their employees. Keywords: non-profit organizations, social services, social care, human resources, employee turnover, motivational benefits

In recent years, the labor market has become increasingly flexible, and companies need to relate to an increasingly globalized market to survive and thrive. To meet the needs of this new environment, more and more companies are relying on temporary workers, mainly with the help of staffing agencies. Consequently, they can handle work stoppages as well as secure the employment of permanent staff when the workload decreases. When temporary staff arrive at a workplace, two different groups meet, the temporary worker and the permanent staff. There are some differences between the two groups mainly that the permanent workers have easier access to resources, higher level of job security as well as more opportunities for further training. The meeting between these two groups give rise to a range of different reactions, both at the individual and group level. The purpose of the current study is to investigate how permanent staff is affected by working together with temporary workers. The study is conducted using semi-structured interviews. In order to analyze the material, the following theoretical frameworks have been used: To illustrate how the individual is affected, Nilsson's (2009) theories about social identity, and the individual and the group are used. This is supplemented by Kazemi et al. (2009) theory of group and change. By using Lindqvist et al. (2014) theory of organizational culture and change, it is also possible to scrutinize what is happening at the organizational level and how it affects the individual and the group. The results of the current study show that the staff is indeed affected by working together with temporary workers.The biggest effect is in the field of employee turnover. The turnover is often a result of the organization attempting to meet the needs of the flexible market, which creates periods with more workload due to higher demand. The employee turnover have an effect on the wellbeing of the permanent staff.

Abstracts in English, Afrikaans and Zulu / This research study aimed to propose a talent retention framework for the hospitality industry in the Indian Ocean region by examining the relationship between fit, flourishing and organisational commitment in relation to employee retention. In addition, the study aimed to determine whether demographic factors (age, gender, nationality, marital status and employment status [local or expatriate]), work role fit and flourishing significantly and positively predict organisational commitment, and whether demographic factors (age, gender, nationality, marital status and employment status (local or expatriate) differ with regard to these variables. The study was directed at a random sample of employees at international hotels represented in the Indian Ocean region. The data was collected using the Work Role Fit Scale, the Flourishing-at-Work Scale and the Organisational Commitment Scale. The study revealed significant positive relationships between fit, flourishing and organisational commitment in the hospitality industry. The results found that fit and flourishing positively and significantly predict organisational commitment. Lastly significant differences were found between the fit, flourishing and organisational commitment of employees in the hospitality industry in terms of demographic variables: age, gender, nationality, marital status and employment status (local or expatriate). / Hierdie navorsingstudie het ten doel gehad om 'n talentbehoudraamwerk vir die gasvryheidsbedryf in die Indiese Oseaan-streek voor te stel deur die verhouding tussen gepastheid, florering en organisatoriese toewyding met betrekking tot werknemerbehoud te ondersoek. Verder het die studie gepoog om te bepaal of demografiese faktore (ouderdom, geslag, nasionaliteit, huwelikstatus en werknemerstatus [plaaslik of uitgestuur]), werkrolgepastheid en florering die organisatoriese toewyding beduidendheid en positief voorspel, en of demografiese faktore (ouderdom, geslag, nasionaliteit, huwelikstatus en werknemerstatus [plaaslik of uitgestuur]) rakende hierdie veranderlikes verskil. Die studie is gerig op 'n ewekansige steekproefneming van werknemers by internasionale hotelle wat die Indiese Oseaan-streek verteenwoordig. Die data is deur die werkrolgepastheidskaal, die floreer-by-die-werk-skaal en die organisatoriese toewydingskaal versamel. Die studie het beduidende positiewe verhoudings tussen gepastheid, florering en organisatoriese toewyding in die gasvryheidsbedryf aan die lig gebring. Die resultate het bevind dat gepastheid en florering die organisatoriese toewyding positief en beduidend voorspel. Laastens is beduidende verskille gevind tussen die gepastheid, florering en organisatoriese toewyding van werknemers in die gasvryheidsbedryf met betrekking tot demografiese veranderlikes: ouderdom, geslag, nasionaliteit, huwelikstatus en werknemerstatus (plaaslik of uitgestuur). / Lolu cwaningo lwaluhlose ukuphakamisa uhlaka lokugcinwa kwamakhono embonini yezokungenisa izihambi esifundeni sase-Indian Ocean ngokuhlola ubudlelwano phakathi kokuzibophezela okufanelekile, okuchumayo nokuhlelekile maqondana nokugcinwa kwabasebenzi. Ngaphezu kwalokho, lolu cwaningo kuhloswe ngalo ukuthola ukuthi izici zabantu (ubudala, ubulili, ubuzwe, isimo somshado nesimo sokuqashwa ([okwendawo noma okudingisiwe]), indima yomsebenzi efanelekile nokuchuma kahle okuphawulekayo kubikezela ukuzibophezela kwenhlangano, nokuthi ngabe izici zabantu (ubudala, ubulili, ubuzwe, isimo somshado nesimo sokuqashwa (okwasekhaya noma okwamanye amazwe) ziyahluka maqondana nalezi ziguquko. Ucwaningo luqondiswe kusampula engahleliwe yabasebenzi emahhotela aphesheya amelwe esifundweni sase-Indian Ocean. Imiphumela ithole ukuthi okufanelekile nokuchuma kahle okuphawulekayo kubikezela ukuzibophezela kwenhlangano. Okokugcina umehluko obalulekile utholakale phakathi kokuzibophezela okufanelekile, okuchumayo nokuhlelekile kwabasebenzi embonini yezokungenisa izihambi ngokuya ngokuhlukahluka kwezici zabantu: ubudala, ubulili, ubuzwe, isimo somshado nesimo sokuqashwa (okwendawo noma okudingisiwe). / Human Resource Management / M. Com. in Business Management (Human Resource Management)