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An exploratory study of people who change careers in the Ekurhuleni West, Gauteng.Hlela, Catherine Sithandiwe. January 2015 (has links)
M. Tech. Business Administration / The study was aimed at assessing factors that compel people to decide on changing employment, benefits of making the change and challenges faced in making the decision. The study is also aimed at helping company managers to be able to identify factors that lead employees to leave organizations and therefore reduce the turnover rate and work towards employee retention. Studies that were conducted highlighted that the world of work shifts all the time and therefore many employers can no longer guarantee life-long employment and regular promotion. This causes employees not longer to feel obliged to remain loyal to one employer throughout their lives. People change careers for a number of reasons, leading to shortage of skills and high turnover rate. The study was conducted in the Ekurhuleni West area of Gauteng in an attempt to determine and quantify factors that compel people to change careers from time to time by conducting a well-planned scientific study based on empirical evidence. The implications of the results are: firstly, managers should be able to identify factors that attract, motivate and retain employees; and secondly employees should make use of career development practitioners so as to make informed decisions and be familiar with broader changes that take place in society from time to time. The study will contribute to the retention of employees, improve production and morale and also reduce expenses and time spent on recruitment, training and socialization of new employees.
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The retention of scarce skills : a study focused on South African Air Force pilot retention and reducing employee turnoverWood, Craig Warren Barrie 12 1900 (has links)
Thesis (MBA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: The South African Air Force (SAAF) is loosing pilots at an alarming rate and if not
addressed with a matter of urgency will become the most critical problems facing the Air
Force in the future. This study analyses the problem in comparison to other Air Forces,
and how airline hiring and lack of Air Force leadership are contributing to the current
situation. Employee retention is a problem inherent in most organisations. The study
also examines the reasons that motivate employees to leave any organisation and what
world-class organisations are doing to reduce employee turnover. This is used as a
logical starting point towards finding a long-term solution as to how the Air Force can
retain its pilots. This solution includes increasing pay, dealing with quality of life issues
and by examining job and career issues. The paper concludes that the implementation
of a multi-faceted solution will allow the Air Force and other organisations to retain its
essential core of pilots/employees in spite of increased competition from other
employers. / AFRIKAANSE OPSOMMING: Die Suid-Afrikaanse Lugmag (SALM) verloor tans sy vlieëniers teen 'n hewige tempo, en
as hierdie toestand nie dadelik en met erns aangespreek word nie, sal dit seer sekerlik
die mees kritiese probleem word wat die SALM in die toekoms in die gesig sal staar.
Hierdie geskryf staan te doel om die probleem te analiseer vergelyke te trek met ander
Lugmagte, asook hoe lugredery aanstellings en die te kort aan Lugmag leierskap die
huidige situasie vererger. Werknemer retensie is 'n inherente probleem in meeste
organisasies. Hierdie studie ondersoek verder, die redes wat werknemers motiveer om
'n betrokke organisasie te verlaat, asook wat wêreldklas organisasies tans doen om
werknemer omset te verminder. Dit word dan as 'n logiese vertrekpunt gebruik om 'n
langtermyn oplossing te vind waarmee die SALM sy vlieëniers sal kan behou. Die
oplossing sluit in verhoogde en meer kompeterende salaris pakkette, beter hanteering
van kwessies met betrekking tot die standaard van lewensgehalte asook die ondersoek
na beter werksomstanighede en loopbaan moontlikhede. Die geskryf sluit af met die
gevolgtrekking dat slegs die implementering van 'n multi-faset oplossing die SALM, en
ander organisasies, in staat sal stel om sy/hulle essensiële kern van
vlieëniers/werknemers te behou, ten spyte van verhoogde kompetisie van ander
werkgewers.
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Exploring what companies are doing to manage the shortage of technical skills in the South African manufacturing sector of fast moving consumer goodsMoodley, Thigenthren 12 1900 (has links)
Thesis (MBA)--Stellenbosch University, 2014. / The government of South Africa aspires to achieve a six percent economic growth per annum. The
scarcity of qualified and experienced people that are crucial in contributing to economic growth and
creating job opportunities, poses a problem for the country. The current demand for skills that are
out of reach for many workers and the prevailing unemployment that is caused by the mismatch
between what an organisation seeks and what a potential candidate can provide, have been
highlighted as a critical cause for the scarcity of skills. The aim of this research assignment was to
examine the current crisis of the skills shortage in the South African economy, with the focus on
the manufacturing sector within the FMCG industry.
Semi-structured and open-ended interviews with human resource, training and development, as
well as technical managers in manufacturing organisations in Cape Town, South Africa were
conducted. Data was obtained from a sample of six managers.
According to all respondents interviewed, it takes approximately two to six months to replace an
employee who has the appropriate technical skills.
All the respondents are concerned with the situation of the technical skills shortage in the country.
Consequently, these respondents’ companies engage in a talent war in order to recruit the best
talent. It is therefore obvious that the market dynamics of supply and demand are out of equilibrium
with regard to technically skilled employees in the manufacturing segment of the South African
FMCG industry.
The interviews that were conducted identified some companies that train new employees in
technical skills. However, the majority of the companies are not doing much to improve the
situation. In addition, the companies in this sector also compete with the other industries in the
South African and the global economy regarding technical skills.
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A framework for talent management in the higher education sector : a study at a selected university of technology, Western Cape, South AfricaMusakuro, Rhodrick Nyasha January 2018 (has links)
Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2018. / As the worldwide demand for quality higher education seems to be increasing, growing concern for the foreseeable future over the supply and talent retention of researchers and academics has become a major discussion amongst higher education institutions in South Africa Higher Education South Africa (HESA, 2014). Today almost half of South Africa’s population is under 25 years old and 30 percent are under 15 years old (World Bank, 2015:38). While the country is experiencing this demographic window of opportunity, the majority of academics are entering the retirement phase of their careers (HESA, 2014). Under such circumstances, these academic staff will need to be replaced with talented employees thus alerting scholars to investigate the issue. To reach target levels of education and skills development which will promote growth and development of the economy, it will be essential for the country to attract talented academic staff (Zuma, 2014). It is essential for South Africa to attract academic staff in order to enable government to reach target levels of education and skills development which will promote growth and development of the economy (Zuma, 2014). Retaining academic staff will further ensure that tertiary institutions accomplish their visions and missions and thereby becoming centres of excellence (Ng’ethe, Iravo and Namusonge, 2012). In a study by Currie (2006:119) it was found that the financial costs associated in losing experienced academic staff makes it necessary to retain them. Currently, there appears to be limited research studies on talent attraction and retention factors in higher learning institutions. Previous scholars that have attempted to research into talent management components in higher education (Theron, Barkhuizen and du Plesis, 2014) only focused on factors in academic turnover and retention factors while some scholars only researched on intention to quit factors amongst Generation Y academics in higher education (Robyn and du Preez, 2013). The talent management domain is not receiving enough attention and gaps in research seem to exist in the context of talent management system in higher learning institutions. The research focused on the emerging trends relating in the discipline of talent management specifically on talent attraction and retention which have become predominant topics in the higher education. The study provides comprehensive overview of challenges and obstacles that are found in the aspect of talent management within the higher education sector. It is against this background that the primary aim of the researcher was to introduce a framework model to attract and retain talented employees as the means to harness the issue of talent management in the higher education sector.
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Assessing the military skills development scheme as a strategic human resource management imperativeXaba, Bongani Abner. January 2013 (has links)
M. Tech. Business Administration / The study aims to probe into the SANDFs strategic purpose for implementing the MSDS and whether the learners acquire the skills they regard declared as essential. The study will also investigate whether the MSDS fulfils the learners career aspirations and further asses their view regarding the programme.
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High employee turnover rate at the City of Tshwane MunicipalityMaleka, Bertha Hampu January 2009 (has links)
M.Tech. Business Administration. Business School. / The City of Tshwane Metropolitan Municipality was established on 5 December 2000 and incorporated 13 previous local authorities into a category 'A' metropolitan municipality. The City of Tshwane's three departments: Finance, Information & Management and Public Works & Infrastructure Development have been experiencing a high employee turnover since January 2005. The key research objectives of this study are (1) to determine the cause of high turnover rate, (2) how the City of Tshwane can retain talented employees, (3) to reduce employee costs, (4) to build capacity and (4) to turn the City of Tshwane into a most desired employer. It is recommended that the City of Tshwane devise organisational policies and practices that increase the excitement of employees with regard to their work in ways that will result in a funneling of their minds and efforts towards the goals of the organisation.
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The relationship between collective climate, organisational commitment and intention to stayHeyligers-van Zyl, Ilonka 04 1900 (has links)
Thesis (Mcomm)--University of Stellenbosch, 2003. / ENGLISH ABSTRACT: A need was identified for a proactive strategy for reducing voluntary turnover levels within the mining
industry. From the onset it was established that a multi-dimensional approach would be the most
appropriate. Organisational commitment and organizational climate were identified as variables that
were likely to influence intentions to stay. Moreover, it was hypothesised that organisational climate
would directly influence organisational commitment levels.
Both organisational climate and organisational commitment have been subjected to considerable
controversy with respect to conceptual and methodological issues. This has resulted in the diverse array
of approaches currently found in the literature and has threatened the usefulness of both constructs. An
overview of existing literature indicated that little is known regarding the relationship between
organisational climate, organisational commitment and intention to stay within the specific industry.
The current study therefore investigated the existing relationship between collective climate,
organisational climate and intent to stay within the mining industry. Research objectives were achieved
by means of hierarchical cluster analysis, canonical correlational analysis and standard multiple
regressions. All measures were subjected to confirmatory factor analysis.
The results indicated that multiple collective climates existed in the various departments. A positive
relationship was found between collective climate and organisational commitment, as well as between
collective climate and intent to stay. / AFRIKAANSE OPSOMMING: 'n Behoefte aan proaktiewe intervensies, gemik op die vermindering van vrywillige arbeidsomset, is in
'n organisasie in die mynindustrie geïdentifiseer. Dit was vanuit die staanspoor ooglopend dat 'n
multidimensionele benadering toepaslik sou wees. Organisasieklimaat en organisasie-verbondenheid is
as moontlike veranderlikes geïdentifiseer wat 'n invloed op omsetbedoelings mag uitoefen. 'n Verdere
hipotese had betrekking op die verband tussen organisasieverbondenheid en omset-bedoelings.
Beide konstrukte het reeds aansienlike kontroversie met betrekking tot konseptueIe en metodologiese
aspekte ontlok. Laasgenoemde het onder meer gelei tot die opkoms van 'n aantal uiteenlopende
konseptueIe benaderings tot hierdie konstrukte, met die gevolg dat die empiriese bydraes wat hul tot die
veld van Organisasiesielkunde maak, toenemend bevraagteken is. 'n Literatuuroorsig het aangedui dat
'n leemte met betrekking tot die onderwerp binne die bepaalde industrie bestaan. Weinig empiriese
steun is egter gevind ten opsigte van 'n verband tussen organisasieklimaat, organisasie-verbondenheid
en omset-bedoelings.
Die betrokke studie het dus ten doel gehad die ondersoek van 'n verband tussen groepklimaat,
organisasieverbondenheid en omsetbedoelings. Ten einde bogenoemde verbande te ondersoek, is
gebruik gemaak van hiërargiese tros-analise, kanoniese korrelasionele analise, asook standaardmeervoudige
regressie-ontledings.
Die navorsingsbevindinge het bevestig dat 'n beduidende en positiewe verband tussen groepklimaat en
organisasieverbondenheid bestaan. Daar is verder aangetoon dat omset-bedoelinge beduidend met
groepklimaat, sowel as organisasieverbondenheid korreleer. 'n Sterker verband is tussen
organisasieverbondenheid en omset-bedoelinge gevind.
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Intention to quit amongst Generation Y academics at Higher Education InstitutionsRobyn, Anecia Meghan 12 1900 (has links)
Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: Talent retention is currently an international challenge across industries, and especially for
academic staff at higher education institutions (HEIs) in South Africa. It may be argued that
HEIs are more dependent on the intellectual and creative abilities and commitment of their
academic staff than most other organisations. For an HEI to maintain a long-term trajectory of
excellence in terms of both research outputs and teaching, a strong focus on retaining a
younger generation of skilled academics is needed. Unfortunately, in many fields HEIs have
to compete with industry to retain these employees. At the same time, the academic
profession has increasingly fallen behind the private sector in terms of remuneration, amongst
others, resulting in a shortage of young academics in South African HEIs. An investigation
into the intention to quit amongst Generation Y academics at HEIs therefore is justifiable.
A mixed-method research design, including both qualitative (focus groups and blog) and
quantitative phases (a self-administered questionnaire), was applied. Academics (n = 189) at
six HEIs in South Africa were sampled. The Pearson product-moment correlation coefficients
indicate that employee engagement, transformational leadership, job satisfaction, and
remuneration, reward and recognition have a significant negative impact on intention to quit.
Based on the multiple regression and partial least square (PLS) path modelling results, it was
found that only employee engagement and job satisfaction have a significant negative impact
on intention to quit. Therefore, the latter variables have the most significant impact on
intention to quit amongst the sampled population. However, the PLS path modelling results
suggest that, by including employee engagement, transformational leadership, job
satisfaction, and remuneration, reward and recognition in the prediction of intention to quit,
45% of the variance will be explained. Relationships between the independent variables were
also found: between employee engagement and job satisfaction; between transformational
leadership and employee engagement; between transformational leadership and job
satisfaction; and between remuneration, reward and recognition and job satisfaction.
This study contributes to the body of knowledge on intention to quit among academics, and
specifically the sought-after Generation Y academics. The findings serve as input for the development of efficacious retention strategies and mechanisms to retain Generation Y
academics at HEIs in South Africa. / AFRIKAANSE OPSOMMING: Talentretensie is tans 'n internasionale uitdaging in verskeie industrieë en veral vir
akademiese personeel in hoëronderwysinstansies (HOI's) in Suid-Afrika. Dit kan aangevoer
word dat HOI's meer afhanklik is van die intellektuele en kreatiewe vermoëns en toewyding
van hulle akademiese personeel as diemeeste ander organisasies. Vir 'n HOI om 'n
langtermyn-bestaan van uitnemendheid in terme van navorsingsuitsette en onderrig te
handhaaf, is 'n sterk fokus op die behoud van 'n jonger generasie van vaardige akademici
nodig. Ongelukkig moet HOI's met die bedryf kompeteer om hierdie werknemers te behou.
Terselfdertyd het die akademiese professie toenemend agter geraak met onder andere
vergoeding, wat ‘n tekort aan jong akademici in Suid-Afrikaanse HOI's tot gevolg het. 'n
Ondersoek na die intensie om te bedank onder Generasie Y akademici by HOI’s is gevolglik
regverdigbaar.
'n Gemengde-metodenavorsingsontwerp wat beide kwalitatiewe (fokusgroepe en blog) en
kwantitatiewe fases ('n self-geadministreerde vraelys) ingesluit het, is gebruik. Die steekproef
het akademici (n = 189) verteenwoordig van ses HOI's in Suid-Afrika. Die Pearson
produkmomentkorrelasies dui daarop dat werknemertoewyding, transformasionele leierskap,
werkstevredenheid, en vergoeding, beloning en erkenning 'n beduidende negatiewe impak
het op die intensie om te bedank. Die resultate van die meervoudige regressie en PLS
modellering dui daarop dat slegs werknemertoewyding en werkstevredenheid 'n beduidende
negatiewe impak op die intensie om te bedank het. Hierdie twee veranderlikes het die
betekenisvolste impak gehad op die intensie om te bedank onder respondente in hierdie
studie. Dit is belangrik om daarop te let dat die resultate van die PLS modellering daarop dui
dat 45% van die variansie in die voorspelling van intensie om te bedank verduidelik word deur
werknemertoewyding, transformasionele leierskap, werkstevredenheid, en vergoeding,
beloning en erkenning. Statistiese verhoudings tussen die onderskeie onafhanklike
veranderlikes is bevestig, naamlik tussen werknemertoewyding en werkstevredenheid; tussen
transformasionele leierskap en werknemertoewyding; tussen transformasionele leierskap en
werkstevredenheid; en tussen vergoeding, beloning en erkenning en werkstevredenheid. Hierdie studie dra by tot die uitbou van kennis oor die intensie om te bedank onder akademici,
en spesifiek die gesogte Generasie Y akademici. Die bevindings dien as insette vir die
ontwikkeling van doeltreffende retensiestrategieë vir die behoud van generasie Y akademici
by HOI's in Suid-Afrika.
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The intent by black professionals to leave private sector organisations in the Nelson Mandela BayMoruri, Thabiso Vincent January 2017 (has links)
Since the dispensation of the democracy in 1994, the South African labour market has been inclusive to the race that previously was excluded in certain positions in the private sector. Black professionals, managers and senior managers have since increased in the market and they became in demand due to the introduction of the Equity laws by the government of South Africa. The purpose of this study was to investigate the reason why black professionals do not stay or develop loyalty with the private sector organisation that employ them within the Nelson Mandela Bay region. Factors that could affect the reason to stay or not with these private organisations were identified and researched. These factors are, Employment Equity, Career Development, Diversity Management, Trust, Transformation and Management Style. Literature review on the views of scholars about these factors was done. A questionnaire to investigate these factors was distributed to black professionals that still work for the private organisations in the Nelson Mandela Metro and to the ones that opted not to stay. Interviews were also conducted with the professionals that are specialists in the field of human resources. The following are the main findings of the study. Racial prejudice towards black professionals is evident in these organisations. There is lack of equity and affirmative action is not implemented properly, which assists in the decision not to stay with these organisations. Career development is determined by race, meaning those who are developed are chosen by their race. The lack of career development is also perpetuated by the lack of proper strategies and the respondents feel that these strategies need to be reviewed. The lack of career development also contributes to the decision whether to stay or not. Trust between the black professionals and their superiors is not a problem. The black professionals are happy with how their superiors support them and how they reward them. Racial discrimination plays a role in the superior’s ability to manage diversity and this also contributes in the decisions whether to stay or not with private organisations. The lack of the diversity management influenced by racial prejudice, gives enough reasons to the black professionals to leave the organisations. Lack of transformation is evident. It seems that black professionals are only given manager or senior manager positions only to comply with the laws of the country. The respondents seemed to be happy with the management style of their superiors.
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Employability attributes, organisational commitment and retention factors in the 21st century world of workGani, Khatoon 01 1900 (has links)
This research focuses on the relationship between employability attributes, organisational commitment and retention factors within the context of staff retention in the 21st century workplace. A cross-sectional quantitative research approach was followed, and a probability stratified sample (N = 311) of mainly black and female participants participated in the study. A canonical correlation analysis indicated a significant overall relationship between the employability attributes/organisational commitment canonical variate and the retention factor canonical variate. Inferential statistics revealed significant differences between ethnicity, gender, age, job category and qualification level regarding these variables. The study also confirmed a positive relationship between employability attributes, organisational commitment and retention factors. Recommendations are made for use by human resource professionals in terms of the retention of valuable staff. / Human Resource Management / M. Com. (Human Resources Management)
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