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Philosophiae Doctor - PhD / Local government in South Africa is an autonomous policy implementation arm of the government system. The purpose of this study was to examine the institutional, organisational, and human resource capacity challenges the Saldanha Bay and Swellendam Municipalities in the Western Cape faced in their policy implementation especially on poverty alleviation. The objectives of the study were to develop a theoretical framework for examining institutional, organisational and human resource capacity in the Saldanha Bay and Swellendam Municipalities; to discuss the local government constitutional, legislative and policy framework within which the Saldanha Bay and Swellendam Municipalities delivered services to communities; to examine the capacity challenges in the service delivery of the Saldanha Bay and Swellendam Municipalities and, thereby, highlight operational problem areas; and to make general policy recommendations on the basis of the research findings of the study. The methodology used was the case-study approach. It allowed an in-depth understanding of the dynamics present within Saldanha Bay and Swellendam municipality. The methodology enabled the researcher to answer the research question: In what ways, and with what results has institutional, organisational and human resource capacity affected service delivery in the Saldanha Bay and Swellendam Municipalities in the Western Cape? The major findings of the study were that local government capacity for policy implementation is directly influenced by the presence or otherwise of institutional, organisational and human resource capacity. These dimensions of capacity are mutually inclusive, independent and interrelated in practice. The study makes several policy recommendations. In the area of institutional capacity the recommendations were that floor-crossing legislation and practices must be done away with; that weak capacitated municipalities ought to be alleviated by public - private partnerships as a mechanism to enhance a municipality's ability to develop and implement policy; and that instead of solely setting standards and monitoring performance, the provincial treasury should assist municipalities to acquire financial competencies. In the area of organisational capacity it was recommended that the community ought to participate in the recruitment and selection committee of the Municipal Manager. It was also recommended that municipalities should establish district-wide forums for financial heads whose purpose would be to create a platform for collaboration, and for the exchange of ideas. And in the area of human resource capacity it was recommended that district municipalities ought to assume a more prominent role in building the capacity of the local authorities with which they share legislative and administrative powers. It was also recommended that both the administrative and political leadership ought to participate in compulsory executive and/or leadership training programmes SALGA implements through some tertiary educational institutions and/or through private service providers.

This study is an in-depth overview of the critical issues impacting on skills development in the Department of Public Service and Administration (DPSA). The South African Public Service consists of individuals with their own potential and career paths. The thesis has convincingly argued that managers in the Public Service need to align the potential of their employees with organisational strategies and policies. The study has shown that the training of employees becomes a necessity when departments want to keep track and meet the expectations of their internal and external environments. The thesis proposes and has proven that an integrated approach to human resource development through the process of performance management is a vital requirement, which is critical for skills acquisition. The study, further, notes that if performance management is implemented appropriately, a viable learning organisation could be created. Linking the system of performance management with the learning organisation offers a unique perspective on integrated human resource management, and thus, an important contribution is made to understanding the theory of Public Administration as it applies to skills development. This thesis propounds the notion that evaluation seems to be the missing link in training and development of human resources in the DPSA. Research clearly indicates that the only way to ensure that training priorities are met is to make training evaluation part of the design of a training course. The model proposed in this thesis, for the evaluation of training, entails adding value to both individual and departmental performance. Detail reviews from this thesis, which are supported by both quantitative and qualitative imperatives, suggest that it now becomes essential that senior management initiates a process where individual positions, their importance and contributions, are aligned with the effective and efficient realisation of departmental strategies. The cumulative effect of this thesis resonates on an analysis of both theory and practice regarding the creation and implementation of a learning organisation, which is a landmark for international best practices in the study of public human resource development and training in South Africa. / Thesis (DPhil (Public Administration))--University of Pretoria, 2005. / School of Public Management and Administration (SPMA) / Unrestricted

Text in Afrikaans / Summaries in Afrikaans and English / Dit is vir enige openbare biblioteek wat sy doelstellings suksesvol wil bereik absoluut noodsaaklik om die mens as die belangrikste hulpbron in die ondememing doeltreffend te bestuur en optimaal te benut. Openbare biblioteke in Suid-Afrika ondervind egter sedert die veranderende politieke bestel in 1994, groat druk om 'n leidende rol in die gemeenskap te speel ten opsigte van opleiding en ontwikkeling aan die jeug, volwasse onderwys te ondersteun en aktief by gemeenskapsontwikkelingsprojekte betrokke te raak. Die openbare biblioteek het verder die verantwoordelikheid om inligting aan die gemeenskap te verskaf met die oog op besluitneming en suksesvolle gemeenskapsontwikkeling. Hierdie klemverskuiwing in die openbare biblioteek se doelstellings moet verder bestuur, en ten uitvoer gebring word te midde van 'n moeilike finansiele klimaat, 'n uitgebreide gebruikerskorps met veranderende gebruikersbehoeftes en tegnologiese uitdagings. Ten einde hierdie uitdagings aan die openbare biblioteek te bestuur, is dit noodsaaklik dat die menslike hulpbron so goed moontlik benut sal word volgens sy kundigheid en vermoens. Die werknemer bevind homself in drie omgewings in sy werkplek naamlik die taakinhoudomgewing, die taakverbandomgewi ng en die eksteme omgewing. I hierdie omgewings waarbinne die werknemer sy taak moet verrig is daar ' verskeidenheid faktore aanwesig wat sy prestasie en dus sy benutting kan bei'nvloed. Die teorie onderliggend aan menslikehulpbronbenutti ng is bestudeer en 'n ge·inte-greerde model vir menslikehulpbronbenutting is ontwikkel, waarop 'n empiriese studie gevolg het om die faktore te identifiseer wat menslikehulpbronbenutting in openbare biblioteke in Suid-Afrika kan be'invloed. Uit die empiriese ondersoek is vier faktore ge'identifiseer wat menslikehulpbron­ benutting in die openbare biblioteek kan be'invloed naamlik: • die algemene houding van die werknemer teenoor sy taak en die openbare biblioteekberoep • opleiding en ontwikkeling van werknemers • inligtingtegnologie • loopbaanbestuur Slegs die eerste faktor in die ondersoek het positief na vore getree, terwyl die ander drie negatief gepresteer het. Ten einde openbare biblioteekbestuur in staat te stel om hierdie leemtes, wat deur middel van hierdie faktore ge'identifiseer word reg te stel word 'n geintegreerde menslikehulpbronbenuttingsmodel voorgestel. Hierdie model bestaan uit verskillende komponente wat volgens behoefte van die biblioteek ge'implementeer kan word. / It is absolutely essential, for any public library that wishes to attain its objectives successfully, to manage human beings as its most important resource efficiently and to utilise them optimally.Since the change in the political dispensation in 1994, however, public libraries in South Africa experience mounting pressure to play a leading role in respect of education and the development of youth, to support adult education and engage positively in community development projects. A further responsibility of the public library is to supply information to the community to assist decision making and successful community development. To complicate matters, this shift in emphasis in the public library's objectives has to be managed and brought to fruition under the following conditions: a difficult financial climate, an extended corps of users with changing requirements, and technological challenges. To manage these challenges to the public library, it is essential that human resources be utilised as well as possible in accordance with their expertise and abilities. Employees find themselves in three environments, namely the job content environment, the job context environment and the external environment. A variety of factors which can influence the performance, and therefore the utilisation of employees are present in these environments in which they have to fulfiltheir task.The theory underlying the utilisation of human resources has been studied and an integrated model for human resource utilisation has been developed. This was followed by an empirical study to identify the factors which influence the utilisation of human resources in public libraries in South Africa. From the empirical investigation four factors were identified which can influence the utilisation of human resources in public libraries, namely: • the general attitude of the employee to the task and the profession of public librarianship • training and development of employees • information technology • career management Only the first factor emerged positively from the study, while the other three performed negatively. To enable public library management to remedy the deficiencies identified with the help of these factors, an integrated human resources utilisation model is proposed. This model consists of various components which can be implemented according to the needs of the specific library. / Informations Sciences / D.Litt. et Phil. (Inligtingkunde)

Text in Afrikaans / Summaries in Afrikaans and English / Dit is vir enige openbare biblioteek wat sy doelstellings suksesvol wil bereik absoluut noodsaaklik om die mens as die belangrikste hulpbron in die ondememing doeltreffend te bestuur en optimaal te benut. Openbare biblioteke in Suid-Afrika ondervind egter sedert die veranderende politieke bestel in 1994, groat druk om 'n leidende rol in die gemeenskap te speel ten opsigte van opleiding en ontwikkeling aan die jeug, volwasse onderwys te ondersteun en aktief by gemeenskapsontwikkelingsprojekte betrokke te raak. Die openbare biblioteek het verder die verantwoordelikheid om inligting aan die gemeenskap te verskaf met die oog op besluitneming en suksesvolle gemeenskapsontwikkeling. Hierdie klemverskuiwing in die openbare biblioteek se doelstellings moet verder bestuur, en ten uitvoer gebring word te midde van 'n moeilike finansiele klimaat, 'n uitgebreide gebruikerskorps met veranderende gebruikersbehoeftes en tegnologiese uitdagings. Ten einde hierdie uitdagings aan die openbare biblioteek te bestuur, is dit noodsaaklik dat die menslike hulpbron so goed moontlik benut sal word volgens sy kundigheid en vermoens. Die werknemer bevind homself in drie omgewings in sy werkplek naamlik die taakinhoudomgewing, die taakverbandomgewi ng en die eksteme omgewing. I hierdie omgewings waarbinne die werknemer sy taak moet verrig is daar ' verskeidenheid faktore aanwesig wat sy prestasie en dus sy benutting kan bei'nvloed. Die teorie onderliggend aan menslikehulpbronbenutti ng is bestudeer en 'n ge·inte-greerde model vir menslikehulpbronbenutting is ontwikkel, waarop 'n empiriese studie gevolg het om die faktore te identifiseer wat menslikehulpbronbenutting in openbare biblioteke in Suid-Afrika kan be'invloed. Uit die empiriese ondersoek is vier faktore ge'identifiseer wat menslikehulpbron­ benutting in die openbare biblioteek kan be'invloed naamlik: • die algemene houding van die werknemer teenoor sy taak en die openbare biblioteekberoep • opleiding en ontwikkeling van werknemers • inligtingtegnologie • loopbaanbestuur Slegs die eerste faktor in die ondersoek het positief na vore getree, terwyl die ander drie negatief gepresteer het. Ten einde openbare biblioteekbestuur in staat te stel om hierdie leemtes, wat deur middel van hierdie faktore ge'identifiseer word reg te stel word 'n geintegreerde menslikehulpbronbenuttingsmodel voorgestel. Hierdie model bestaan uit verskillende komponente wat volgens behoefte van die biblioteek ge'implementeer kan word. / It is absolutely essential, for any public library that wishes to attain its objectives successfully, to manage human beings as its most important resource efficiently and to utilise them optimally.Since the change in the political dispensation in 1994, however, public libraries in South Africa experience mounting pressure to play a leading role in respect of education and the development of youth, to support adult education and engage positively in community development projects. A further responsibility of the public library is to supply information to the community to assist decision making and successful community development. To complicate matters, this shift in emphasis in the public library's objectives has to be managed and brought to fruition under the following conditions: a difficult financial climate, an extended corps of users with changing requirements, and technological challenges. To manage these challenges to the public library, it is essential that human resources be utilised as well as possible in accordance with their expertise and abilities. Employees find themselves in three environments, namely the job content environment, the job context environment and the external environment. A variety of factors which can influence the performance, and therefore the utilisation of employees are present in these environments in which they have to fulfiltheir task.The theory underlying the utilisation of human resources has been studied and an integrated model for human resource utilisation has been developed. This was followed by an empirical study to identify the factors which influence the utilisation of human resources in public libraries in South Africa. From the empirical investigation four factors were identified which can influence the utilisation of human resources in public libraries, namely: • the general attitude of the employee to the task and the profession of public librarianship • training and development of employees • information technology • career management Only the first factor emerged positively from the study, while the other three performed negatively. To enable public library management to remedy the deficiencies identified with the help of these factors, an integrated human resources utilisation model is proposed. This model consists of various components which can be implemented according to the needs of the specific library. / Informations Sciences / D.Litt. et Phil. (Inligtingkunde)