In 2001 the first Human Resource Development Strategy of South Africa (HRDSA) was implemented. The lack of institutional arrangements, structures, procedures, processes and capacity and the location of the HRDSA, 2001, at both the then Departments of Education and Labour, severely hampered the implementation and effective functioning of the Strategy. This study aims to find solutions to the main implementation difficulties experienced with the HRDSA, 2001, in order to ensure increased performance regarding the strategic priorities of the revised HRDSA, 2010 – 2030. An empirical study was conducted to determine potential challenges pertaining to the implementation of the revised HRDSA. Interviews were conducted with senior officials and experts at relevant national departments and with the Gauteng Provincial Government and social partners and relevant stakeholders, including organised labour and organised business. Questionnaires distributed among human resource development (HRD) practitioners addressed matters pertaining to possible solutions with regard to the appropriate location of the HRDSA, challenges in implementing the HRDSA, capacity needs, appropriate governance structures, political support and budgetary constraints. Best practice for the implementation of a national HRD strategy in a number of countries is outlined and discussed with a view to benchmarking the HRDSA and learning from the mistakes made by them in the implementation of their national HRD strategies. Based on these lessons learnt by those countries, and valuable information gathered through the results obtained from the questionnaires and interviews, recommendations are made to support the successful implementation of the revised HRDSA. The recommendations are focused on the effective, efficient, economic and sustainable implementation of the revised HRDSA commitments, strategic priorities, strategic objectives, programmes and projects to improve social and economic growth, as well as HRD, human development (HD) and accelerated quality service delivery in South Africa. / Thesis (M. Development and Management)--North-West University, Potchefstroom Campus, 2011.

In 2001 the first Human Resource Development Strategy of South Africa (HRDSA) was implemented. The lack of institutional arrangements, structures, procedures, processes and capacity and the location of the HRDSA, 2001, at both the then Departments of Education and Labour, severely hampered the implementation and effective functioning of the Strategy. This study aims to find solutions to the main implementation difficulties experienced with the HRDSA, 2001, in order to ensure increased performance regarding the strategic priorities of the revised HRDSA, 2010 – 2030. An empirical study was conducted to determine potential challenges pertaining to the implementation of the revised HRDSA. Interviews were conducted with senior officials and experts at relevant national departments and with the Gauteng Provincial Government and social partners and relevant stakeholders, including organised labour and organised business. Questionnaires distributed among human resource development (HRD) practitioners addressed matters pertaining to possible solutions with regard to the appropriate location of the HRDSA, challenges in implementing the HRDSA, capacity needs, appropriate governance structures, political support and budgetary constraints. Best practice for the implementation of a national HRD strategy in a number of countries is outlined and discussed with a view to benchmarking the HRDSA and learning from the mistakes made by them in the implementation of their national HRD strategies. Based on these lessons learnt by those countries, and valuable information gathered through the results obtained from the questionnaires and interviews, recommendations are made to support the successful implementation of the revised HRDSA. The recommendations are focused on the effective, efficient, economic and sustainable implementation of the revised HRDSA commitments, strategic priorities, strategic objectives, programmes and projects to improve social and economic growth, as well as HRD, human development (HD) and accelerated quality service delivery in South Africa. / Thesis (M. Development and Management)--North-West University, Potchefstroom Campus, 2011.

The quantification of skeletal data is one way in which to demonstrate variation in human growth. In South Africa, few researchers have assessed patterns of growth in immature mandibles. The purpose of this study was to evaluate growth and sexual dimorphism in the mandible from the period of 31 gestational weeks to 36 months. A total of 74 mandibles were used, skeletal tissues were sourced from the Raymond A. Dart Collection (University of Witwatersrand), and cadaveric remains were obtained from the University of Pretoria and the University of Witwatersrand. The sources of cadaver materials (both bequeathment and unclaimed remains) included local provincial hospitals. The sample was divided into four groups, namely 31 to 40 gestational weeks (group1), 0 to 11 months (group 2), 12 to 24 months (group 3), and 25 to 36 months (group 4). Twenty-one osteological landmarks were digitized using a MicroScribe G2. Ten standard measurements were created and included: the longest length of mandible, mandibular body length and width, mandibular notch width and depth, mental foramen to inferior border of mandible, mandibular basilar widths bigonial and biantegonial, bigonial width of mental foramen and mental angle. Data were analyzed using PAST statistical software and Morphologika2 v2.5. For the linear measurements, no statistically significant difference between either the foetal and up to 12 month groups or the 2 to 3 years groups. However, statistically significant increases with age were noted between 12 and 24 months for nine variables. This can be associated with growth of the mandibular arch, development and eruption of the dentition and development of the masticatory structures. No evidence of sexual dimorphism was observed until age 3, where the mental angle and mandibular notch were significantly larger in females than males. In conclusion, the mandible develops and grows so as to accommodate development of the tongue, mastication and dental eruption. Future research that considers the influence of secular trends on mandibular growth is needed. AFRIKAANS : Die kwantifisering van skeletale data is ‘n betroubare metode om variasie in menslike groei aan te toon. Slegs enkele Suid-Afrikaanse navorsers, het groeipatrone in onvolwasse mandibulae nagevors. Die doel van hierdie studie was om groei en geslagsdimorfisme in die mandibula vanaf 31 gestasie weke tot 36 maande na geboorte te evalueer. ‘n Totaal van 74 mandibulae was gebruik. Skeletale weefsel uit die Raymond A. Dart Versameling (Universiteit van die Witwatersrand), en kadaweroorskot van die Universiteite van Pretoria en van die Witwatersrand was verkry. Die oorsprong van kadawermateriale (beide skenkings en onopgeëisde oorskot) het plaaslike provinsiale hospitale ingesluit. Die steekproef was verdeel in vier groepe, naamlik 31 to 40 gestasie weke (groep1), 0 tot 11 maande (groep 2), 12 tot 24 maande (groep 3), en 25 tot 36 maande (groep 4). MicroScribe, G2 is aangewend om 21 standaard antropometriese landmerke te digitiseer. Hieruit is 10 standaard antropometriese afmetings geskep o.a.: langste lengte van mandibula, lengte en breedte van corpus mandibula, afstand tussen foramen mentalis en inferior grens, basale wydte bigoniaal en biantegoniaal, bigoniale wydte van foramen mentalis asook mentale hoek. Inligting is d.m.v. PAST statistiese sagteware en Morphologika2 v2.5 ontleed. Volgens die Kruskal-Wallis-toets was die verskille tussen groepe 1 en 2, asook 3 en 4 statisties onbeduidend. Alle afmetings by groepe 2 en 3 het beduidende toenames getoon, behalwe dié van die afstand tussen foramen mentalis en inferior grens. Die veranderings mag die gevolg wees van die groei van die mandibula en koustrukture. Geslagsdimorfisme was aantoonbaar in groep 4, by die mentale hoeke (p=0.03) asook dimensies van die incisura mandibularis (p=0.0006), waar dié van vroulike individue groter was. Voor geboorte vergroot die arcus mandibularis om die ontwikkelende tong te huisves, terwyl dit na geboorte verander om die koustrukture te huisves. Gevolglik hermodelleer en groei die been as aanpassing vir die kouproses en om strukturele integreteit te behou. Geslagsdimorfisme word ook beïnvloed deur die kouproses. Die meeste veranderinge, veral dié van die koustrukture, was duideliker in vroulike individue. Toekomstige navorsing wat die invloed van sekulêre tendense op die groei van die mandibula oorweeg, is nodig. / Dissertation (MSc)--University of Pretoria, 2011. / Anatomy / unrestricted

The tourism industry is one of the biggest economic contributors in South Africa and it is predicted that the industry will grow significantly over the years to come. This growth pressures South Africa to stay competitive and adhere to the needs of the visitors. The latter being one of the core functions of any tourism establishment. Labour structures in the tourism industry are constantly changing and to deliver quality products, employees should be well skilled and prepared for the demands of the industry. The accommodation sector, one of the biggest sectors in the tourism industry, provides a variety of services to tourists when visiting this country. It was determined in the literature review that the skills needed by an accommodation manager, to provide the expected services include flexibility, people skills, the ability to train other employees and the ability to explore the ever changing needs of the tourist. Higher education organisations in South Africa educate potential tourism employees in a variety of skills and knowledge. However, some employees are still of the opinion that these students are not adequately prepared for the demands of the industry and therefore complain. Added to this, there is very little communication between the industry and higher education organisations. Therefore the tourism industry feels that students are not employable which creates challenges for students, higher education organisations and the tourism industry. Education and skills development should contribute directly to the economic growth of South Africa and the government, a very important role player in the tourism industry, encourages education opportunities in South Africa. Therefore, the aim of this study is to determine, through industry participitation, what the management skills required within graded establishments in South Africa are. To achieve this aim, the following objectives were set: To analyse the literature available regarding the managerial theories, managerial levels, managerial processes and universal skills needed by managers, to analyse the tourism industry and hospitality sector, identify the important role played by managerial skills within this sector and to identify higher education programmes available in South Africa that focus specifically on managerial skills development for the accommodation sector. Thirdly, to collect and analyse the perceptions of accommodation owners and managers regarding the managerial skills and knowledge required by graduate managerial employees and then to draw conclusions and make recommendations to higher education organisations to adapt tourism management qualification programmes. This was achieved by making use of a quantitative research method by means of self-administered questionnaires, distributed to 254 Tourism Grading Counsil of South Africa’s (TGCSA) graded establishment managers in the nine (9) provinces of South Africa. The data, gathered from the questionnaire, was captured electronically by an online programme, SurveyMonkey. The data was then processed by means of SPSS and analysed. The descriptive results revealed that most of the responding accommodation establishments do employ graduates, but these graduates have to display certain characteristics. The top three characteristics for an accommodation manager included trustworthiness, responsibility and motivation in that order. Being ambitious, intelligent and sensitive rated the lowest. A factor analysis revealed that there are 10 important factors that contributes to being an effective accommodation manager. These skills included: 1) Personal characteristics, 2) Forecasting skills, 3) Strategic management skills, 4) Human resource skills, 5) Problem solving and crisis management skills, 6) Communication skills, 7) Information technology skills, 8) Customer service skills, 9) Financial skills and 10) Marketing skills. The comparisons (by means of ANOVA’s, t-tests and spearman rank order correlations) between skills needed by an accommodation manager and selected business characteristics (the province in which the accommodation establishment is located, the grading status, the size, the number of employees and the years that the accommodation establishment has been in operation) are unique to this study and various significant differences were identified. Comparisons have also been done between skills needed by an accommodation manager and selected personal characteristics (age, current position, duration of employment, level of higher education and the necessity of practical skills before employment of the respondent) which also revealed significant differences. The highest number of significant differences was identified for larger establishments, age, position of the respondents and the duration of employment. The results of this study can be used by higher education organisations to adapt their current tourism management qualifications, and by accommodation establishments to understand the training needs of employees. It did however voice the concerns of industry role players when it comes to new graduates and their employability. / MA (Tourism Management), North-West University, Potchefstroom Campus, 2015

The tourism industry is one of the biggest economic contributors in South Africa and it is predicted that the industry will grow significantly over the years to come. This growth pressures South Africa to stay competitive and adhere to the needs of the visitors. The latter being one of the core functions of any tourism establishment. Labour structures in the tourism industry are constantly changing and to deliver quality products, employees should be well skilled and prepared for the demands of the industry. The accommodation sector, one of the biggest sectors in the tourism industry, provides a variety of services to tourists when visiting this country. It was determined in the literature review that the skills needed by an accommodation manager, to provide the expected services include flexibility, people skills, the ability to train other employees and the ability to explore the ever changing needs of the tourist. Higher education organisations in South Africa educate potential tourism employees in a variety of skills and knowledge. However, some employees are still of the opinion that these students are not adequately prepared for the demands of the industry and therefore complain. Added to this, there is very little communication between the industry and higher education organisations. Therefore the tourism industry feels that students are not employable which creates challenges for students, higher education organisations and the tourism industry. Education and skills development should contribute directly to the economic growth of South Africa and the government, a very important role player in the tourism industry, encourages education opportunities in South Africa. Therefore, the aim of this study is to determine, through industry participitation, what the management skills required within graded establishments in South Africa are. To achieve this aim, the following objectives were set: To analyse the literature available regarding the managerial theories, managerial levels, managerial processes and universal skills needed by managers, to analyse the tourism industry and hospitality sector, identify the important role played by managerial skills within this sector and to identify higher education programmes available in South Africa that focus specifically on managerial skills development for the accommodation sector. Thirdly, to collect and analyse the perceptions of accommodation owners and managers regarding the managerial skills and knowledge required by graduate managerial employees and then to draw conclusions and make recommendations to higher education organisations to adapt tourism management qualification programmes. This was achieved by making use of a quantitative research method by means of self-administered questionnaires, distributed to 254 Tourism Grading Counsil of South Africa’s (TGCSA) graded establishment managers in the nine (9) provinces of South Africa. The data, gathered from the questionnaire, was captured electronically by an online programme, SurveyMonkey. The data was then processed by means of SPSS and analysed. The descriptive results revealed that most of the responding accommodation establishments do employ graduates, but these graduates have to display certain characteristics. The top three characteristics for an accommodation manager included trustworthiness, responsibility and motivation in that order. Being ambitious, intelligent and sensitive rated the lowest. A factor analysis revealed that there are 10 important factors that contributes to being an effective accommodation manager. These skills included: 1) Personal characteristics, 2) Forecasting skills, 3) Strategic management skills, 4) Human resource skills, 5) Problem solving and crisis management skills, 6) Communication skills, 7) Information technology skills, 8) Customer service skills, 9) Financial skills and 10) Marketing skills. The comparisons (by means of ANOVA’s, t-tests and spearman rank order correlations) between skills needed by an accommodation manager and selected business characteristics (the province in which the accommodation establishment is located, the grading status, the size, the number of employees and the years that the accommodation establishment has been in operation) are unique to this study and various significant differences were identified. Comparisons have also been done between skills needed by an accommodation manager and selected personal characteristics (age, current position, duration of employment, level of higher education and the necessity of practical skills before employment of the respondent) which also revealed significant differences. The highest number of significant differences was identified for larger establishments, age, position of the respondents and the duration of employment. The results of this study can be used by higher education organisations to adapt their current tourism management qualifications, and by accommodation establishments to understand the training needs of employees. It did however voice the concerns of industry role players when it comes to new graduates and their employability. / MA (Tourism Management), North-West University, Potchefstroom Campus, 2015

Background: Breast milk banks (BMBs) provide human donor breast milk to preterm infants when mothers are not able to provide breast milk themselves (Arslanoglu et al., 2010:20). Breastfeeding is the single most effective intervention to saving the lives of millions of children in developing countries (Bhutta & Labbok, 2011:378-380). BMBs form an integral part of the millennium development goals (MDGs) (Dempsey & Miletin, 2010:2) on reducing infant mortality and morbidity and are being implemented all over the world (Hartmann et al., 2007:667, Arslanoglu et al., 2010:20, Eidelman & Schanler 2012:827). Problem statement: BMBs can be established more effectively with an implementation tool in place. Currently, there is no tool available to guide the implementation of a BMB in South Africa; the only guidelines that could be found are those describing the operation of BMBs in other countries. Some of the BMBs already established in South Africa were implemented with the help of the South African Breast Milk Bank Reserve (SABR), but without a formalised guideline to provide implementation guidance. Aims and objectives: The purpose of this study was to adapt a current Kangaroo mother care (KMC) progress-monitoring tool and to adjust it according to the BMB setting in South Africa in order to provide a final suggested implementation tool for the implementation of BMBs. Method: An explorative, descriptive design with multiple phases was used. Different data sets were audited; including patient files, written reports, working files, research articles and policies. Observations were also made with regards to available equipment and designated BMB space. During phase one, a critical analysis was performed on research articles and websites regarding BMBs. The qualitative data was analysed by using content analysis. This information was adapted and contextualised in phase two. This phase entailed applying the adapted tool to the BMB setting of the selected regional hospital, which then led to phase three, in which the audited data was incorporated into the final suggested implementation tool resulting from this study. Results: The suggested tool, the North West Province BMB implementation tool, shared the six main constructs with the KMC progress-monitoring tool. The constructs are creating awareness, adopting the concept, taking ownership, evidence of practice, evidence of routine and integration and sustainable practice. However, some of the progress markers and instrument items were specifically relevant to the KMC setting and others to the BMB setting. On the other hand, some constructs overlapped, being relevant to both settings: for instance awareness by management, conscious decision to implement, mobilisation of resources (human, space and equipment), information about mothers’ other resources such as budget, patient records, staff orientation, evidence of discharge, policies and other written documents, and 1-2 year audit evidence and staff development. Conclusion: Adapting the KMC progress-monitoring tool led to the development of a suitable tool to guide BMB implementation. The tool is called the North West Province BMB implementation tool. This tool could be used to guide the implementation of a BMB in other hospitals in South Africa. / M (Dietetics), North-West University, Potchefstroom Campus, 2015

Background: Breast milk banks (BMBs) provide human donor breast milk to preterm infants when mothers are not able to provide breast milk themselves (Arslanoglu et al., 2010:20). Breastfeeding is the single most effective intervention to saving the lives of millions of children in developing countries (Bhutta & Labbok, 2011:378-380). BMBs form an integral part of the millennium development goals (MDGs) (Dempsey & Miletin, 2010:2) on reducing infant mortality and morbidity and are being implemented all over the world (Hartmann et al., 2007:667, Arslanoglu et al., 2010:20, Eidelman & Schanler 2012:827). Problem statement: BMBs can be established more effectively with an implementation tool in place. Currently, there is no tool available to guide the implementation of a BMB in South Africa; the only guidelines that could be found are those describing the operation of BMBs in other countries. Some of the BMBs already established in South Africa were implemented with the help of the South African Breast Milk Bank Reserve (SABR), but without a formalised guideline to provide implementation guidance. Aims and objectives: The purpose of this study was to adapt a current Kangaroo mother care (KMC) progress-monitoring tool and to adjust it according to the BMB setting in South Africa in order to provide a final suggested implementation tool for the implementation of BMBs. Method: An explorative, descriptive design with multiple phases was used. Different data sets were audited; including patient files, written reports, working files, research articles and policies. Observations were also made with regards to available equipment and designated BMB space. During phase one, a critical analysis was performed on research articles and websites regarding BMBs. The qualitative data was analysed by using content analysis. This information was adapted and contextualised in phase two. This phase entailed applying the adapted tool to the BMB setting of the selected regional hospital, which then led to phase three, in which the audited data was incorporated into the final suggested implementation tool resulting from this study. Results: The suggested tool, the North West Province BMB implementation tool, shared the six main constructs with the KMC progress-monitoring tool. The constructs are creating awareness, adopting the concept, taking ownership, evidence of practice, evidence of routine and integration and sustainable practice. However, some of the progress markers and instrument items were specifically relevant to the KMC setting and others to the BMB setting. On the other hand, some constructs overlapped, being relevant to both settings: for instance awareness by management, conscious decision to implement, mobilisation of resources (human, space and equipment), information about mothers’ other resources such as budget, patient records, staff orientation, evidence of discharge, policies and other written documents, and 1-2 year audit evidence and staff development. Conclusion: Adapting the KMC progress-monitoring tool led to the development of a suitable tool to guide BMB implementation. The tool is called the North West Province BMB implementation tool. This tool could be used to guide the implementation of a BMB in other hospitals in South Africa. / M (Dietetics), North-West University, Potchefstroom Campus, 2015

With great appreciation, I would like to accentuate the substantial contributions of the following people who made this project possible: To Dr. CMT Fourie (my supervisor), Prof. JM van Rooyen (my co–supervisor) and Prof. AE Schutte (my co–supervisor) whose gracious advise, patient guidance, commitment and support have enabled me to plan, analyse, interpret and write this project in a scientific manner. It has been an educational experience for me, thank you. To Mr. LS Wyldbore for the language editing of this dissertation. I thank all the participants, researchers, field workers and supporting staff of the PURE study. The financial assistance of the National Research Foundation (DAAD–NRF) towards this research is hereby acknowledged. A special thanks to my parents, sister, Albert, family and friends, thank you for the never–ending love, support, patience and understanding that you gave me throughout this project. Last, but not the least, a special thank to God for giving me the opportunity, talent, determination and endurance to complete this project. / Thesis (M.Sc. (Physiology))--North-West University, Potchefstroom Campus, 2012.

With great appreciation, I would like to accentuate the substantial contributions of the following people who made this project possible: To Dr. CMT Fourie (my supervisor), Prof. JM van Rooyen (my co–supervisor) and Prof. AE Schutte (my co–supervisor) whose gracious advise, patient guidance, commitment and support have enabled me to plan, analyse, interpret and write this project in a scientific manner. It has been an educational experience for me, thank you. To Mr. LS Wyldbore for the language editing of this dissertation. I thank all the participants, researchers, field workers and supporting staff of the PURE study. The financial assistance of the National Research Foundation (DAAD–NRF) towards this research is hereby acknowledged. A special thanks to my parents, sister, Albert, family and friends, thank you for the never–ending love, support, patience and understanding that you gave me throughout this project. Last, but not the least, a special thank to God for giving me the opportunity, talent, determination and endurance to complete this project. / Thesis (M.Sc. (Physiology))--North-West University, Potchefstroom Campus, 2012.

Providing a presumptive identification of badly decomposed or skeletonized remains is the responsibility of a forensic anthropologist. An important component of identification is the estimation of a post-mortem interval (PMI) for the deceased. This information can: provide a window period for death, reduce the number of potential victims, exclude possible assailants and substantiate witness testimony. Due to a large number of open and relatively desolate fields in South Africa, human remains are frequently discovered in an advanced stage of decomposition. The aim of this study was to evaluate the usability of the method of Megyesi and associates (2005) in which Total Body Score (TBS) and Accumulated Degree-Days (ADD) were retrospectively applied to estimate the post-mortem interval (PMI). To achieve this, a longitudinal examination of quantitative variables, TBS and ADD, was conducted over a period of 8 months. This period included both summer and winter seasons. Scatter plots between TBS and PMI, and TBS and ADD were used to illustrate patterns in decomposition. Patterns of decay differed in winter and summer, with winter exhibiting distinct inactivity. Using Loglinear Random-effects Maximum Likelihood Regression, the r2 values for ADD (0.6227) and PMI (0.5503) for combined seasons were less than r2 values for separated seasons (ADD 0.7652; PMI 0.7677). In contrast to other studies, seasonality influenced the ADD model and PMI. Linear regression formulae for ADD and PMI as well as 95% confidence interval charts for TBS for ADD were developed. These equations, along with data from a local weather station, can be used to estimate the PMI with relative accuracy. AFRIKAANS : Verskaffing van 'n vermoedelike identifikasie van erg ontbinde of skeletale oorskot is die verantwoordelikheid van ‘n forensiese antropoloog. ‘n Belangrike deel van identifikasie is die beraming van ‘n post-mortem interval (PMI) vir die oorledene. Hierdie inligting verskaf 'n venster tydperk van dood, verminder die aantal potensiële slagoffers, sluit moontlike aanvallers uit en ondersteun getuienis. As gevolg van 'n groot aantal relatief verlate en oop velde in Suid-Afrika, word menslike oorskot dikwels aangetref in ‘n gevorderde stadium van ontbinding. Die doel van hierdie studie was om die bruikbaarheid van die metode van Megyesi en medewerkers (2005) wat gebruik maak van Totale Liggaams Telling (TLT) en Opgehoopte Graad-Dae (OGD) om die postmortem interval (PMI) te skat, terugwerkend te evalueer. Hiervoor was 'n longitudinale studie van kwantitatiewe veranderlikes, TBS en ADD, oor ‘n tydperk van 8 maande gedoen. Hierdie tydperk sluit beide somer en winter in. Verspreidingsgrafieke tussen TBS en PMI, en TBS en ADD is gebruik om patrone in ontbinding te illustreer. Ontbindingspatrone het verskil tussen winter en somer met duidelike onaktiwiteit in die winter. Logliniêre Tweekansige-effek Maksimum Waarskynlikheid Regressie was gebruik om die r2 waardes van die gekombineerde en geskeide seisoene te bepaal. The r2 waardes vir die OGD (0.6227) en PMI (0.5503) vir gekombineer seisoene was minder as die r2 waardes vir seisoene apart (OGD 0.7652; PMI 0.7677). In teenstelling met ander studies, het seisoenaliteit die OGD model en PMI beinvloed. Lineêre regressie formules vir OGD en PMI sowel as 95% vertrouensinterval kaarte vir TLT vir OGD was saamgestel. Hierdie formules saam met data vanaf ‘n plaaslike weerstasie kan gebruik word om die PMI met relatiewe akkuraatheid te skat. / Dissertation (MSc)--University of Pretoria, 2010. / Anatomy / unrestricted