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The purpose of this project is to develop Balanced Scorecard recommendations based on analysis that was conducted for Facilities Services at California State University, San Bernardino.

Biographical data inventories (biodata) have one of the best predictors of job performance criteria for over 100 hundred years. Similarly, CommonFormat Biodata (CFB) inventories have also demonstrated their ability to predict certain performance criteria. There are two common themes and tow common sub-themes typically associated with CFB intruments, Education, experience, time, and specificity respectively. The major purpose of this paper was to employ a confirmatory factor analysis strategy to construct and validate a CFB inventory.

The purpose of this study was to look at the social facilitation effect and analyze it as it pertains to employee electronic performance monitoring .

Thesis (MPA.) -- University of Limpopo, 2016 / The Performance Management System (PMS) was introduced in the public sector in order to maximise optimal performance of public institutions. The aim was to ensure that public institutions deliver services to the public effectively and efficiently. The Limpopo Department of Public Works has received bad audit opinions from the Auditor General for the financial years 2011/12 to 2013/14. The Department received the following audit opinions: a disclaimer audit opinion for the financial year 2011/12, a disclaimer audit opinion for the financial year 2012/13 and a qualified audit opinion for the financial year 2013/14. The study sought to investigate the manner in which PMS was being implemented in the Limpopo Department of Public Works. A literature review, undertaken in this study shows that there are challenges in implementing the PMS in the public sector, that there is inadequate general understanding of the PMS and that there is no adequate training provided. Data was collected through questionnaires and documentary sources of annual performance plans and annual reports for the financial years 2011/12, 2012/13 and 2013/14. The responses collected from the questionnaires mainly indicate that the PMS is not adequately understood in the Department. The annual performance plans and annual reports of the Limpopo Department of Public Works for the financial years 2011/12, 2012/13 and 2013/14 indicate that the Department did not achieve even 50% of its targets in the core directorates. Further findings in the study indicate that the implementation of the PMS has not impacted positively on the performance of the Department. Recommendations made in the study include providing training linked to the PMS to all employees. Other recommendations include the communication of the departmental targets to employees at all levels.

Thesis (MPAM.) -- University of Limpopo, 2021 / Training and development plays a critical role in ensuring that employees perform better in their daily duties and most of the organizations view training and development as a waste of time and resources. Training and development plays a key role in motivating and inspiring employees in an organization. The study is aimed at analyzing the effect of training and development on the performance of employees in the Limpopo Gambling Board. The study also aimed at investigating whether training and development can promote the performance of the employees in the board. The information was obtained using mainly a questionnaire survey which was circulated to employees in the board. A total of 33 completed questionnaires were received back from the respondents. Additionally, a face-to-face semi structured interview was conducted with the Manager: Human Resources in the board. Data collected was analysed using STATA. The results from the study show that there is no training and development policy in the board. The further reveals that the majority of the respondents at 76.92% are able to implement the knowledge gained during training in their daily duties. This is a clear indication that training and development has a positive effect on the performance on the employees in the board. The study also indicated that employees are not given equal opportunity to attend training and development programmes in the board and this is supported by the majority of respondents at 84.62% who tend to believe that employees are not provided with equal opportunity to attend training and development in the board. The majority of respondents and Manager Humana Resources highlighted budget constraints as the major problem with regard to training and development of employees in the board and therefore there is a need for the board to provide adequate funds to training and development of employees.

Thesis (M.COM. (Accounting)) -- University of Limpopo, 2022 / The corporate sustainability performance (CSP) journey is coupled with many complex issues which have subsequently eliminated the boundary between legal and discretionary social practices. In South African JSE SRI listed organisations, sustainability performance programmes are regarded as tools for redressing socioeconomic disparities. However, the influence of sustainability performance on organisations‟ financial performance becomes a vital notion in contemporary sustainable development debates as evidenced by extensive inconclusive literature that has its long roots in the research field. The aim of the study is to examine how corporate sustainability performance influences organisations‟ financial performance which is return on assets (ROA). Through content analysis, secondary data were extracted from annual integrated reports of 175 purposively sampled South African organisations registered on the Johannesburg Stock Exchange (JSE SRI Index) for the years 2009-2019. The study employs cross-sectional time series feasible generalised least regression (FGLS) to test the correlation between the dimensions of corporate sustainability performance and return on assets as a proxy for organisational financial performance. The study results confirm that employees‟ health and safety sustainability performance programmes have a significant and positive impact on return on assets, whereas CSP programmes in community social activities have a positive and significant influence on return on assets. An insignificant relationship exists between Eco-investments (socially responsible investments) and return on assets (ROA). The study concluded that there is a significant association between CSP and ROA. The findings further confirm that control variables (leverage ratio, current ratio, total assets turnover, operating profit margin and price earnings ratio) have an effect on the correlation between CSP and ROA. The results have potential implications for corporate sustainability performance policy makers in South Africa, and contribute to corporate sustainability performance/organisations‟ financial performance debate. The study further stresses that continuous review of CSP policies is imperative to ensure that sustainable business practices are achieved.

Thesis (MPA.) -- University of Limpopo, 2021 / Refer to the document

A combined analytical and empirical method to define human performance measures is required for effective automated training. In theory, performance measures can be weighted and combined in a single first order equation upon which an automated training system can track a student's comparative skill level. A form of multivariate discriminant analysis was the statistical technique incorporated into the measurement selection and weighting scheme. (Vreuls and Wooldridge 1977). As with regression analysis, this discriminant technique was subject to debilitating problems such as overfit and undesirable inaccuracies in the coefficients. The author developed and implemented an adjustment to the discriminant function analogous to the ridge regression analysis suggested by Hoerl and Kemmard (1970a). To further demonstrate the effectiveness of ridge discriminant analysis and to determine useful performance criteria the author developed a Monte Carlo Simulation which provided a relative comparison of various performance measurement models. Two sets of human performance data were used to demonstrate this new statistical tool.

Recruitment consultants today are faced with considerable stress and challenges as a result of their work. They must cope effectively with these challenges in order to deliver effective job performance, which is crucial to an organisation’s survival. In this study the relationship between sense of coherence, self-efficacy and job performance amongst recruitment consultants was investigated. The Orientation to Life Questionnaire, Generalised Self-efficacy Scale and a job performance measure comprising key performance indicators were used. The study was conducted with 99 recruitment consultants at a national recruitment organisation in South Africa. While a theoretical relationship was determined, this was not supported by the empirical investigation. Relationships did, however, emerge for the comprehensibility component of sense of coherence to job performance total and for two of its dimensions (namely customer service and productivity). A regression model, comprising comprehensibility and meaningfulness, emerged as a significant predictor of total job performance. / Industrial and Organisational Psychology / M.Comm.(Industrial and Organisational Psychology)