Thesis advisor: Kenji Hayao / This paper discusses the forces driving variation in the success of state pension system retrenchment. Two case studies are presented: the United Kingdom’s largely successful effort in 1986, and Germany’s less than stellar effort in 2001. After examining the general impact of institutional effects, ideology, path dependency, and demographic pressures on retrenchment, the importance of these factors in each country is discussed. These two countries are particularly enlightening due to their prototypical natures and opposing democratic traditions. One objective of this paper is to explain an unexpected outcome: the successful retrenchment produced in a low-pressure environment in the U.K., and ineffective reform in Germany in a high-pressure environment. This discussion frames the factors that determine successful retrenchment as such: whether a government has the ‘will,’ or motive, to retrench, whether it has the capability to do so, and whether it has the awareness and acumen to implement low-visibility strategies. I find that low-visibilities are extremely important to success in this area, and due to the nature of pension policy, the implications of this conclusion may be applicable to other policy-making challenges. / Thesis (BA) — Boston College, 2009. / Submitted to: Boston College. College of Arts and Sciences. / Discipline: College Honors Program. / Discipline: Political Science Honors Program. / Discipline: Political Science.

Thesis (M. Dev.) -- University of Limpopo, 2001 / Refer to document

In the decade before 2005, South African organisations have had to cope with an ever-increasing rate of local and global changes. There have been considerable and ongoing socio-political changes, resulting from new Government regulations. Most organisations have experienced some type of downturn, whether due to external business factors or poor internal performance. A typical response to organisational decline is retrenchment. Retrenchment is attributed to cyclical downturns, market losses or other economic factors, which oblige the employer to reduce the labour force numbers. Though there are so many ways of responding to organisational failure, this study focused only on retrenchment. A number of psychologists and human sciences researchers have studied the results of job loss due to retrenchment. Retrenchment brings loss of skills, loss of morale and commitment, as well as physical and mental health degradation, including stress that results in employees withdrawing physically and emotionally. The main purpose of this study was to outline the employees’ perceptions of the effects of retrenchment on job stress and organisational commitment in a mining company. The research methodology used in this study is a combination of a literature review and an empirical study. The probability sampling technique, which entails using simple random sampling, was used to select the sample of the study. The primary data were collected using a questionnaire. The measuring instrument contained 43 items. The measuring instrument was pilot-tested with 50 respondents three weeks before the main survey; the questionnaire was self-administered to the participants. For the main survey, data from 294 respondents were collected and analysed. Participants in the study involved surface employees, including management, administrators, engineers and artisans. Data were analysed with the Statistical Package for Social Sciences (SPSS) version 23.0. The Cronbach’s alpha coefficients of the various sections of the measuring instrument were computed to establish construct validity. Content validity was ascertained by pre-testing the questionnaire with the employees in the mine in question. Correlations were used to establish convergent validity of the constructs. Convergent validity was assessed to measure the degree of linear association of variables using Pearson’s correlation coefficient. Discriminant validity was achieved by using regression analysis to show items loaded onto different factors in various sections which had more than one factor. Analysis was done using descriptive statistics on the demographic information of respondents. The results were also interpreted through correlation and regression analysis. The results showed that the effects of retrenchment did not have a negative impact on job stress (time stress and anxiety). This may be due to the mine in question planning and consulting with the employees prior to the retrenchment process. The results also showed that job stress (time stress and anxiety) is negatively associated with organisational commitment. Subsequent to these findings, it is recommended that employees (survivors) be updated on their future in the company in question. This could be done through regular workshops and counselling of employees. In order to motivate and engage employees, and thereby contribute to employee commitment, it was also recommended that organisations create open, supportive and fair organisational and team cultures, and ensure jobs are clearly aligned with organisational goals and have appropriate levels of autonomy, support and career development. Given that job satisfaction plays a huge role in organisational commitment, it was further recommended that managers need to actively improve their organisation’s job satisfaction to employees in order to achieve a higher level of organisational commitment. The study concludes by recommending that communication between employees and management should take place on a regular basis which can serve as a fundamental tool to retrenchment in the following manner: • Survivors will feel more committed to the organisation when the basis of retrenchment addresses the circumstances in the external environment, rather than the enrichment of shareholders or top management. • Communicating a clear vision of how retrenchment will benefit stakeholders, increases commitment since survivors can see a clear future for the organisation. • When survivors are treated with dignity and respect, they will feel more committed to the organisation because they feel appreciated.

With the advancement of technology and rapid globalisation, organisations need to be alert and responsive to changes in the marketplace. It is expected of organisations to be lean, low cost producers of goods or providers of services. Those that do not fit this general description are mercilessly raked aside to make way for new competitors. Those that do survive cannot stagnate into old style business operations, but have new adopt new ways to forge forward or suffer a similar fate of other organisations, forced to close their doors by being uncompetitive. In the world competitiveness report, seen below, much to the dismay of a handful of brilliant businessmen, South Africa features in the twenties and thirties, and has for the past five years shown fair but not rapid signs of advancement into the top twenty. What needs to be explored are the reasons behind this phenomena. Is South Africa simply not trying as a nation to move up the competitiveness ranks? It is obvious that the answer is a simple negative. South Africa is certainly trying, but while we begin to get into the mode of being competitive, our competitors in the rest of the world have already begun this process two decades ago and are well experienced in being competitive and forcing organisations into survival and success. Bayside Aluminium, a subsidiary of BHPBilliton, the worlds largest mining group, did exactly that. Bayside Aluminium decided to implement two such reengineering processes. The first reengineering process, called the BRP or Bayside Renewal Process was an issue of survival. In other words had Bayside Aluminium not gone through this process, the smelter would have faced closure within one year. The objective of this process was to allow Bayside Aluminium to survive for at least the next decade. The success of this process will be discussed at a later stage in this thesis in Chapter 2. The second reengineering process had distinct differences in the way it was conducted and had a similar objectives but with a different time frame. The second reengineering process was called the CTG or 'close the gap". The main objective of this process was to close the competitive gap between Bayside Aluminium and its competitors in the medium term in order to maintain long term survival. This process was done with the view of accelerating cost saving exercises like natural attrition, which are more medium term. Also one of the objectives was to do such an exercise whilst the company was not under pressure to reduce costs immediately. The thesis attempts to display the success of the two reengineering processes, whilst critically evaluating the methods used to implement the two process with a greater emphasis on the CTG process, being the latter process which BHPBilliton is exercising at other subsidiaries. Issues discussed and critically analysed in detail are • Real time cost benefits • Full time employee reduction success • Organisational climate before and after the process and its effect on the plant performance including the future impact of cooperation by Unions • Bayside Aluminium's movement on the cost curve after the exercise The learnings that arise out of this study could easily be applied to any organisation embarking on a similar exercise without having to make the costly mistakes that sometimes arise during reengineering exercises due to inexperience. / Thesis (MBA)-University of Natal, Durban, 2002.

Abstracts in English, Zulu, Sesotho and Venda / The focus of this study was to investigate the employment difficulties faced by individuals who had been retrenched from the insurance industry during the years 2000 to 2013 in order to develop an understanding of the continuity in the specialist type of work after their retrenchment. The study also aimed to investigate the actual and perceived barriers that need to be addressed in the South African small business environment and the specific soft skills and business skills of small business owners and non-small business owners. The research design of this exploratory study entailed a positivist research philosophy using a deductive research approach. This quantitative research was conducted by means of a survey questionnaire. A questionnaire was designed and used to determine the level of importance and the level of own skills for small business owners and non-small business owners respectively in terms of predetermined soft and business management skills. The answers provided on these questions were then analysed to determine whether there was a gap between the level of importance assigned to these skills and their own skill ratings. This research determined the barriers faced by small businesses in South Africa as well as the level of agreement regarding the predetermined actual and perceived barriers pertaining to the small business environment. Notable findings of this study include that there was a distinct lack of continuity in the specialist type of work by the small business owner respondents in the insurance industry. There was a marked difference between the level of importance and own skill ratings assigned to the predetermined soft skills and business management skills with non-small business owner respondents mostly rating themselves as better skilled than small business owners did. However, the fact that these non-small business owner respondents did not start their own small businesses points towards higher risk aversion. This study also found that small businesses in South Africa are facing pronounced barriers within the small business environment. / Tsepamo ya boithuto bona e ne e le ho batlisisa mathata a ho hloka mosebetsi a tobaneng le batho ba ileng ba hulwa mosebetsing indastering ya inshorense nakong ya dilemo tsa 2000 ho isa 2013 e le ho theha kutlwisiso ya tswelopele ya mofuta wa mosebetsi ona o ikgethileng kamora ho hulwa hwa bona mosebetsing. Boithuto bo boetse bo ne bo reretswe ho batlisisa dithibelo tsa nnete le tse nahanwang tse hlokang ho tojwa ke tikoloho ya kgwebo tse nyane ya Afrika Borwa le bokgoni ba tsebo tsa botho tse qollehileng le tsa kgwebo tsa beng ba dikgwebo tse nyane le beng ba dikgwebo tse seng nyane. Moralo wa patlisiso wa boithuto bona ba kutullo bo ne bo kenyelletsa filosofi ya dipatlisiso tse se nang leeme le katamelo ya dipatlisiso e etsang diteko ho fumana na thiori e itseng ke nnete kapa tjhe maemong a itseng. Patlisiso ena ya boleng e entswe ka lethathamo la dipotso. Lethathamo la dipotso le ile la ralwa mme la sebediswa ho fumana boemo ba bohlokwa le boemo ba bokgoni ba hao bakeng sa beng ba dikgwebo tse nyane le beng ba dikgwebo tse seng nyane ho latela bokgoni bo fumanweng esale pele ba ditsebo tsa botho le tsa tsamaiso ya kgwebo. Dikarabo tse fanweng ho dipotso tsena di ile tsa manollwa ho fumana na ho na le sekgeo pakeng tsa boemo ba bohlokwa bo filweng ditsebo tsena le ditekanyetso tsa bona tsa ditsebo. Dipatlisiso tsena di fumane dithibelo tse tobileng dikgwebo tse nyane Afrika Borwa hammoho le boemo ba tumellano mabapi le dithibelo tse fumanweng esale pele tsa nnete le tse nahanwang tse amang tikoloho ya dikgwebo tse nyane. Diphumano tsa bohlokwa tsa boithuto bona di kenyeletsa hore ho na tlhokeho e kgolo ya tswelletsopele mofuteng wa mosebetsi o ikgethileng ke baarabi bao e leng beng ba dikgwebo tse nyane indastering ya inshorense. Ho bile le phapang e kgolo pakeng tsa boemo ba bohlokwa le ditekanyetso tsa ditsebo tsa bona tse fuweng bokgoni ba bona ba ditsebo tsa botho le ditsebo tsa tsamaiso ya kgwebo moo baarabi bao e seng beng ba dikgwebo tse nyane boholo ba neng ba ikala jwalo ka ba nang le ditsebo ho feta kamoo beng ba dikgwebo tse nyane ba ikadileng ka teng. Leha ho le jwalo, taba ya hore baarabi bana bao e seng beng ba dikgwebo tse nyane ha baa qala dikgwebo tseo e leng tsa bona e supa boemo bo phahameng ba tshabo ya kotsi. Phuputso ena e boetse e fumane hore dikgwebo tse nyane Afrika Borwa di tobane le dithibelo tse kgolo kahare ho tikoloho ya dikgwebo tse nyane. / Zwo sedzwaho kha ngudo heyi ho vha u ṱoḓulusa vhukonḓi ha mushumo ho livhanaho na vhathu vhe vha fhungudziwa u bva kha nḓowetshumo ya ndindakhombo nga tshifhinga tsha miṅwaha 2000 u swika 2013 u itela u bveledza kupfesesele kwa u bvela phanḓa kha lushaka lwa vhomakone lwa mushumo nga murahu ha u fhungudzwa mushumoni havho. Ngudo yo dovha ya livhiswa kha u ṱoḓisisa zwithivheli zwa vhukuma na zwine zwa khou humbulelwa zwine zwa tea u ambiwa nga hazwo kha vhupo ha mabindu maṱuku Afrika Tshipembe na zwikili zwa vhuṋe zwo tiwaho na zwikili zwa vhubindudzi zwa vhaṋe vha mabindu maṱuku na vhathu vha si vha mabindu maṱuku. Nyolo ya ṱhoḓisiso ya ngudo iyi ya ṱhoḓisiso i katela fiḽosofi ya ṱhoḓisiso ine ya khwaṱhisedza nga u sedza hu tshi shumiswa kuitele kwa ṱhoḓisiso kwa u ṋea zwiitisi. Ṱhoḓisiso iyi ya khwanthethivi yo itwa nga nḓila ya mbudzisambekanywa dza ṱhoḓisiso. Mbudzisambekanywa dzo itwa na u shumiswa u ta ḽeveḽe ya ndeme na ḽeveḽe ya zwikili zwa vhuṋe ha zwikili zwa vhaṋe vha mabindu maṱuku na vhathu vha si na mabindu maṱuku nga u tevhekana zwi tshi ya nga zwikili zwa vhuṋe na zwa ndangulo ya bindu zwo tiwaho u thoma. Phindulo dzo ṋetshedzwaho kha mbudziso hedzi dzo ḓo saukanywa nga murahu u ta arali hu na tshikhala vhukati ha ḽeveḽe ya ndeme yo ṋetshedzwaho zwikili izwi na phimo dza zwikili zwavho. Ṱhoḓisiso heyi yo khwaṱhisedza zwithithisi zwo livhanaho na mabindu maṱuku Afrika Tshipembe na ḽeveḽe ya thendelano zwi tshi ḓa kha u ta zwithivheli zwa vhukuma na zwine zwa khou lavhelelwa zwi tshi ḓa kha vhupo ha mabindu maṱuku. Mawanwa a ndeme a ngudo iyi a katela zwa uri ho vha hu na ṱhahelelo yo fhambanaho ya u bvela phanḓa kha lushaka lwa mushumo wa makone nga vhadzheneli vha vhaṋe vha mabindu maṱuku kha nḓowetshumo ya ndindakhombo. Ho vha na phambano khulwane vhukati ha ḽeveḽe ya ndeme na phimo ya zwikili zwa vhuṋe zwo ṋetshedzwaho zwikili zwa vhuṋe zwo tiwaho na zwikili zwa ndangulo ya bindu na vhadzheneli vha vhathu vhane vha si vhe vhoramabindu vhaṱuku vhunzhi havho vho ḓipima sa vha re na zwikili zwa khwine kha vhaṋe vha mabindu maṱuku. Naho zwo ralo, ngoho ya uri avho vhadzheneli vhane vha sa vhe na mabindu maṱuku a vho ngo thoma mabindu maṱuku avho zwo livhisa kha khohakhombo khulwane ya vengo. Ṱhoḓisiso heyi yo dovha ya wanulusa uri mabindu maṱuku Afrika Tshipembe a khou livhana na zwithivheli zwihulwane nga maanḓa kha vhupo ha vhubindudzi vhuṱuku / Ukugxila kwalolu cwaningo bekungukuphenya ngobunzima bokuqashwa obubhekene nabantu ababedilizwe embonini yomshwalense phakathi konyaka ka-2000 kuya ku-2013 ukuze kuthuthukiswe ukuqonda kokuqhubekayo kohlobo lomsebenzi oyingcweti ngemuva kokudilizwa kwabo. Lolu cwaningo futhi luhlose ukuphenya izithiyo zangempela nezibonwayo ezidinga ukubhekelwa esimweni samabhizinisi amancane aseNingizimu Afrika kanye namakhono athile athambile namakhono ebhizinisi osomabhizinisi abancane nabaninimabhizinisi abangebona abancane. Ukwakheka kocwaningo kwalesi sifundo esichazayo kubandakanye isimo esiyisisekelo solwazi, iqiniso nokuba khona (ifilosofi) kokucwaninga okuhle kusetshenziswa indlela yocwaningo yokuthuthukisa umbono ngokuya komqondo osukhona. Lolu cwaningo lokuqoqa nokuhlaziya imininingwane yezinombolo lwenziwe ngohlu lwemibuzo yocwaningo. Uhlu lwemibuzo lwenziwa futhi lwasetshenziswa ukuthola izinga lokubaluleka kanye nezinga lamakhono abo abaninimabhizinisi abancane nabaninimabhizinisi abangebona abancane ngokulandelana ngokwamakhono anqunywe kusengaphambili namakhono okuphatha amabhizinisi. Izimpendulo ezinikezwe kule mibuzo zabuye zahlaziywa ukuthola ukuthi ngabe likhona yini igebe phakathi kwezinga lokubaluleka elinikezwe kulawa makhono kanye nezilinganiso zabo zamakhono. Lolu cwaningo lunqume izithiyo ezibhekene nosomabhizinisi abancane eNingizimu Afrika kanye nezinga lesivumelwano maqondana nezithiyo zangempela ezinqunywe kusengaphambili nezibonwayo ezimayelana nendawo yamabhizinisi amancane. Okutholakele okuphawulekayo kwalolu cwaningo kufaka phakathi ukuthi kube nokuntuleka okuhlukile kokuqhubekayo kohlobo lomsebenzi wobungcweti ngabaphenduli bamabhizinisi amancane embonini yomshuwalense. Kube nomehluko omkhulu phakathi kwezinga lokubaluleka nezilinganiso zamakhono abo ezinikezwe kumakhono athambile anqunyiwe ngaphambili namakhono okuphatha amabhizinisi nabaphenduli baninimabhizinisi abangebona abancane ikakhulu abazikala njengabanekhono elingcono kunalokho okwenziwa ngosomabhizinisi abancane. Kodwa-ke, iqiniso lokuthi laba baphenduli abangabaninimabhizinisi abancane abangaqalanga amabhizinisi abo amancane likhomba ekuvikeleni ubungozi obuphakeme. Lolu cwaningo luphinde lwathola ukuthi amabhizinisi amancane eNingizimu Afrika abhekene nezithiyo ezibekiwe ngaphakathi kwendawo yamabhizinisi amancane / Business Management / M. Com. (Business Management)

No description available.

More than 770 000 employees in South Africa have been made redundant since the start of the economic crisis in the third quarter of 2008. Unfortunately, companies often do not anticipate, or prepare for, the lower morale and lower productivity experienced by the survivors. However, despite the fact that retrenchment survivors are the linchpin of a company‟s future profitability, limited research on their experiences is available in South Africa. Until recently, the survivors of retrenchment were considered fortunate and the general consensus is that survivors are grateful to have kept their jobs. But is it really that simple? The study explores the perceptions and experiences of survivors of retrenchment in the automotive industry. The study was conducted among retrenchment survivors operating at junior management, middle management and senior management roles in various functional areas in an Automotive Manufacturer in South Africa. Qualitative data was collected by means of conducting semi-structured interviews, which provided insight into the beliefs, attitudes, perceptions and experiences of the participants, as well as by the analysis of company documents. Following an in-depth analysis based on constructivist grounded theory guidelines, survivor denial in varied manifestations emerged as the core concept. This core concept was underpinned by the survivors‟ overall perception of the retrenchment experience, the affective and behavioural responses of survivors, as well some aggravating factors. The result of the analysis is a framework for understanding survivor experiences during retrenchments, as well as suggested interventions for organisations that are contemplating, or have already commenced with retrenchments to reduce the anticipated negative effects of the retrenchment process. This study demonstrates that retrenchment brings to the fore a multitude of inadequately understood emotional reactions and that, if retrenchment is not properly implemented and managed, can result in a significant amount of stress. Appropriate analysis of individual responses and the facilitation of constructive coping strategies is the starting point towards more effective intervention. Copyright / Dissertation (MCom)--University of Pretoria, 2012. / Human Resource Management / unrestricted

Thesis (MA(Industrial Psychology))--University of Stellenbosch, 2007. / Increased globalisation and competition have implications for organisational renewal and change and increasingly cost cutting, by retrenching employees, is part of the search for competitive advantage and sustainability. Within the South African context, retrenchments are no exception. The study explored the experiences of those who are tasked with the role of implementing the retrenchment, the so-called retrenchment implementers. Despite implementers being key to ensuring organisational success and profitability in the aftermath of retrenchment, research on their experiences is limited not only internationally, but also locally. The study was conducted amongst participants employed at various South African organisations. Qualitative data was obtained via semi-structured interviews with the implementers of retrenchments. Following content analysis, three key themes emerged: implementers’ experiences of procedural aspects as per s189 and s189A of the Labour Relations Act 66, of 1995 (as amended); implementers’ personal experiences of performing the retrenchment act and organisational and personal enabling strategies to assist with preparing implementers for the retrenchment task. Results indicate mixed responses in terms of complying with the relevant legislation. Insofar as their personal experiences are concerned, results indicate that while some implementers had found ways to adjust to their managerial function of implementing retrenchments, others experienced discomfort with their role, suffering from amongst others guilt and feelings of responsibility, role conflict, role overload, decreased emotional well being, a sense of isolation, negative self-perceptions and feelings of job insecurity. In the majority of cases, implementers experienced limited organisational emotional support and assistance in dealing with their emotions during the retrenchment conversation. These results support the limited non-South African literature. The results from the present study also added insight into the ways in which implementers are personally prepared for their role as well as ways in which organisations can assist them emotionally for their task.

Personeelvermindering as gevolg van operasionele redes word gelykgestel aan 'n ekonomiese doodstraf, aangesien geaffekteerde werknemers weinig, indien enige skuld het aan hierdie traumatiese ervaring. Die toenemende bekommernis oor hierdie verskynsel en die totstandkoming van mense-en arbeidsregte het dan ook veroorsaak dat hierdie verskynsel op 'n internasionale vlak omsigtig en deeglik benader word deur beide wetgewers en arbeidsorganisasies. Verandering in die wêreld geskied teen 'n snelle pas en vind op alle terreine van die samelewing plaas. Suid-Afrika is onlosmaakbaar deelgemaak van hierdie wêreld en word dus ook blootgestel aan honger internasionale maatskappye wat almal veg vir oorlewing en groter markaandele in 'n globaliserende wêreldekonomie. Dit laat Suid - Afrika met 'n dringende behoefte om meer mededingend te word. Om dit te kan bereik, moet aan die knellende behoefte aan opleiding aandag geskenk word, sowel as aan die skepping van aantreklike internasionale beleggingsgeleenthede. Internasionale beleggers raak gou afgeskrik deur hoë werkloosheid en misdaad, en hier is Suid -Afrika ver agter die Ooste. Die tendens van globalisering en die uitwerking van sekere aspekte daarvan op werkloosheid noodsaak dus dringende fokus op kwellende kwessies, soos: Hoe om werkloosheid te verminder, teenoor die behoefte aan verhoogde produktiwiteit en verbeterde internasionale mededingingsvermoë. Hierdie veranderinge het ook meegebring dat verbruikers, werknemers en die gemeenskap waarin maatskappye besigheid bedryf, uiters sensitief begin word het vir onverantwoordelike optrede van maatskappye teenoor die gemeenskap, die werknemers en die omgewing. Hierdie veranderinge en die gevolge daarvan lei tot 'n groeiende bewustheid van en ernstige behoefte aan korporatiewe sosiale verantwoordelikheid. Die waarde hiervan word in 'n al hoe groter mate besef en maatskappye aanvaar hierdie verantwoordelikheid toenemend in alle dimensies van die gemeenskap. Die manier waarop maatskappye met mense omgaan, word direk beïnvloed deur werkspraktyke en korporatiewe sosiale verantwoordelikheid het dus 'n fundamentele uitwerking op hoe potensiële hoëgehalte kennis-werkers die maatskappy beskou. Dit word derhalwe al hoe belangriker dat werkgewers die menings van hulle eksterne en interne belangegroepe ernstig opneem, aangesien globalisering besig is om die magsbasis tot voordeel van die werknemers te verskuif. Intussen sal personeelvermindering voortgaan ten spyte van duidelike bewyse dat die langtermynvoordele daarvan verdag is, en dit plaas 'n enorme sosiale verantwoordelikheid op werkgewers. Die goed nagevorste verband tussen misdaad en werkloosheid dui duidelik op die onderprestering van die regering teenoor beloftes wat gemaak is. Dit is juis om dié rede dat die rol van maatskappye in die gemeenskap al hoe meer onlosmaaklik deel van die besigheid word. Die uiteindelike gevolg hiervan is 'n onaanvaarbare hoë misdaadsyfer, wat weer lei tot 'n gebrek aan beleggingsvertroue, wat op sy beurt weer lei tot personeelvermindering. / Thesis (Ph.D. (Industrial Sociology))--North-West University, Vaal Triangle Campus, 2008.

The purpose of this research was to examine the perceptions of a selected group of retrenched participants from Ford Motors in Gauteng in the Dipaakanyo Social Plan Programme. An evaluative qualitative study utilizing a triangulation of methods was chosen. The findings revealed that the programme led to an understanding of the economic context, acquisition of new skills, and changes in attitude and behaviours. The challenges were the timing, duration, as well as the language and style of facilitation. Recommendations were that the programme form part of an Employee Assistance Programme, develop comprehensive individual development plans and inclusion of spouses.