The introduction of training and skills development legislation, such as the Skills Development Act No. 97 of 1998, and the Skills Development Levies Act No. 9 of 1999, has forced organisations to invest in the development of skills of its employees in South Africa. The National Skills Development Strategy, the Human Resource Development Strategy for South Africa and the Accelerated and Shared Growth Initiative for South Africa (ASGISA) are other legislative measures introduced by the South African government to contribute to the importance of training and skills development in organisations. It is necessary for the public sector organisations to train and develop the skills of its personnel in order to improve organisational, team and individual performance. Training and skills development should also assist in forming the basis for lifelong learning and to increase productivity and quality of work. A comprehensive human resource training and development strategy should be linked to the business strategy and the human resource management strategy in organisations. The primary objective of this study was to analyse the views of employees and to determine their level of awareness regarding training and skills development and how these can improve performance in the Free State Province municipalities. To reach this primary objective, a number of secondary objectives were considered as relevant. These included exploring the concepts of training, skills development and performance management. An analysis of statutory and regulatory guidelines pertaining to training and skills development and the assessment of structures, procedures and processes that exist in municipalities for the promotion of training and skills development were also highlighted. The effects of adequate training and skills development on performance in the Free State Province municipalities were analysed. Lastly, guidelines and recommendations regarding training, skills development and performance management were developed for municipalities in the Free State Province. The research was conducted in the Free State Province municipalities. It comprised of a literature study and an empirical survey using questionnaires and interviews to obtain information from managers, supervisors and frontline staff in the Free State Province municipalities. The respondents were tested on their views regarding the impact of training and skills development programmes in improving performance in their workplace. The findings of this research demonstrated that training and skills development enhances performance of personnel in specific functional areas in the Free State Province municipalities, and for this to be more effective on performance in municipalities, it should be provided adequately in specific areas of the Local Government Five Year Strategic Agenda, particularly to the Free State Province municipalities. Some of the most important findings of this research are the following: •that most of the managers and frontline staff in Free State Province municipalities received adequate training and skills development programmes; •that most of the trainings and skills development programmes received by managers in the Free State Province municipalities were related to their job tasks; •that managers and frontline staff in Free State Province municipalities felt motivated to do their job tasks after they were provided with training and skills development programmes; •that managers in Free State Province municipalities still find it difficult to ensure public participation by their communities even after training and skills development programmes were provided to them; and •that adequate training and skills development of personnel improves performance in many functional areas in municipalities in Free State Province. The study ends with recommendations for management actions on training needs, and for further research on this topic. / PhD (Public Management and Governance), North-West University, Vaal Triangle Campus, 2013

The Department of Correctional Services (Johannesburg Management Area) is established in the South of Johannesburg in Gauteng Province. It was founded in 1982. According to the Annual Report of the Department of Correctional Services 2009, the institution was initially developed to house 2630 offenders. Presently it accommodates 10130 offenders. These offenders are dependent on the number of facilities and officials for rehabilitation purpose. The discrepancy in the number of officials to that of offenders is a challenge within the Department of Correctional Services with regard to skills development. The study was based on the hypothesis that “effective implementation of skills development within Johannesburg Management Area may lead to a successful social reintegration of offenders”. The empirical research was conducted to support the hypothesis. Questionnaire was distributed and interviews were conducted to obtain responses. the findings reveal that offenders who are skilled are easy to be reintegrated and at the same time skilled officials are able to play a vital role in facilitating the social reintegration of offenders Study further reveals that skilled officials are able to network on behalf of offenders with ease and are able to increase job opportunities for offenders who are already on social reintegration programme. The study recommends that the Johannesburg Management area need to restructure its human resource development office, ensure that experienced and qualified facilitators are employed. Each correctional centre should have qualified facilitators who are experienced in adult education to skill offenders in various areas of development. The study leaves a scope for future research stating that Department of Correctional Services do further analysis on skills development and Social reintegration of offenders nationally to find a common and standard approach that will assist in the full reintegration of offenders / M, Development and Management, North-West University, Vaal Triangle Campus, 2011

The emerging knowledge economy necessitates rapid skills development, to ensure that organisations sustain a competitive edge. Rapid skills acquisition would enable organisations, whether public or private sector, to take advantage of new emerging opportunities and improve performance by ensuring that their employees are well equipped with relevant skills. The South African labour market has, however, been engulfed by both a skills shortage and a brain drain, which has worsened performance in the public sector – as is evident from the widespread public protests. In this study, the researcher conducted an explorative investigation to gain an in-depth understanding of factors that could influence e-Learning diffusion as an innovative way of facilitating rapid skills acquisition. In order to conduct this investigation, the researcher employed qualitative techniques in the form of a case study, using grounded theory analysis techniques. Grounded theory analysis results enabled the researcher to formulate propositions. Furthermore, these propositions were used to formulate important factors and questionnaire items that were used to test proposed findings, using a survey research design. Findings revealed that the public sector, as with society at large, is adopting sociallyorientated computing practices, to open up social platform integration into the employee learning experience. Findings reveal that social platform integration would be fruitful, if the entire instructional design was based on social constructivist, epistemological principles, with the appropriate social technology. / Thesis(PhD (Computer Science))--North-West University, Potchefstroom Campus, 2013.

<p>This study investigated the extent to which skills development is implemented within the naval dockyard Simon's Town within the context of the NSDS and the various forms of legislation. In March 2001 the Department of Labour embarked on an initiative called the National Skills-Development Strategy to address unemployment, and thus enhancing the economy. One of the areas that were identified to address the above concerns was the skills-development of its people. It is against this background that this study investigated the implementation of the NSDS within the Naval Dockyard.</p>

Thesis (MComm (Industrial Psychology))--Stellenbosch University, 2008. / Since the end of apartheid in 1994 South Africa has made significant gains and progress in overcoming the legacy of its past. But despite this progress, low levels of skills among the majority of the formerly disadvantaged population and stubbornly high unemployment rates, especially among youths (age 15-24), still remain the country’s most pressing concerns and greatest impediments towards a better future for all. The learnership system, which was introduced by the Skills Development Act in 1998, was perceived as a creative vehicle to tackle these problems in two significant ways: first, by enhancing skills levels in a workplace-oriented environment and second by providing learners with employment during the phase of acquiring recognised occupational training. But since its actual implementation in 2000, the system has not always been able to meet up to its expectations. Low enrolment rates and a slow employer take up characterise the system in some industrial sectors. This is particularly true for the construction sector, which is perceived as an escalator industry for skills development by the government, as the industry requires fairly basic and intermediate skills. Moreover, the industry provides the necessary infrastructure for all other economic sectors and thus is critical for the country’s future economic growth and international competitiveness. The low employer take-up in the sector seems to be persistent, despite the fact that the industry is currently experiencing huge constraints in terms of skills, most importantly in carrying out the infrastructural projects connected to the government’s Accelerated Shared Growth Initiative (AsgiSA). This includes a R372 billion spending plan for various kinds of general infrastructure and in preparation for the Soccer World Cup in 2010. Due to the low involvement in training the industry faces a severe shortage of adequately skilled staff, particularly artisans across all major trades. The shortage of artisans, which is considered to hamper infrastructure development both in the public and private sector, is projected to go beyond 2010. The implementation of an efficient and effective learnership system for the industry is thus not only a priority need of the current situation but also for securing quality work and skills in the sector for the longer term. This is regarded as particularly important in view of the crucial role of the industry for the national economy. The primary objective of this study was to map and shed light on the current state of the learnership system in the construction industry (building and civil), to identify the major obstacles currently observed by its key stakeholders and building on this to provide possible solutions for putting an efficient and effective learnership system into place.

Submitted in fulfillment for the Requirements of the Degree of Master of Built Environment, Durban University of Technology, Durban, South Africa, 2018. / Finance is a critical aspect that needs to be closely monitored in a business and during the lifespan of a construction project. Emerging contractors need to develop and run sustainable businesses in the construction industry. The extent of expertise in funds management by emerging contractors directly relates to their development. Therefore, all efforts must be geared towards their expertise, development and sustenance. Emerging contractors need to manage their finances, be competitive, and deliver projects in the required quality, time and within the allocated budget. This study aims at determining challenges faced by emerging contractors, the root causes of challenges of emerging contractors in funds management, the impact of emerging contractor challenges on project delivery time. Further, the study aims to develop a flow chart that will mitigate emerging contractor challenges in funds management. The study was conducted in KwaZulu-Natal, South Africa using a questionnaire. Questionnaires were distributed in two phases and respondents to the study included emerging contractors and industry stakeholders. Random and systematic sampling techniques were employed in the selection of samples. A total of 85 questionnaires were analysed for the study. Inferential statistics was employed for analysis of data. Findings include late payment for completed work which ultimately causes delays; interference with project performance; inadequate planning; unskilled site manpower; late delivery of material; late identification of errors and resolution of drawings, specification errors and omissions; community unrest, militancy and communal crises and interference by political leaders are some of the key factors that negatively affect emerging contractors’ funds management. When adequate attention is given to these factors, it results in project success. In addition, improvement of contractor performance and quality of work; involvement of tribal authorities, provision of finances for project by funders, securing finances and materials credit; successfully managing project finances from inception to completion leads to profits being made and projects are completed successfully and within budget when payment for work done is effected on time. Recommendations include ensuring that sufficient finances are secured, allocated and properly managed from inception to completion of a project; payments are prepared, submitted and paid on time. Planning is improved to combat project delays including ordering materials in advance, identifying design and specification errors early, engaging all project stakeholders to avoid disputes and attending formal training courses to acquire skills that will assist in running projects and managing successful and sustainable businesses. It is also recommended that the new proposed programme and flowchart be adopted to assist the South African construction industry in improving the financial management practices and develop skill of emerging contractors; its adoption will alleviate challenges facing emerging contractors in funds management. / M

Submitted by Noeme Timbo (noeme.timbo@metodista.br) on 2017-05-31T18:54:03Z No. of bitstreams: 1 Mariana Germano.pdf: 840633 bytes, checksum: 3243182d84ef0b259f38e76eb087af79 (MD5) / Made available in DSpace on 2017-05-31T18:54:03Z (GMT). No. of bitstreams: 1 Mariana Germano.pdf: 840633 bytes, checksum: 3243182d84ef0b259f38e76eb087af79 (MD5) Previous issue date: 2017-03-03 / This work approaches the contribution of the coaching to the individual professional development, concerning professional level outcomes and the conditions that may enhance or impair this process. Organizations are faced with an increasingly competitive environment; therefore, in order to stay ahead in their market, they need people with distinguished skills. The coaching emerged with the proposal to maximize the skills of the individuals and to contribute to the goals and results achievement. Thus, the major aim of this research is to verify if the coaching contributes with the individuals in order to reach their professional development aims. As specific objectives the research aims: to identify the reasons why people begin the coaching process; to analyze if the results, initially expected by the “coachee”, are reached after the coaching process; to analyze in which conditions the results are reached, especially regarding the coach and the “coachee” issues, their relationship and also the coaching process issues; to identify if, beyond the expected professional results, there is other benefits for the “coachee”. The research uses a qualitative approach with an exploratory character and the method used was the interview. Four groups participated of the research, each one was composed by one coach and one “coachee”, and they were questioned about their aims in searching for a coach, their reached results and also the general coaching process issues. From the interviews analysis, it was concluded that all “coaches” turned to the process by personal will and initiative. Three from the four respondents choose their coach through a friend indication. The reasons that motivated people to search for the coaching were the cost-benefit ratio, the pursuit of self-awareness and the professional and personal development. All the professional aims were reached, beyond these, other benefits emerged from the process were highlighted such as security, self-awareness, better time management, among others. Concerning the coaching process, it was possible to identify there is not a pattern of values charged by the coaches, neither time nor number of sessions applied. The interviewed pointed the issues of the “coaches” that contribute to the coaching process as being open to changes and wising to change, about the coaches issues, were identified the knowledge, love, impartiality, respect, among others. / Este trabalho aborda a contribuição do coaching para o desenvolvimento profissional do indivíduo, no que diz respeito ao alcance de resultados às condições que favorecem ou dificultam esse processo. As organizações se deparam com um ambiente cada vez mais competitivo e, para se destacarem no mercado em que atuam, necessitam de pessoas com competências diferenciadas. O coaching surgiu com a proposta de potencializar, ao máximo, as competências dos indivíduos e contribuir para que metas e resultados sejam atingidos. Portanto, o principal objetivo da pesquisa é verificar se o coaching contribui para o indivíduo atingir seus objetivos de desenvolvimento em termos profissionais. Como objetivos específicos a pesquisa visa: identificar as razões pelas quais as pessoas iniciam o processo de coaching; analisar se os resultados inicialmente esperados pelo coachee são alcançados após o processo de coaching; analisar em que condições os resultados são alcançados, sobretudo em relação às características do coach e do coachee; da relação entre eles e do processo de coaching; identificar se além dos resultados profissionais esperados, existem outros benefícios que o coaching gera para o coachee. A pesquisa possui abordagem qualitativa de caráter exploratório e o método utilizado foi a entrevista. Participaram da pesquisa quatro grupos, constituídos por um coach e um coachee, que foram questionados sobre seus objetivos ao procurar o coach, os resultados alcançados e também sobre o processo e as características do processo de coaching em geral. A partir da análise das entrevistas, concluiu-se que todos os coachees recorreram ao processo por vontade e iniciativa própria, sendo que três entrevistados escolheram o seu coach por meio da indicação de um amigo. As razões que motivaram as pessoas a optarem pelo coaching foram a relação custo versus benefício e a busca pelo autoconhecimento, desenvolvimento pessoal e profissional. Todos os objetivos profissionais dos entrevistados foram alcançados, além destes, os coachees entrevistados mencionaram haver outros benefícios decorrentes do processo, tais como: segurança, autoconhecimento, melhor administração do tempo, entre outros. No que diz respeito ao processo de coaching realizado pelos coaches, foi possível identificar que não existe um padrão de valores cobrados, duração e quantidade de sessões praticadas entre eles. Como características do coachee para o processo de coaching, os entrevistados mencionaram estarem abertos a mudanças e desejarem essas mudanças; já para características dos coachees, apontaram conhecimento, amor, imparcialidade, respeito, entre outras.

Aujourd’hui, il est considéré que la part Achat représente de 50 à 90% du prix de revient des produits et services des entreprises en fonction de leur secteur d’activité. L'acte d'Achat devient donc stratégique car la compétitivité de l'entreprise dépend du professionnalisme avec lequel il est effectué. Le rôle de l’acheteur ne cesse d’évoluer et de se spécialiser. Dès lors, la problématique de la caractérisation des compétences, plus précisément des aspects comportementaux et métacognitifs, et de leurs modalités de développement deviennent indispensables. Notre projet de recherche sera consacré à l’identification de ces compétences et connaissances que l’acheteur " idéal " devrait posséder selon les recruteurs et les acheteurs eux-mêmes. Les notions d’apprentissage et d’évolution des compétences seront également un élément important de notre démarche. Notre recherche est fondée sur une approche qualitative abductive. Dans ce cadre, et sur la base d’entretiens personnalisés, nous avons mobilisé l’opinion de deux populations : -" les experts ", que nous définissons comme tels car ils interviennent dans les différents processus de sélection d’acheteurs, - les acheteurs eux-mêmes, séniors et juniors.C’est enfin une démarche systémique impliquant l’ensemble des acteurs de la caractérisation et du développement des compétences spécifiques au " bon " acheteur que nous préconisons. En effet les experts, les acheteurs et les organismes de formations sont tous tournés vers un même objectif de performance que leur impose l’environnement. Le rôle de chaque partie prenante est de travailler ensemble pour une reconnaissance du métier d’acheteur en tant que fonction stratégique. / Nowadays, the Purchasing part represents 50 to 90% of a product’s or service’s cost price according to the activity sector. Purchasing is a very strategic activity because the firm’s competitiveness depends on the professionalism with which it is carried out. The purchaser’s function is always changing and specializing. Thus, the characterization issue of skills, especially behavioural and metacognitive aspects, and skills development have become a fundamental subject. Our research will be dedicated to identifying these skills aspects and knowledge in order to be an ” ideal purchaser” according to recruiting officers and purchasers themselves. Learning and skills development will be an important part of our research too. Our research is based on a qualitative abductive approach. In this context, we have appealed to two separate opinion groups, based on personalized interviews: - “the experts ” that we define as such for their know-how in a purchaser selection processes, - the purchasers themselves, both seniors and juniors.In the end, it is a systemic approach that we propose. It involves all the players of characterization and development skills : experts, purchasers and training schools. They are all turning their efforts to the same performance objective that the environment imposes on them. The role of each stakeholder is to work together for the recognition of Purchasing as a strategic function.

Masters in Public Administration - MPA / The buzzword in recent development policy-making is PM&E. The notion is that; participatory approaches have the appropriate remedy to curb the problem of exclusion. That notwithstanding, the approach has become rhetoric in certain quarters rather than practical as admitted by some scholars who hold the principle in high esteem. Inferences from the concept of empowerment as put forward by Narayan (2005), might be the premise for rethinking the debate surrounding the inclusion of beneficiaries in participatory monitoring and evaluation because of its undulation positive effect on project outcomes. Over the past two decades, Ghana has initiated and implemented a good number of national policies and strategies that are youth-centered. The majority of these youth programmes are usually delineated in most public policies on thematic areas such as employment, education, health, among many others. A total of 120 respondents (project beneficiaries) were randomly selected for questionnaire administration, and 1 in-depth interviewed was conducted for this study. Using a Participation Perception Index (PPI), developed to assess the youth perception of the extent to which they were involved in the PM&E, the following were ascertained. It was evident that the youth were only made to actively participate in the data collection (as respondents) process. Evidently, the primary objective of the implementing agency was to secure the youth (beneficiaries) job rather than involving them in the project PM&E. The qualitative analysis also highlighted other critical factors affecting both the implementing agency and the youth (skills or know-how, cost, lack of beneficiaries' interest, non-existence of beneficiaries' associations) to ensure active participation. The study concluded that the end goal of the youth intervention programme is tied into the ideas of project sustainability which can be achieved when the various stakeholders are all on board in the PM&E.

Magister Administrationis - MAdmin / This study investigated the extent to which skills development is implemented within the naval dockyard Simon's Town within the context of the NSDS and the various forms of legislation. In March 2001 the Department of Labour embarked on an initiative called the National Skills-Development Strategy to address unemployment, and thus enhancing the economy. One of the areas that were identified to address the above concerns was the skills-development of its people. It is against this background that this study investigated the implementation of the NSDS within the Naval Dockyard. / South Africa