Thesis (MPA)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: The new management model for the Government places the responsibility for the
execution of the human resources function within the management domain of the
executive authority, department heads and line managers. Other than in the
past, the human resources function has been decentralised at all provincial
departments within the Western Cape. Departments subsequently went ahead
and established their own human resources components. However, the creation
and structuring of the said function within the different departments were
completed, to a great extent, in isolation with each other. Although all
departmental components had to perform the same functions within the same
regulatory framework, there was little consistency in the way it was structured.
The purpose of the research is to create a generic organisational structure to
serve as a guideline whereby departmental human resources components could
be organised. In order to design a model a literature study has been undertaken
with the emphasis on structuring of organisations and a functional analysis of the
human resources function has been done. The focus was on literature that deals
with the structuring of human resources components. An analysis was also done
on the regulatory framework in which the human resource function should
function, within the Government. In view of the preceding discussions and due to
specific principles, a generic organisational structure has been developed and is
recommended that it serve as a guide to be applied within the Western Cape
Provincial Administration. / AFRIKAANSE OPSOMMING: Die nuwe bestuursmodel vir die staatsdiens plaas die verantwoordelikheid vir die
uitvoering van die menslike hulpbronbestuursfunksie binne die bestuursdomein
van die uitvoeringsgesagte, departementshoofde en lynbestuurders. Waar die
menslike hulpbronbestuursfunksie ten opsigte van bepaalde departemente binne
die Wes-Kaapse Provinsiale Administrasie voorheen vanuit 'n gesentraliseerde
komponent gelewer is, is die funksie gedesentraliseer en het departemente
gevolglik begin om hul eie menslike hulpbronbestuur komponente te vestig. Die
vestiging en strukturering van hierdie komponente het in isolasie tot mekaar
plaasgevind, en was daar weinig sprake van patroonmatigheid in die wyse
waarop dit gestruktureer is, alhoewel almal dieselfde funksies ingevolge
dieselfde regulatoriese raamwerk moet verrig.
Die doel van die navorsingstudie is om 'n generiese organisasiestruktuur te
ontwerp om as riglyn te dien waarvolgens hierdie departementele menslike
hulpbronbestuur komponente gestruktureer kan word. Ten einde die model te
ontwerp is 'n literatuurstudie ten opsigte van organisasie-teorie met die klem opdie
strukturering van organisasies onderneem, en is 'n funksionele analise van
die menslike hulpbronbestuur funksie gemaak. Aandag is geskenk aan literatuur
ten opsigte van die strukturering van menslike hulpbronbestuur komponente en
is daar ook 'n ontleding van die regulatoriese raamwerk waarbinne die menslike
hulpbronbestuur funksie binne die staatsdiens verrig staan te word, gedoen. Op
grond van die voormelde en aan die hand van bepaalde beginsels is 'n generiese
organisasiestruktuur ontwerp, en word aanbeveel dat dit dien as riglyn vir
toepassing binne die Wes-Kaapse Provinsiale Administrasie.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/53532 |
| Date | 12 1900 |
| Creators | Kreuser, Richard Gustav |
| Contributors | Weaver, B., Stellenbosch University. Faculty of Economic and Management Sciences. School of Public Leadership. |
| Publisher | Stellenbosch : Stellenbosch University |
| Source Sets | South African National ETD Portal |
| Language | af_ZA |
| Detected Language | Unknown |
| Type | Thesis |
| Format | 124 pages |
| Rights | Stellenbosch University |
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