Thesis (MBA)--Stellenbosch University, 2001. / Some digitised pages may appear illegible due to the condition of the original hard copy / ENGLISH ABSTRACT: Successful organisations keep a well-balanced fit between their strategy,
structure, processes, reward system and culture. Any significant change in any of
the elements requires management to rethink and probably redesign the rest of
the elements.
Tshikondeni Coal Mine went through various changes the last few years. These
changes were brought about by, amongst other things, a re-engineering project,
production expansion and the appointment of new management
A significant portion of the employees was newly appointed. Some of the older
employees were appointed in other positions, or were required to do different
work. Tshikondeni had to make sure that employees were equipped with the
needed competency to do their job to the required standard and in a safe
manner.
The process started by ensuring that employees' medical profile fit that required
by their jobs. They were also trained in identifying the hazards associated with
their jobs and how to minimise exposure to risks.
The gap between the competencies required for each job and that possessed by
the job incumbent was identified. Training was designed to fill the identified gaps.
Iscor management's annual salary increase is performance driven. The process
of designing post profiles, competency documents and personal performance
contracts is described. The link between the personal performance contract, the
annual salary increase and the personal development plan is discussed. There is
still no clear link between the annual salary increase of operational employees
and their performance. Plans are in place to eventually reward all employees on
a performance driven basis.
The training section on Tshikondeni Mine was designed to support business
objectives. It is also aligned with the trends experienced in modern training. The
section, amongst other things, caters (through the use of an interactive multi
media system) for the bulk of mining employees who can't read or write. All
training information is kept on a central database.
Employees must not only be able to do their job, but also willing or motivated to
do it. Management created a work and home environment conducive towards
motivated employees. A psychosocial study was done to. determine how
employees and their families felt towards their environment. The results helped
management to focus energy where problems were identified.
Problems and pitfalls encountered during the process to ensure competency are
discussed. The process followed by the mine is elucidated with modern trends,
statements, remarks and suggestions found in literature. / AFRIKAANSE OPSOMMING: Hoë prestasie organisasies se strategië, strukture, prosesse, vergoedingstelsels
en kultuur is in balans met dit wat sukses voorskryf. Enige wesenlike verandering
in enige van die elemente kan veroorsaak dat die res van die elemente
herbesoek en moontlik herontwerp moet word.
Tshikondeni Steenkoolmyn het groot veranderinge oor die afgelope aantal jare
beleef. Hierdie veranderinge was onder andere veroorsaak deur en proses
herontwerp, produksie uitbreiding en die aanstelling van nuwe bestuur.
en Beduidende hoeveelheid van wernemers was nuut aangestel. Van die ouer
werknemers was aangestel in nuwe poste of was verwag om nuwe take te verrig.
Tshikondeni moes verseker dat werknemers toegerus was met die nodige
bevoegdheid om die werk te kan doen volgens die verlangde standaard en op en
veilige manier.
Die proses was begin deur te verseker dat werknemers se persoonlike mediese
profiel pas by die profiel benodig deur hulle poste. Hulle was opgelei in die
identifisering van gevaar in hulle werksomgewing en hoe om die risiko van
blootstelling aan die gevaar te minimeer.
Die gaping tussen werknemers se bevoegdhede en dié verlang deur hulle poste
was geïdentifiseer. Opleiding was ontwikkel om die gapings aan te spreek.
Iscor Bestuur ontvang jaarliks enprestasie gebasseerde salaris verhoging. Die
proses wat gevolg is met die ontwerp van pos profiele, bevoegdheidsdokumente
en persoonlike prestasiekontrakte word beskryf. me verhouding tussen die
persoonlike prestasie kontrak, die jaarlikse salaris aanpassing en die persoonlike
ontwikkelingsplan word bespreek. Daar is tans nie en duidelike ooreenkoms
tussen die jaarlikse salaris aanpassing wat bedryfspersoneel ontvang en hulle prestasievlakke nie. Iscor het wel planne in plek om uiteindelik aan alle
werknemers In prestasie gebasseerde vergoeding te betaal.
Die opleidingseksie op Tshikondeni is ontwerp om besigheidsdoelwitte te
ondersteun. Dit is ook belyn met moderne neigings met betrekking tot opleiding.
Die seksie bedien, onder andere die grootste gedeelte van mynbou werknemers
wat nie kan lees en skryf nie (met behulp van In interaktiewe multi media stelsel).
Alle opleidings inligting word gestoor op In sentrale databasis.
Werknemers moet nie net in staat wees om hul werk te kan doen nie, maar moet
ook gemotiveerd wees om die werk te wil doen. Bestuur streef daarna om In
werk- en huis omgewing te skep wat werknemers motiveer. In Psigososiale
studie is gedoen om te bepaal hoe dat wememers en hulle gesinne voel ten
opsigte van hulle omgewing. Die resultate het gehelp om bestuur se aandag en
energie te fokus om probleme op te los.
Probleme en slaggate ondervind tydens die bevoegdheidsproses word bespreek.
Die proses gevolg word toegelig met moderne neigings, stellings, opmerkings en
voorstelle soos wat gevind word in die literatuur.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/52076 |
| Date | 03 1900 |
| Creators | Van der Merwe, J. O. |
| Contributors | Denton, M. (Mario), Stellenbosch University. Faculty of Economic and Management Sciences. Graduate School of Business. |
| Publisher | Stellenbosch : Stellenbosch University |
| Source Sets | South African National ETD Portal |
| Language | en_ZA |
| Detected Language | English |
| Type | Thesis |
| Format | 151 p. : ill. |
| Rights | Stellenbosch University |
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