The present research investigated the challenges and problems facing the public
sector institutions regarding the processes, procedures, practices, steps and
methods used for human resource recruitment and selection. The South African
government outlawed unfair discrimination to promote equality and equity in the
labour force. This state of affairs has direct implications for employment practices
such as recruitment and selection in the public service. Without a comprehensive
recruitment and selection model, public service departments could contravene
legislative requirements. As a result, these public service departments then may
not succeed in attracting and appointing the best candidates for vacant positions.
The intension of this study was to determine the extent to which functions of
human resource management (HRM) reflect the spirit and stipulations of the
statutory and regulatory framework. These functions include job analysis, job
evaluation, job design, job profiles, and human resource planning, as well as
induction and orientation. The aim is further to verify to what extent these
functions influence recruitment and selection practices.
A qualitative research design was used to construct a comprehensive human
resource recruitment and selection model. This model is the result of a thorough
analysis of comparative recruitment and selection theories, approaches,
international best practice, and of existing models. A case study was undertaken
within the Department of Justice and Constitutional Development (DOJ&CD).
Data was collected by using a questionnaire from a representative sample. The
target population comprised senior and middle managers from the National
Office in Pretoria and North West Province responsible for human resource
functions. They are divided into five sub-clusters.
Based on the core findings of this research it was established that the DOJ&CD
experiences inefficiencies as far as the following aspects of human resource
management are concerned: alignment, development and implementation of
appropriate human resource strategies, systems, processes, procedures and
methods. This also includes the approaches for recruitment and selection. The
DOJ&CD mainly utilises traditional processes of recruitment and selection that do
not adequately reflect international best practice and, furthermore, do not adhere
to all the stipulations of the myriad forms of legislation that are governing human
resources in the public service. A comprehensive model for recruitment and
selection was thus of the utmost importance to guide the Department in its
recruitment and selection endeavours. The model that is designed as the main
contribution of this research is aimed at addressing these challenges. The comprehensive model is intended to guide the DOJ&CD‟s human resource
practitioners on recruitment and selection. This is done by means of a processmap
and a flow-chart approach. Based on the literature review and empirical
study, best practice is proposed that can be associated with each phase or step
in the recruitment and selection process. The criteria for the development of the
model was based on the theoretical relationship among elements and variables
such as strategy, structure, job analysis, job description, job specification and job
evaluations, and how these elements are linked to recruitment and selection
processes.
Such a comprehensive human resource recruitment and selection model can
assist practitioners to align all human resource activities and functions within
public service departments. This will help to realise their organisational objectives
and to operationalise their strategic imperatives successfully. / PhD (Public Management and Governance), North-West University, Potchefstroom Campus, 2014
| Identifer | oai:union.ndltd.org:NWUBOLOKA1/oai:dspace.nwu.ac.za:10394/12047 |
| Date | January 2014 |
| Creators | Thebe, Thapelo Phillip |
| Source Sets | North-West University |
| Language | English |
| Detected Language | English |
| Type | Thesis |
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