To improve on service delivery, the challenge is to ensure that the correctional officials understand and are skilled in dealing with demands for better standard of service delivery by the public. There is a perception that current training programmes are too fragmented and that training does not receive the priority it deserves. There is also a feeling that current training is still too much focused on the training needs of the ''top" echelons (managers) and not the "bottom" end of the Department of Correctional Services, especially those directly dealing with day to day work situation. This study was therefore designed to examine how human resources are developed within the Department of Correctional Services, emphasizing on Human Resource Development Strategy for Total Quality Management within the Department. The research methods utilized in the investigation are qualitative and exploratory, since no comparative research on the implementation of Human Resource Development Strategy has yet been conducted in the Department of Correctional Services. The study took place at the Groenpunt Management Area. In order to obtain data, questionnaires and interviews were used and administered by the researcher with randomly selected individuals from the employees within Groenpunt Management Area. The investigation was based on the hypothesis that the effective implementation of human resource development strategy may lead to efficient total quality management in Groenpunt Management Area. The Department of Correctional Services (DCS) should utilize strategies to provide training and education to further the employees' development and chances of advancement to leadership positions. The DCS must be concerned to implement techniques that could serve to improve productivity and better service delivery. Greater employee involvement and development need to be encouraged. The findings of the study explore that the Human Resource Development Strategy for the DCS must be aimed at addressing the major human resource capacity constraints currently hampering the effective and equitable service delivery. The DCS must become a true learning organization and to ensure this the DCS must ensure that conditions necessary for improving service delivery have been established. The implementation of the HRD Strategy will ensure that the capacity of the staff within the DCS is built up to a level of competence that will ensure access to equal and competent service. The study concludes with the recommendation that appropriate human resources are required to implement strategies. The DCS further needs to have the right kind of people trained in the appropriate manner in order to carry out strategic plans. Where the implementation of strategies requires new knowledge and skills, it must be ensured that the information is built into the existing training courses and that new courses are developed if necessary. / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2010.
| Identifer | oai:union.ndltd.org:NWUBOLOKA1/oai:dspace.nwu.ac.za:10394/4831 |
| Date | January 2010 |
| Creators | Nhlapo, Tsholo Mzawazi Solomon |
| Publisher | North-West University |
| Source Sets | North-West University |
| Detected Language | English |
| Type | Thesis |
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