Thesis (PhD)--University of Stellenbosch, 2002. / ENGLISH ABSTRACT: The problem that lead to this study is whether the view of the personnel in the utilisation
review centre in the organisation with reference to the management of human resources as
well as their work performance increased after implementation of the integrated competencybased
human resource model.
The general purpose of this study is to develop through extensive literature survey an
integrated competency-based human resource model, to implement it in the organisation and
to measure the impact the model had on the personnel in the utilisation review centre in the
organisation. The dimensions according to which the impact was measured, are the views of
the personnel in the organisation and their work performance.
The following methods were used in developing and implementing the integrated
competency-based human resource model: an analysis of the work processes and tasks was
done to determine the flow of work through the utilisation review centre. Thereafter the
different roles were identified. Simultaneously an analysis of the strategy of the organisation
was conducted to determine what impact it would have on the work processes and tasks in
future. Once the analyses were completed, role descriptions were compiled for the identified
roles. The role descriptions are used in the development of the various human resource
management activities, viz. recruitment and selection, education and development,
performance management and remuneration. Throughout the implementation process the
human resource management activities are evaluated to determine that it complies with the
regulations of the labour laws.
An opinion survey questionnaire was used to determine the view of the personnel in the
utilisation review centre with reference to the methods used to implement the integrated
competency-based human resource model and whether the methods were successfully
executed. Thirty of the 50 respondents partook in this study. A one-group first measurementsecond
measurement design was used to determine whether the model contributed to the
expected results. The design allowed a single group to complete a first measurement twelve months and a second measurement 24 months after the model was implemented (January
2002 to December 2001). The outcome of this study is based on the degree of variance
between the first and second measurements.
The quality requirements were used to evaluate the work performance of the participants (40
respondents) on a six-monthly basis. Forty of the 50 respondents partook in this study. This
was done in order to determine whether there was an improvement in the work performance
of the personnel.
The most significant conclusions of this study can be summarised as follows:
o There was a significant difference between the first and second measurements, which
indicated that the participants were of the opinion that the model had a positive
impact in the organisation.
o There was a significant improvement in the work performance of the participants,
which indicates that the modelled to an improvement in the work performance in the
organisation where the study was carried out.
Based on the findings of the study, recommendations are made for further research in this
field.
The study succeeded in developing and implementing an integrated competency-based human
resource model, which can be used with certainty by organisations to develop their personnel
and which can therefore enable organisations to reach and retain a competitive advantage. / AFRIKAANSE OPSOMMING: Die probleem wat aanleiding gegee het tot die studie is of personeellede verbonde aan die
benuttingsoorsigsentrum in die organisasie se mening rakende die bestuur van menslike
hulpbronne, asook hulle werksprestasie sal verbeter ná implementering van die geïntegreerde
bevoegdheidsgebaseerde menslikehulpbronmodel.
Die algemene doelstelling van hierdie studie is om aan die hand van 'n omvattende
literatuurstudie 'n geïntegreerde bevoegdheidsgebaseerde menslikehulpbronmodel te
ontwikkel, dit in die organisasie te implementeer en die impak daarvan op die personeel in die
benuttingsoorsigsentrum in die organisasie te takseer. Die dimensies waarteen die impak
getakseer word, is die mening van die personeel in die organisasie en hulle werksprestasie.
Die volgende metodes is aangewend m die ontwikkeling en implementering van die
geïntegreerde bevoegdheidsgebaseerde menslikehulpbronmodel: 'n analise van die
werksprosesse en take is uitgevoer om te bepaal wat die verloop van werk deur die
benuttingsoorsigsentrum is. Daarna is die verskillende rolle geïdentifiseer. Terselfdertyd is
daar ook 'n analise van die organisasiestrategie gedoen om te bepaal watter impak dit in die
toekoms op die werksprosesse en take gaan hê. Nadat die analises afgehandel is, is
rolbeskrywings opgestel vir die geïdentifiseerde rolle. Die rolbeskrywings word gebruik vir
die ontwikkeling van die verskillende menslikehulpbronbestuursaktiwiteite, naamlik
werwing, keuring en seleksie, opvoeding en ontwikkeling, prestasiebestuur en vergoeding.
Deurlopend deur die implementeringsproses word daar seker gemaak dat die
menslikehulpbronbestuursaktiwiteite voldoen aan die bepalings van die verskillende
arbeidswette.
'n Meningsopnamevraelys is gebruik om te bepaal wat die mening van personeel in die
benuttingsoorsigsentrum is oor die metodes wat gebruik is om die geïntegreerde
bevoegdheidsgebaseerde menslikehulpbronmodel te implementeer en of die metodes
suksesvol deurgevoer is. Dertig van die 50 deelnemers het aan die ondersoek deelgeneem.
Om te bepaal of die beoogde resultate wel bereik is, is 'n enkelgroep-eerste-tweede-metingontwerp
vir die evaluering daarvan gebruik. Inhierdie tipe ontwerp lê 'n enkelgroep 'n eerste meting twaalf maande en 'n tweede meting 24 maande ná die implementering van die model
af (Januarie 2000 tot Desember 2001). Die resultaat van die ondersoek is die mate van
verandering tussen die eerste en tweede meting.
Evaluering van die ondersoekgroep se werksprestasie is op 'n sesmaandelikse basis aan die
hand van die kwaliteitsvereistes gedoen. Veertig van die 50 deelnemers het aan die ondersoek
deelgeneem. Die doel hiermee is om ondersoek in te stelof daar 'n verbetering in die
werksprestasie van die personeel voorgekom het.
Die vernaamste bevindinge van die studie kan soos volg opgesom word:
D Daar is beduidende verskille tussen die eerste en tweede metings, wat daarop dui dat
die ondersoekgroep van mening is dat die model wel 'n positiewe impak in die
organisasie het.
D Daar is 'n beduidende verbetering in die werksprestasie van die ondersoekgroep, wat
daarop dui dat die model tot 'n verbetering in die werksprestasie binne die
organisasie waar die studie uitgevoer is, gelei het.
Gebaseer op die bevindinge van die studie word sekere aanbevelings aan die hand gedoen met
die oog op toekomstige navorsing.
Die studie het daarin geslaag om 'n geïntegreerde bevoegdheidsgebaseerde
menslikehulpbronmodel te ontwikkel en te implementeer wat met sekerheid deur organisasies
gebruik kan word om hulle personeel te ontwikkel. Sodoende word die organisasies in staat
gestel om 'n mededingende voordeel te bekom en te behou.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/52956 |
| Date | 12 1900 |
| Creators | Esterhuyse, M. B.(Maria Barbara) |
| Contributors | Kapp, C. A., Engelbrecht, A. S., Stellenbosch University. Faculty of Education. Dept. of Education Policy Studies. |
| Publisher | Stellenbosch : Stellenbosch University |
| Source Sets | South African National ETD Portal |
| Language | af_ZA |
| Detected Language | Unknown |
| Type | Thesis |
| Format | 272 p. : ill. |
| Rights | Stellenbosch University |
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