Repository logo
 

Theses and dissertations (Management Sciences)

Permanent URI for this collectionhttp://ir-dev.dut.ac.za/handle/10321/14

Browse

Has files: YesSubject: search.filters.subject.Public sector

Search Results

Now showing 1 - 4 of 4
  • Thumbnail Image
    Item
    Employees’ perceptions of the performance management system at a selected public sector institution in KwaZulu-Natal
    (2022-10) Selepe, Kgomotso Nelly; Dlamini, Bongani Innocent
    The Performance Management System (PMS) was introduced into the South African public services sector with the intention of monitoring, reviewing and assessing performance, developing underperformers and recognising and rewarding good performance. This study was undertaken to assess employees’ perceptions of PMS on the management of their performance. The research was qualitative and a case study approach was followed. The study used a non-probability sampling design known as purposive sampling. Purposive sampling was used because the researcher wanted to obtain information from specific members of the population who could provide the desired information. Data were collected from a total of 72 participants through semi-structured interviews conducted with ten ordinary workers and 62 in depth questionnaires were distributed to participants comprising eight Shop Stewards from each of the four Trade Unions, three Directors, ten Deputy Directors (DDs) and 17 Assistant Directors (ASDs). Findings revealed that PMS methods may differ across various countries. However, the practices that are deemed effective for PMS are shared and so similarities between countries were noted. For the primary study, a significant discovery revealed that the PMS was being implemented to a certain extent; however, there exist major gaps and flaws in its implementation that threaten its usefulness within the Department. It was evident that the perception exists that the system is unfairly and poorly implemented. This, consequently, impacts negatively on employees’ motivation, commitment, team collaboration, employee-supervisor relationships and performance. The study found that effective performance management could result in employee motivation, improved job performance, satisfaction and commitment. The reviewed data also revealed that PMS could be more effective if employees were involved in the process. The importance of training supervisors and all other stakeholders involved in the performance management process was also acknowledged. Despite flaws, most respondents considered the performance management system to be a useful tool for enhanced employee performance. The study offers informed recommendations on the need to train managers in managing the performance management process and systems and concludes with suggestions for future research
  • Thumbnail Image
    Item
    Vulnerability of supply chains to risks : an agenda to capacitate the state in South Africa
    (2023-09) Nkwanyana, Nontuthuko S'lindile; Agbenyegah, Albert Tchey
    There are growing concerns due to the complexities of supply chains. Supply chains are increasingly exposed to risks, whereas they ought to serve as vehicles for organizations’ success by placing organizations under a competitive advantage in the marketplace. It is against this background that this study aims to explore the risks within the supply chain system and procurement, to assess its implications on public sector service offerings, and to devise remedial actions to curb and/or overcome the risks. A qualitative and quantitative research approach was employed to address the problems that led to the research and to seek for answers to the research questions. In total, the population comprised 59 persons across the 9 Provinces of South Africa. Thirty were junior staff, 11 were supervisors and 18 held middle management positions in various provinces of the Department of Justice and Constitutional Development. A simple random sampling technique was applied and subsequently 23 persons were sampled to be part of interview process. Qualitative data was analysed through the application of thematic tools, whereas quantitative data were analysed using Statistical Package for the Social Science (SPSS) 32 and measures of central tendency. Thematic analysis revealed the following: (a) fraud and corruption; (b) policy and process dilemmas; (c) supplier’s database and supplier selection disorder; (d) human capita disorder; and (e) budget lack and/or mismanagement, were the five top prevalent risks in the procurement activity of supply chains. However: (a) human resource capita; (b) budget lack and/or mismanagement; (c) collusion; (d) fraud and corruption; and (e) management overrule (in order of high to low), were rated as the top five risks in bringing negative effects on service offerings whenever they happen. In addition, the study sought to provide evidence for the validity of the hypothesis and find solutions to reduce vulnerabilities of supply chains to risks. These questions were thereafter responded to by the development of a framework to assist public sector supply chains to reduce their vulnerability to risks. This framework recommends a three-stage approach to reducing supply chains’ vulnerability to risks. For level one, being the most critical, immediate actions are to be taken, such as workforce optimization, system and process redesign. For level two, resilience mechanisms include central supplier database purification, consequence application and better planning, and financial incentives. Level three resilience mechanisms recommended by the study include professionalization of the supply chain, segregation of duties, and regulation of prices
  • Thumbnail Image
    Item
    The influence of human resource development on employee performance and service delivery at a local municipality in the Eastern Cape
    (2022-04) Nama, Khuselwa; Lourens, Melanie Elizabeth; Daweti, Baphiwe
    The study examined the influence of human resource development on employee performance and service delivery. Employees who receive valuable training and development have the potential to improve performance and provide quality service delivery. Community demands for essential services from public sector employees seem to have increased over time. To address community demands, municipalities depend on skilled employees to deliver desired performance. Public sector employees require ongoing and relevant development by means of which to supply quality essential services to the public. In South Africa, the development of public sector employees appears neglected which may lead to the inadequate provision of essential services exemplified by clean water. Located in a positivist philosophical lens, the study adopted a quantitative crosssectional research paradigm, using a survey design. The research site for conducting the survey was Mbhashe Local Municipality in the Eastern Cape province of South Africa. Based on a target population of 265 (N=265), a stratified random sample of 155 (n=155) respondents was drawn. Structured questionnaires were used to collect data and 115 questionnaires were returned. Data was analysed using statistical procedures and measurements such as correlation tests and multiple regression analysis. The findings of the study revealed that human resource development had a positive influence on employee performance and service delivery. The study recommends the provision of training and development interventions to capacitate public sector employees. Future studies can probe the awareness of human resource development within the public sector.
  • Thumbnail Image
    Item
    The impact of recruitment policies and induction programmes on employee retention : a case study of the Durban Central Fire department in KwaZulu-Natal
    (2021-05) Mutsvairigwa, Patience; Lourens, Melanie Elizabeth; Lourens, Melanie
    The main aim of the study was to investigate the impact of recruitment policies and induction programmes on employee retention. The Durban Central Fire Station was used as a case study for this investigation. Relevant literature from periodicals, journals, textbooks, theses and dissertations was reviewed. A quantitative research design was adopted for this study through the administration of a pre-coded structured closed-ended questionnaire to the 126 employees at the Durban Central Fire Department. Only 110 of the 126 administered questionnaires were returned. However, of the returned questionnaires, 5 were discarded due to incomplete responses and the final questionnaire returns numbered 105, which resulted in an 83.3% response rate. The data collected from respondents were analysed using the Statistical Package for Social Sciences (SPSS) version 24.0 in order to conduct non-parametric tests for testing the generated hypotheses. In total, 13 hypotheses were formulated for this study’s empirical analysis. Furthermore, the Pearson’s Chi-square and Spearman correlation tests were carried out on the formulated hypotheses to ascertain whether a statistically significant relationship existed between the variables. The study’s notable findings showed that a positive relationship existed between recruitment policies and employee retention, hence recruitment policies do have an impact on employee retention. The findings also showed that a moderately significant relationship existed between induction programmes and employee retention at the Durban Central Fire Department. Based on the findings, the researcher then recommended that the Durban Central Fire department should clarify expectations to its employees, encourage socialisation and positive work relationships, increase the duration of the induction programme and conduct exit interviews. The researcher concluded the study with suggestions for future research.