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Faculty of Management Sciences

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    The implementation of a performance management system : a case study of a selected logistics company at City Deep in Johannesburg, South Africa
    (2020-11) Kgatle, Kenneth Dipela; Mugari, Alpha
    A selected logistics company, at City Deep in Johannesburg, rolled out a balanced scorecard as a strategic performance management system (PMS) to remedy service delivery challenges since 1997. The institutionalisation of this system has become an essential aspect of its people management strategy in relation to the overall strategic objectives of the company. Numerous problems marred its implementation, with some employees citing inconsistencies in the ratings awarded, ineffective communication and favouritism, and this consequently affected service delivery performance. The primary aim of the study was to evaluate the implementation of a PMS at the selected logistics company. Its sub-objectives guided the study. These include determining the factors influencing the participation of managers and employees in a PMS; evaluating the relationship between knowledge practices in a PMS and excellent service delivery and seeking remedies to the implementation challenges thereof. The quantitative research methodology was utilised in this study. A standardised close-ended questionnaire on a seven-point Likert Scale was employed for data collection from study participants. Microsoft Excel was used to analyse the data collected. Inferential (z) statistic testing, factor analysis, and Cronbach's Alpha test were performed using the Statistical Package for the Social Sciences (SPSS) and the statistical tools available in Microsoft Excel. Research findings revealed that the company's vision and mission statement were not adequately shared with subordinates concerning the company's balanced scorecard as a PMS. Additionally, performance feedback was found to be biased and ineffective, thereby severely affecting the implementation of the PMS. In conclusion, senior management must institutionalise continuous professional development workshops to effectively disseminate the organisation's vision and mission statements to its employees. Managers are urged to conduct regular performance evaluation sessions and provide objective written performance feedback to subordinates timeously.
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    An assessment of the impact of quality standards on the business performance of small, medium and micro-sized enterprises in KwaZulu-Natal : selected cases in the Durban Metropolitan area
    (2019-10) Mkhize, Phindile Buyile; Matsiliza, Noluthando S.; Nombela-Mseleku, N.
    The aim of this research is to assess the impact of quality standards on the business performance of SMMEs in KwaZulu-Natal, with specific reference to selected cases in the Durban Metropolitan Area. Over the years, organizations have been frequently criticised for failing to comply with the quality standards such as the SANS 9001 / ISO 9001 that are required for effective implementation of Quality Management Systems and SANS 342 which provides specifications for diesel fuel products. Quality standards are defined as a set of detailed specifications, requirements, various guidelines and characteristics to be adopted in order to provide assurance that the product, service or process is fit for purpose. The perception amongst organizations has often been that systems and products certification do not add value towards improved business processes, best practices and customer satisfaction. It is further argued that product certification is erroneously perceived by organizations as a marketing tool and strategy that is needed for business survival and larger market penetration. The focus of this study is to critically evaluate the correlation between quality standards and organizational performance. Whilst looking at the impact of quality standards, the study critically assesses the holistic approach used in the adoption of quality standards. In order to meet the objectives of this study, the research adopts a mixed method approach. However, the quantitative approach is predominant since data will be collected using completed questionnaires, which can be quantified. This study was restricted to a targeted population and therefore the sample size was limited to twenty SMMEs, comprising ten non-certified SMMEs and ten certified SMMEs. This study adopted a qualitative research approach to collect and analyse data. The research methodology involved the use of semi-structured interviews and questionnaires. The surveys used to collect data involved both certified and non-certified organizations regardless of the type and size of business. Hence the scope covered businesses that manufacture products as well as those rendering services. The hypotheses to be tested and the results emanating from the survey formed an integral part of the research conclusions, recommendations for intervention and contemplated areas for further research. The study established that there is a positive relationship between the adoption of quality standards and business excellence of SMMEs. Based on the findings, several recommendations have been made including the significant role of government in the mitigation of the challenges and barriers associated with the acquisition of statutory quality management systems and compliance of quality standards as experienced by SMMEs
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    The influence of capacity building on employment equity implementation and employee performance : a case of a private company in the financial industry
    (2021-05) Utete, Reward; Chetty, Gopalkrishna
    Balancing employment equity with employee performance stands as the prominent pressing challenge facing Human Resources Managers in South Africa. The rise in demand of employment equity appointees and the lack of skills and accommodation amongst these employees hamper employment equity implementation and their performances at the workplace. For this reason, a pool of employees from the designated groups remain stuck at the unskilled and semi-skilled skills levels. Hence, in the South African context and against this background, the purpose of this study was to investigate the influence of capacity building on employment equity implementation and employee performance in the financial industry in South Africa, with Ithala Development Finance Corporation Limited serving as a case study. For the purpose of this study, the mixed methods research design was utilised, adopting concurrent triangulation. The main data collection instrument was the questionnaire, while individual interviews were undertaken on a selective basis with a limited number of respondents. For the quantitative part of this study, the target population equated to 302 employees and a sample size of n=172 was considered appropriate. In respect of the qualitative part of this study, the target population was 10 respondents comprised of line managers and human resource personnel. Eight respondents were selected from this group. Inferential statistics were used in this study to test hypotheses and predictions. The key findings revealed that capacity building is imperative in promoting the implementation of employment equity and improving equity-employee performance. The key findings also indicated that a culture of fairness is crucial in the organisation particularly in terms of opportunities for all employees. The notable key findings from the interviews revealed that employees from designated groups also neglect the available professional development programmes offered by the employer, which indicates that they are also personally not prepared to take up new challenges. Thus, based on the empirical findings in this study, an integrated model was developed which is useful for future organisational plans. The outcomes and recommendations of the study may prove beneficial for future goal-oriented strategies by human resource managers at Ithala Development Finance Corporation Limited and may also prove useful to other companies with similiar organisational settings. The study contributed new insights and builds the knowledge base on how capacity building influences Employment Equity implementation and equity-employee performance. The study concluded that future studies should be conducted with more than one organisation so that the results can be generalised.
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    The impact of ethical values of SME owners-managers on performance of enterprises : Durban South, eThekwini Municipality, KwaZulu-Natal province, South Africa
    (2020-11) Mahohoma, Tinaye; Agbenyegah, Albert Tchey
    The primary purpose of this study was to investigate impact of ethical values of SME owner-managers on performance of enterprises: Durban South, eThekwini Municipality, KwaZulu-Natal Province thereof. Previous studies pointed out the significant role played by ethical values towards the performance of SMEs. However, very little research has been conducted in South Africa on the impact of ethical values of SME owner-managers on the performance of their enterprises, especially in the Durban South area. In order to achieve the purpose, a conceptual framework was developed to explain the relationships between ethical values, ethical practices, leadership style, organisational policies and performance of SMEs. Substantive hypotheses were formulated in order to determine the validity of the propositions made in the literature review, with the objective of testing the proposed the conceptual model. The researcher employed questionnaires to gather field data from a selected sample of 217 which was drawn from a target population of 500 SMEs in the Durban South area. The field data was analysed using the Statistical Package for Social Sciences (SPSS), Version 26. Statistical tools that include frequency tables, pie-charts and graphs were utilised in analysing data in chapter five. The Correlation matrix, chi-square test and linear regression analysis were also utilised to further analyse the strength of association between the variables. The findings from the study indicated that there was statistically significant association between business ethics and performance; that there was a significant positive relationship between corporate governance success of the businesses, and that there was no significant relationship between the personal values and ethical practices, and there was no significant association between business ethics and ethical practices. One of the recommendations of the study was that the Pe model should be operationalised to reduce unethical conduct of employees and owner- managers of SMEs. The study further recommended that there should be creation of SBCF at municipal level. Additionally, it was recommended that BE education should be introduced.
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    The role of strategic performance measurement systems on overall strategy and organisational performance : a focus on selected manufacturing companies in KwaZulu-Natal
    (2021-10) Maposa, Eddeline; Bayat, Mohamed Saheed
    Both domestic and international markets are facing intense competition, customers have become more assertive, educated and demanding. Internationalisation of businesses, more advanced technology and easier payment, delivery and importation of goods globally have now placed immense pressure on manufacturing companies to become more innovative and to stay ahead of competition. However, a sustained competitive advantage is not only about strategic choice but also about appropriate performance measurement systems to support a firm’s strategic priority. In the past, manufacturing companies have managed to evaluate operative, process-based performance effectively and efficiently. This, however, resulted in the strategic performance of a manufacturing company, be it a network or a single site, being seldomly monitored and evaluated since manufacturing managers are usually occupied with daily business operations while missing the importance of innovating strategic tools for a goal-oriented strategic development and evaluation.This study aimed to assess the performance measurement systems being used in KwaZulu-Natal manufacturing companies and evaluate to what extent these manufacturing enterprises use integrated performance measures in the form of SPMMSs, the extent of utilisation and perceived relevance related to their actual financial and non-financial results. A survey was conducted to gather data. Quantitative techniques were employed for analysing the data. The relative importance of financial as well as non-financial measures in relation to the performance evaluation process in the context of manufacturing enterprises was investigated. The result of the analysis indicated that the majority of respondent enterprises in KwaZulu-Natal focus on very few non-financial measures and more financial measures, using historical data, accounting profits and financial ratios which are compared with industrial trends. Despite the fact that the non-financial measures are as important as the financial measures, little or no attention is being paid to nonfinancial dimensions. The result of the analysis revealed that there is a clear and strong relationship between the financial performance and the nonfinancial performance measures (customer satisfaction, internal process/operational, employee satisfaction and supplier performance). In addition, empirical findings suggested that the non-financial measures are significant explanatory factors of financial performance. More importantly, findings show that manufacturing companies that consistently employed both financial and non-financial measures performed better than those that do not. These empirical findings and also findings from literature review revealed that there is no performance measurement system appropriate for manufacturing companies. This thesis therefore addressed this practical and scientific gap by developing a generic strategic performance measurement and management system (SPMMS) for manufacturing companies which enables practitioners to define and implement a company-specific SPMMS and monitor the strategic performance of their manufacturing network or sites. The balanced scorecard (BSC) was used as a reference model. Supporting findings for the successful design, development, implementation as well as the applicability of the developed SPMMS were validated with a detailed case study.
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    The influence of work-life balance practices on employee job performance : a case study of Mi7 Security Intelligence in Durban, KwaZulu-Natal
    (2018-12) Zindoga, Thelma Kudzai; Makusha, Tawanda
    This research determines the influence of work-life balance practices on employee job performance at Mi7 Security Intelligence Company at Durban University of Technology (DUT). This study utilised mixed methods – both quantitative and qualitative research methods as a form of triangulation. The study context was DUT, and the 60 (35 female and 25 male) research participants who took part in the study were Mi7 Security Intelligence Company security officers employed to work at the DUT. From the 60 participants who took part in the quantitative survey, 10 security officers were selected to take part in individual in-depth interviews. Quantitative data was entered into Stata 11 Statistical Software and analysed using two sample t-tests and Ordinary Least Squares (OLS) regression analysis. Qualitative data was analysed thematically using Nvivo 10 Software. The quantitative results show that younger security officers, those with lower levels of education, those who do not have children and those who are not married, compared to other groups, were more likely to score high on security officer satisfaction survey scale, family-work balance scale, work- family balance scale, and psychological health scale. Qualitative results corroborated the quantitative results with regards to work-life balance practices and family satisfaction, with participants mostly complaining about the lack of growth and development opportunities which were coupled with long working hours which limit their family time.
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    An evaluation of the relationship between performance management and increased efficiency in the Department of Education (Ilembe District)
    (2018) Sibiya, Lindiwe-Memory; Lekhanya, Lawrence Mpele
    This research case study was conducted in the iLembe District; Department of Education. The study investigates how an Employee Performance Management and Development System (EPMDS) is implemented in the Department. The aim of the study was to improve employee’s performance and increase efficiency. The study revealed that there are challenges associated with the implementation of Employee Performance Management and Development System as an appraisal system within the Department of Education (iLembe District). The findings of the study showed that there was no proper training on EPMDS due to limited resources and unavailability of qualified practitioners. Hence, there was inconsistency in the implementation of EPMDS as an appraisal system which resulted in a lack of morale and demotivation in employees’ performance. Another contributing factor to employees lack of motivation was that the department was failing to pay performance bonuses to employees with good performance due to unavailability of funds. Furthermore, employees were not provided with performance outcomes. The study provides new strategies that will assist to improve performance within the District office. Therefore, the study recommends that Human Resource Development should identify and provide new necessary skills, competencies and proper training to District employees. The study further suggests that managers should liaise and provide performance feedback. The study suggests that the department should allocate funds and pay performance bonus to deserving employees. The research employed in this study is the triangulation method. A sample of 100 respondents was drawn from a population of 800 employees in the iLembe District; Department of Education. A non-probability sampling known as purposive sampling was utilised to generate qualitative data and probability sampling was employed to generate quantitative data.
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    A study of equal pay for work of equal value through job evaluation in the KwaZulu-Natal Department of Arts and Culture
    (2018) Monakali, Lindiwe Constance; Nzimakwe, Thokozani Ian
    The purpose of this study is to analyse the perception of employees of KwaZulu­ Natal Department of Arts and Culture about job evaluation. The study was aimed at collecting and comparing employees' views and opinions regarding process of evaluating posts, and the functioning of job evaluation committees within the Department. The questionnaire was the primary tool that was used to collect data which was then analysed using SPSS version 24.0. The study findings identified a high number of employees who do not understand job evaluation. The summary of the research findings statistics indicated that 66% of the people who participated in the study do not understand job evaluation, and this was not influenced by gender, age, race, and occupation of the respondents. Over and above that, employees are not really convinced that job evaluation promotes equal pay for work of equal value since there are existing inconsistencies in terms of salary levels, where the same jobs requiring similar set of skill are graded differently. It was therefore recommended that, based on the study findings which revealed that 82% of the study population suggested that job evaluation process must be simplified and improved, this is probably one of the reasons why 66% of the study population indicated that they do not understand job evaluation. It is then recommended that, KwaZulu-Natal Department of Arts and Culture Management and Organisational Development and Design unit analyse the proposed improved job evaluation process, and, if possible implement the process with the aim of improving the efficiency when delivering services. It is also recommended that training/workshops be facilitated to educate all KwaZulu-Natal Department of Arts and Culture staff about job evaluation.
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    The formulation of an exploratory human capital development model aligned to performance management system of administrative employees at the Durban University of Technology
    (2017-02) Rajlal, Ashnee; Dlamini, Bongani Innocent
    The proposed contribution of this empirical study was the formulation of an exploratory human capital development model aligned to performance management for administrative employees at the Durban University of Technology (DUT). The human capital development model comprised of elements that encapsulated the link between performance improvement aided with human capital development strategies and the positive outcomes that stems from improved performance. In the context of the study, there is no standardised human capital development model for administrative employee at DUT. Hence, the study seeks to develop a human capital development model for administrative employees. The objective of the study was to develop a model that integrates the procedures of managing institutional performance with the development of its employees. The research design adopted a quantitative paradigm, using a self- administered questionnaire that was mailed to a sample 254 administrative employees. A significant response rate of 68.1% was obtained as 173 respondents returned the questionnaire. The data was analysed using the Statistical Package for Social Science (SPSS) version 24 for Windows. There were some significant findings that emerged from this study. It was indicated that 99.4% of respondents were not subjected to a performance evaluation, while 74% of the respondents showed that human capital development improved performance. A further 87.7% of the respondents reported that human capital development influence promotional opportunities, while 74.5% of the respondents responded to human capital development being linked to succession planning. A further 61.85% of the respondents also indicated that management commitment was imperative for the effective implementation of performance management systems. The Kaiser-Meyer-Olkin and the Barlett’s Test of Sphercity indicated the factorability of the measuring instrument. Correlation analysis was conducted to determine the relation between the variables that formulated the human capital development model. Eight of the ten analysis showed that there was a relationship between the variables. The Pearsons Chi-Square test showed a significant correlation for the hypothesis that tested the variables of the study. One of the recommendations suggested is for top management to buy-in to performance management so that their leadership can encourage supervisors to commit to the process. Effective feedback, training, development, mentoring and coaching are recommended to improve the performance of administrative employee. Recommendations suggested the development of a succession planning and career advancement policy for the institution. The study concluded with suggestions for future research.
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    Investigating the link between performance and labour standards in the retail sector in South Africa
    (2017) Mfeka, Silungisele Yves; Msweli, Pumela
    The study presented in this thesis is centred around three research questions: (1) How have labour standards changed in South Africa over time? (2) What is the relationship between labour standards and performance? (3) What is the causal direction of the relationship between labour standards and performance? In addition to these questions the study tests the hypothesis that there is a relationship between retail performance and labour costs. To address the research questions and to test the hypothesis the study empirically examines South African labour productivity and labour costs data covering the years 1970-2014. The study utilises 184 data points pulled from 1967 to 2014. Analysis is done using the linear regression method (OLS), Ordinary Least Squares and error correction time series model. The study highlights the connectedness between productivity, performance and labour standards within the South African context. Productivity is used through-out the document as a proxy for performance. The findings show that labour costs drive (performance) in the retail sector. The study also showed that there is statistically significant and positive relationship between labour standards and performance. The policy implications of this study is prioritisation of incentives that are tied to labour standards that motivate employees in the retail sector.