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Faculty of Management Sciences

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Subject: search.filters.subject.Human capital--South Africa

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Now showing 1 - 4 of 4
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    Investigating career pathing and retention of agents at WNS Global Services
    (2022) Manjoo, Noorain; Rajlal, Ashnee
    This research was carried out to investigate the existence of career pathing linked to staff retention at WNS Global Services. Furthermore, the study aimed to highlight any shortfalls in the current career pathing and staff retention policies and procedures at WNS and subsequently provide recommendations for improvement. The research design adopted a quantitative paradigm. A pre-coded closed-ended questionnaire using a 5-point Likert scale was sent to the sample (234) identified from the target population of 586 call centre staff across the Durban and Port Elizabeth WNS Global sites. Two hundred and four of the 234 sample respondents returned the questionnaire. However, it was discovered that certain respondents failed to answer all of the questions and were therefore omitted from the analysis. In total 198 completed questionnaires were returned which provided a response rate of 85%. The SPSS version 27 of Windows was used to test the variables that formulated the study. There were a number of noteworthy findings as a result of the empirical analysis of data. The descriptive analysis of the quantitative methods was presented using tables and graphs. Factor analysis, correlation analysis and Pearson’s chi-square were utilised to calculate the statistical analysis. Additionally, Kaiser-Meyer-Olkin and Bartlett’s test of sphericity were used to determine the factorability of an inter-correlation matrix. The correlation analysis of the two variables indicated that the correlation between employees taking steps in the near future to look for another job, and the perception that career pathing processes at WNS are effective, was -0.171 (Correlation Analysis 5). This is indicative that ineffective career pathing processes are highly likely to influence an employee’s decision to seek alternate work opportunities. The findings of the study show that some elements of staff retention are practised at WNS Global Services. However, one could conclude that it is not fully implemented in a manner that has maximum impact on staff. Furthermore, career pathing as a concept is not fully established at WNS Global Services. One of the recommendations arising from this study is that career pathing strategies and policies to improve staff retention should be implemented.
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    The challenges facing employment retention with reference to the Labour Brokering industry : a case study of a National Temporary Employment Service provider
    (2019-08) Naidoo, Bavendren; Allen, Garth James
    The labour broking industry has been the focus of much controversy since 2009 in South Africa. The constant pressure from trade unions to ban the industry with opposing views from business and temporary employment agencies on the significance of temporary employment has led to legislative changes in the Labour Relations Act (LRA) on temporary employment services (TES). These changes have thus created uncertainty in business, the TES industry and both the temporary and permanent TES workforce. The purpose of this study is to identify key factors and existing policies that influence employee retention and to further critically analyse the regulations on TES and its effect on employee retention within the labour broking industry. A four phase multiple methods research design with questionnaires, semi- structured interviews, focus groups and a Delphi analysis were used to examine the factors affecting employee retention from the employees and various stakeholders within the TES industry. The present and future impact of the regulations and TES demand was also explored. The findings showed that the regulations did reduce TES demand and work security. The negative reputation of Labour Brokers, union pressure and the nature of temporary contracts were contributing factors to employee retention challenges. This study indicates that the TES industry should repair the negative reputation and image in the minds of its stakeholders and the general public, makes strides towards more sustainable job security within the industry and create added value through training and development initiatives.
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    The impact of amalgamation on human resources practice in eThekwini municipality
    (2008) Madondo, Siphiwe E.; Garbharran, Hari Lall
    The amalgamation of municipalities came into effect as a legislative requirement brought about a number of challenges for the local government. One such major challenge relates to the impact that these amalgamations will have on human resource practices of the various municipalities. Literature study reveals that during any merger or amalgamation, less attention is paid to the human element of a merger until the merger is almost complete. This lack of attention impacts negatively on the merger results. Like other municipalities, Ethekwini Municipality is a product of this legislative requirement. It was formed as a result of the amalgamation of different municipal entities that had different human resource practices. The problem facing eThekwini Municipality is the misalignment of human resources policies and their effect on the working environment. This study looks at the impact of this amalgamation on the human resources practices of the eThekwini Municipality. The sub-objectives of the study are: to ascertain employees' perceptions of amalgamation; to determine whether employees believe that the human resources' matters are handled in a manner that will bring about stability and equity in the workplace; and to establish whether different perceptions exist between employees of the former Durban Metro Central and those of the erstwhile entities. A stratified random probability sample of 150 employees was selected. The sample was drawn from 5 former entities that now form eThekwini Municipality, namely: Inner-west, Outer-west, Metro Central, North and South Operational entities. Using face-to-face interviews, employees were asked to complete a questionnaire. The results of the research revealed that there was generally a positive perception of the amalgamation process amongst employees. The study also revealed that different perceptions exist between the employees of the former entities and those of Metro central It is recommended that, during a merger, management should have detailed work plans. The plans should detail how the organization will deal with the structure of the organization, its people, culture, technology and processes. Secondly, management should consider a total reward system as opposed to total cost package.
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    The impact of amalgamation on human resources practice in eThekwini municipality
    (2008) Madondo, Siphiwe E.
    The amalgamation of municipalities came into effect as a legislative requirement brought about a number of challenges for the local government. One such major challenge relates to the impact that these amalgamations will have on human resource practices of the various municipalities. Literature study reveals that during any merger or amalgamation, less attention is paid to the human element of a merger until the merger is almost complete. This lack of attention impacts negatively on the merger results. Like other municipalities, Ethekwini Municipality is a product of this legislative requirement. It was formed as a result of the amalgamation of different municipal entities that had different human resource practices. The problem facing eThekwini Municipality is the misalignment of human resources policies and their effect on the working environment. This study looks at the impact of this amalgamation on the human resources practices of the eThekwini Municipality. The sub-objectives of the study are: to ascertain employees’ perceptions of amalgamation; to determine whether employees believe that the human resources’ matters are handled in a manner that will bring about stability and equity in the workplace; and to establish whether different perceptions exist between employees of the former Durban Metro Central and those of the erstwhile entities.