http://hdl.handle.net/10386/34 2013-05-20T08:57:01Z 2013-05-20T08:57:01Z Khashane, Khathutshelo Edith http://hdl.handle.net/10386/587 2012-10-27T22:01:06Z 2009-01-01T00:00:00Z

Title: Gender perceptions and experiences of performance appraisal in selected Public Service Institutions Authors: Khashane, Khathutshelo Edith Abstract: While the current trend among a number of organisations is to integrate performance appraisal with performance management systems or even ‘replace’ it with performance management systems, it is still extremely highly utilized process. The probable reason for this is that the major use of performance appraisal is as a management tool whereby the quality of personnel decisions can be enhanced when an effective system is in place. Ideally the use of a formal process, focused on objective, job orientated criteria, will empower management to make meaningful decisions which will not only be to the benefit of individual workers but will contribute to the overall effectiveness and efficiency of the organisation. Some other objectives apart from fact that it is used as management tool are to determine the administrative and development as well as that of the organization. There are therefore, two fundamental parties involved in appraisal, being the appraisee and the appraiser and it is inevitable that the approach to, or the perception of the subject should be different in some, or many ways. Aspects such as ethics, fairness, motivation, accuracy, validity, rating errors, effectiveness and feedback, should therefore be examined in more detail in order to determine where specific problem areas may lie between males and females. Serious perceptual differences concerning the process will surely create obstacles and eventually lead to an inefficient system. The aim of the study was to determine the extent to which differing perception play a role in the acceptance or rejection of the system with regard to males and females in terms of the aspects mentioned above. The diagnostic instrument used in this study was adapted from those of Mount (1983) (named the Leadership Analysis Questionnaire) and Le Roux (1989) to IV include aspects which are more in line with features of the performance appraisal system unique to the participating organisation. The results indicated statistically significant differences in perception between males and females in terms of fairness, motivation, and feedback. It is recommended that future research should be directed at the underlying reasons for perceptual differences between supervisors and subordinates, regarding the factors mention above, with the aim of improving communication and relationships. Description: Thesis (M.A. (Human Resource Management))-- University of Limpopo, 2009.

2009-01-01T00:00:00Z Masemola, Sheweng Emily http://hdl.handle.net/10386/484 2012-09-08T22:02:10Z 2011-01-01T00:00:00Z

Title: Employee turnover intentions, organisational commitment and job satisfaction in a post-merger tertiary institution : the case of the University of Limpopo Authors: Masemola, Sheweng Emily Abstract: The change or transformation of higher education institutions in South Africa (SA) was mandated by the government, as a response to address past disparities that prevailed as a result of the apartheid government. These disparities, included inter alia, improving access to higher education institutions, improving staff and student equity and improving the quality of higher education throughput. The merger of higher education institutions in SA, like any other institution in another country that had undergone a similar form of change, mostly share the similar experiences, especially if the mergers are mandated by the government. The fundamental issue and the inspiration of the study is the impact of the merger, whether directly or indirectly, on employees’ job satisfaction, organisational commitment and intention to leave. The target population of the study was the university of Limpopo employees, clustered into three categories, viz. the academic, administrative and support services personnel. The study used a random sampling method. A questionnaire, with a combination of closed and open ended questions, was used to collect data. The results indicated that the respondents were not satisfied with their jobs had low organisational commitment and some intentions to leave the employ of the university. However, they indicated that the merger had very little effect on these results. Description: Thesis (MBA) -- University of Limpopo, 2011

2011-01-01T00:00:00Z Phalane, Dimakatso Mittah http://hdl.handle.net/10386/370 2012-05-14T05:36:48Z 2008-01-01T00:00:00Z

Title: An investigation into the alignment of training needs and skills development plan in the office of the premier, Limpopo Province Authors: Phalane, Dimakatso Mittah Abstract: Aim: Although a lot of money is spent on training in the Office of the Premier, such training programmes are never evaluated to determine the efficacy. Thus it is not clear whether such training improves service delivery or not, and if there is visible improvement, and how much of that improvement was in fact brought about by such training programmes. The aim of the study is to investigate whether employees’ training programmes are aligned with the training needs. Furthermore, the aim is to determine if the compilation of the workplace skills plan is informed by the employees’ skills needs. The National Skills Development Strategy (2005-2010) for the Public Service states that for the public service to succeed in its mandate of providing effective and efficient service delivery to the citizens, the government needs to invest in the training and development of the public service. Participants: A total number of 70 (seventy) officials from the Transversal Human Resources and Corporate Services participated in the study. In addition 7 (seven) managers from these sub branches were interviewed. Instruments: The study used both qualitative and quantitative approaches. For the qualitative approach, the researcher used structured interviews. The quantitative approach involved a data collection procedure based on structured questionnaires administered to both the Transversal Human Resources and Corporate services. Results: The study revealed that training programmes are not always aligned to the employees’ training needs. Although employees indicated their training needs in specific skills, they received training in skills that they did not require, but yet v identified as crucial. The study confirmed that of the two sub-branches, employees from the Corporate services are the ones who receive more training compared to employees from Transversal Human Resources. Conclusion: The study concludes that the development of the skills plan is partially aligned to the training needs of employees in the Office of the Premier. This conclusion is based on the fact that the respondents’ skills were audited in the past two years whereas the skills development plan is compiled and submitted to Sector Education and Training Authority (SETA) every year. This study’s conclusion is based on the findings that, the respondents’ skills were not audited this financial year and that in instances where respondents attended training intervention evaluation was never conducted. However, there is the challenge of ensuring that all employees attend some training at least once per year. Description: Thesis (M.Dev.) --University of Limpopo, 2008

2008-01-01T00:00:00Z Tlowana, Madimetja Peter http://hdl.handle.net/10386/352 2012-05-11T13:34:25Z 2009-01-01T00:00:00Z

Title: An evaluation of performance appraisal for supervisors in the Department of Agriculture, Sekhukhune district, Limpopo Province. Authors: Tlowana, Madimetja Peter Description: Thesis (MPA.) --University of Limpopo, 2009.

2009-01-01T00:00:00Z