An analysis of the implications of current recruitment and selection practices on the dropout and failure rate of members in the SA Navy

Marimuthu, Michelle (2017-03)

Thesis (MPA)--Stellenbosch University, 2017.

Thesis

ENGLISH ABSTRACT: For an organisation to survive and prosper, it is important for it to be able to successfully anticipate and adapt to changing circumstances. The objective of this study sought to determine whether an association exists between current recruitment and selection practices of the South African Navy (SAN) and the dropout rate of members of Basic Military Training (BMT), as well as the failure rate of members of the Combat Officer Qualification 1 (COQ1) courses. The sample that was used for this research comprised of three year groups (2012, 2013 and 2014) that enrolled in the training programmes of SAS Saldanha and SAS Simonsberg. This was done to determine whether there was a trend in the dropout and failure rates of each group. Long-standing traditional models of recruitment and selection in the SAN were found to be inadequate in dealing with challenges which the two training departments experienced. The literature investigation considered various methods of recruitment and selection processes that different types of organisations adopt as well as the staffing processes that they use. It was found that organisations follow the same basic approach when it comes to recruiting and selecting people for jobs when trying to meet organisational demands. The policy and regulatory framework that guides and directs the SAN’s unique environment was also discussed with emphasis placed on the fitness requirements of serving members, as well as the academic levels that members of the COQ1 courses are required to have. Content analysis was conducted by using questionnaires that were completed by facilitators from the two training departments. Their responses were then compared to the criteria that were required on application forms for entry into the SAN to determine whether the members on the training programmes met the stipulated requirements. It was further compared to the policies that govern each study group. Statistics that depict the dropout and failure rate of each group were also considered in order to obtain a representation of the challenges that the two departments face. It was found that dropping out at BMT level was mainly owing to medical challenges and own requests. This can be attributed to the fact that applicants do not have a realistic picture of the organisation when applying for enlistment. This, in turn, results in them experiencing injuries when BMT commences, because their bodies are not prepared for the physical demands of military training. It was also found that the culture shock of the unique SAN environment places psychological pressure on some recruits, which results in them requesting to leave the Military Skills Development System (MSDS). Members of the COQ1 courses seem to fail because the pass requirements for specific modules appear to be too high for them to achieve. Candidates are required to have a Matric Level 3 pass in order to qualify for entry into the organisation. However, some modules within the COQ1 course have a Level 5 pass requirement. The study shows that the current recruitment and selection practices of the SAN lack in certain areas and, therefore, do not address the identified challenges. Recommendations were made, which include but are not limited to the SAN developing a recruitment strategy for each job type, whilst incorporating a fitness test as part of its selection phase.

AFRIKAANSE OPSOMMING: Vir 'n organisasie om te oorleef en te floreer, is dit belangrik om in staat te wees om veranderende omstandighede suksesvol te antisipeer en daarby aan te pas. Die doel van hierdie studie was om te bepaal of daar 'n verband bestaan tussen die huidige werwing- en keuringpraktyke van die Suid-Afrikaanse Vloot (SAV) en die uitsakkoers van lede gedurende Basiese Militêre Opleiding, asook die druipsyfer van lede op die Veg-offisier Kwalifikasie 1 (COQ1) kursusse. Die steekproef vir hierdie navorsing het drie jaargroepe (2012, 2013 en 2014) betrek wat vir die opleidingsprogramme van SAS Saldanha en SAS Simonsberg ingeskryf was. Dit is gedoen om vas te stel of daar 'n tendens in die uitval- en druipsyfers van elke groep was. Lank reeds bestaande tradisionele modelle vir werwing en keuring in die SAV is bevind om onvoldoende te wees vir die hantering van die uitdagings wat deur die twee opleidingsdepartemente ondervind word. Die literatuurondersoek het verskillende metodes van werwing en keuring wat deur verskillende tipes organisasies gebruik word, behels, sowel as hulle indiensnemingsprosesse. Daar is gevind dat organisasies dieselfde basiese benadering volg wanneer dit die werwing en seleksie van mense vir werk betrek om aan organisatoriese vereistes te voldoen. Die beleid en regulerende raamwerk wat die SAV se unieke omgewing lei en rig, is ook bespreek, met klem op die fiksheidvereistes vir dienende lede, sowel as die akademiese vlakke waarvolgens lede op Veg-offisier Kwalifikasie 1 kursusse verwag word om te presteer. A inhoudanalise is uitgevoer met behulp van vraelyste wat deur fasiliteerders vanaf die twee opleidingsdepartemente voltooi is. Hul antwoorde is daarna met die vereistes op aansoekvorms vir toelating tot die SAV vergelyk, om te bepaal of die lede van die opleidingsprogramme aan die neergelegde vereistes voldoen. Dit is verder met die beleid vir elke studiegroep vergelyk. Statistiek wat die uitval- en druipsyfer van elke groep uitbeeld, is ook bekyk om 'n indruk van die uitdagings wat die twee departemente in die gesig staar, te verkry. Daar is bevind dat dit hoofsaaklik op grond van mediese uitdagings en eie versoeke is dat lede by Basiese Militêre Opleiding-vlak uitsak. Dit kan toegeskryf word aan die feit aansoekers nie 'n realistiese beeld van die organisasie het nie wanneer hulle aansoek doen om aan te sluit. Dit lei daartoe dat hulle beserings by die aanvang van basiese militêre opleiding opdoen, omdat hul liggame nie op die fisiese vereistes van militêre opleiding voorbereid is nie. Daar is ook bevind dat die kultuurskok van die unieke SAV-omgewing sielkundige druk op sommige rekrute plaas, wat daartoe lei dat hulle versoek om die militêre vaardigheidsontwikkeling stelsel te verlaat. Dit blyk dat lede op Veg-offisier Kwalifikasie 1-kursusse faal omdat die slaagvereiste vir spesifieke modules vir hulle te hoog is om te bereik. Kandidate moet op Matriek Vlak 3 slaag om vir toelating tot die organisasie te kwalifiseer. Sommige module van Veg-offisier Kwalifikasie 1 het egter 'n Vlak 5 slaagvereiste. Uit die studie is dit duidelik dat die huidige werwing- en keuringpraktyke van die SAV in sekere areas onvoldoende is en dus nie die geïdentifiseerde uitdagings aanspreek nie. Aanbevelings is aan die hand gedoen wat onder andere insluit dat die SAV 'n werwingstrategie vir elke tipe werk ontwikkel, sowel as die integrering van 'n fiksheidstoets as deel van die keuringsproses.

Please refer to this item in SUNScholar by using the following persistent URL: http://hdl.handle.net/10019.1/100995
This item appears in the following collections: