An assessment of challenges in human resource development implementation within the Cape Winelands District Municipality - a management perception

Andries, Anthea Rachell (2016-03)

Thesis (MPA)--Stellenbosch University, 2016.

Thesis

ENGLISH SUMMARY: In the modern era of governance, both in the public and private sector, there appears to be consensus that service delivery has to meet certain standards of quality. Especially in South Africa, there is an increasing demand from the public for quality service delivery as shown in the high number of public protests against poor service delivery. Public service employees can only provide quality services if they are capable of performing their job well. The capability of employees depends on the extent to which they are developed. The primary purpose of this study is to do an assessment of the challenges that management experience with the implementation of human resource development (HRD) initiatives within the Cape Winelands District Municipality (CWDM). As part of this study management perceptions will be examined with a view, to make recommendations to improve these human resource development initiatives that are lacking. The research study employed a qualitative and quantitative approach. The perceptions of management, comprising middle managers, line managers and supervisors are measured in the form of a semi-structured questionnaire comprising open-ended and closed-ended questions. The major findings of this research, relate to the relevant statutory frameworks, analysis, understanding and determination of training needs, challenges faced by public managers in providing appropriate training, and the evaluation of human resource development programmes, to assess the impact for both the individual and the organisation. One of the most significant recommendations to address the problems identified, is that the management team should familiarise themselves with the relevant human resource development statutory frameworks. These frameworks provide management with the authority to make informed decisions regarding the development of human resources. Furthermore, management should understand its roles and responsibilities in the implementation of these human resource development initiatives. A major responsibility is the identification and understanding of the training needs of employees in terms of knowledge, skills and attitudes. Management should also be particularly aware of the various challenges experienced in the implementation and the evaluation of development programmes. In this regard management should provide support to employees to ensure that training is productive and cost effective to both employees and the organisation. This research concludes with a recommendation for future research.

AFRIKAANSE OPSOMMING: Daar blyk eenstemmigheid te wees dat dienslewering in beide die openbare en privaatsektor in die moderne era aan bepaalde standaarde moet voldoen. Veral in Suid-Afrika is daar ‘n toenemende vraag na gehalte dienslewering soos duidelik blyk uit die aantal openbare protes optogte gemik teen swak dienslewering. Personeel in die openbare sektor kan slegs gehalte diens lewer indien hulle bevoeg is om hul werk goed te verrig. Die bevoegdheid van personeel hang af van die mate waartoe hulle ontwikkel is. Die primêre doel van die studie is om ‘n assessering te doen van die uitdagings wat bestuur ondervind, met die implementering van menslike hulpbronne ontwikkelings inisiatiewe, binne die Kaapse Wynland Distriksmunisipaliteit. Deel van die studie sal bestuur se persepsies ondersoek word met die doel om aanbevelings te doen oor hoe om die menslike hulpbrone ontwikkelings-inisiatiewe wat tans ontbreek te verbeter. Die navorsingsstudie gebruik ‘n kwalitatiewe asook kwantitatiewe metodiek. Die persepsies van die bestuurskader bestaande uit bestuurders, lynbestuurders en toesighouers word gemeet deur middel van ‘n semi-struktuur vraelys bestaande uit geslote en oop vrae. Die belangrikste bevindinge van die navorsing sluit in die statutêre raamwerke, die analise, begrip en bepaling van opleidingsbehoeftes, die verskaffing van toepaslike opleiding tesame met die uitdagings wat openbare bestuursders ondervind,die motivering van personeel, en die evaluering van menslike hupbronne ontwikkelingsprogramme, om die impak vir beide die individue en die organisasie te bepaal. Een van die mees betekenisvolle aanbevelings om die probleem aan te spreek behels dat die bestuurspan hulself op hoogte bring met die bepalings van die betrokke menslike hupbron ontwikkeling statutêre raamwerke. Hierdie raamwerke verskaf aan bestuur die gesag om ingeligte besluite te neem rakende ontwikkeling van personeel. Vervolgens moet bestuur sy rol en verantwoordelikheid rakende die implementering van opleiding en ontwikkelings inisiatiewe begryp. ‘n Groot verantwoordelikheid van bestuur is die identifisering en begrip van opleidingsbehoeftes van personeel in terme van kennis, vaardighede en gesindhede. Bestuur behoort ook bewus te wees van die verskeie uitdagings wat ondervind kan word in die implementering en evaluering van opleiding en ontwikkelingsprogramme In die verband behoort bestuur die volledige ondersteuning te verleen aan amptenare om te verseker dat opleiding produktief en koste doeltreffeffend vir beide die individue en die instelling is. Die navorsingsprojek sluit af met ‘n aanbeveling vir verdere navorsing.

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