Browsing by Author "Govender, Loshni Sarvalogasperi"
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- ItemA case study analysis of human resource management systems in selected higher education institutions in South Africa(Stellenbosch : Stellenbosch University, 2019-04) Govender, Loshni Sarvalogasperi; Mantzaris, E. A.; Pillay, P.; Stellenbosch University. Faculty of Economic and Management Sciences. School of Public Leadership.ENGLISH SUMMARY : Human Resource Management (HRM) systems are a critical component of every organisation and encompass models, practices, orientations and other key elements, which impact on the efficiency and relevance of the services and other related outputs provided to users. The associated successes and failures of HRM systems ultimately have a significant organisational impact. This exploratory work sought to ascertain the impact of Human Resource (HR) models, HR competencies, and transformative leadership, on employee performance, satisfaction and perception. Further, an analysis of the competencies required of HR practitioners were identified. This study and its findings are intended to assist HR departments in their consideration of the need for transformational leadership and improvement of HR models and competencies, relevant to the requirements of the higher education (HE) sector. HRM systems in higher education in South Africa are facing challenges. To meet the dynamic needs of contemporary organisations, a critical review of current practices and models are required. The principal aim of this study was to examine the HRM systems used in higher education institutions in South Africa. In addition, transformative leadership models and competencies within the HE sector in South Africa were explored. The focus of this study is on how these aspects advance the social justice agenda of the country and that of the International Labour Organisation (ILO). A case study approach by way of a comparative study of HRM systems in two universities in the Eastern Cape of South Africa was undertaken. A mixed method approach was utilised in this study. The first phase involved in-depth qualitative data collection. This was followed by a quantitative data collection process. The results of the study indicate the need for a relevant, localised HRM Model which meets the needs of South African universities and other sectors in South Africa. The current HRM curricula used for the training of HR practitioners needs are to be reviewed to ensure relevant content is covered in preparing graduates for the workplace. Further, institutional executive general management and HRM capability require attention and a renewed focus on HRM development and capacity building are required. The capability of the executive management of universities was found to be a key factor in the advancement of transformational change. In addition, the need for localised HRM research with specific emphasis on HR practice and effectiveness as well as the location of HRM within the South African legislative milieu emerged as a critical factor. Finally, the institutional positioning of HR needs to be addressed in terms of structural alignment and decision-making capability. The recommendations propose that the South African Regulatory Value Aligned (SARVA) HRM Model be used in the South African context; as it considers the extraneous variables and factors that can meaningfully lead to effective HR practices. It is envisaged that the model will act as the nexus between the organisation, its strategy, outcomes, values in alignment with the provisions of the ILO, the country’s legislative framework and stakeholder requirements. The development of the SARVA HRM Model which can be used across different sectors and industries both in South Africa and within the Southern African Development Community region, is a key contribution emanating from the study. The model may be utilised in a global context as it proposes the prescripts of the ILO and the legislative framework on a country-basis as well as institutional values, which together with identified HRM functions, provide a cohesive modality for HR practices within organisations.