Browsing by Author "Sibenya, Aphiwe"

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    Identifying the shortcomings of an employee value proposition for African females in an energy company operating in South Africa
    (Stellenbosch : Stellenbosch University, 2023-03) Sibenya, Aphiwe; Bussin, Mark; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
    ENGLISH SUMMARY: The shortage of females in operations, one perceived as a male-dominated environment, has resulted in a deficit supply of African females in industries such as the mining industry. African females, referred to in the current study as the targeted audience have since become a minority, resulting in a need for organisations to investigate ways in which the scarce talent can be retained within the job market. The Corporate Leadership Council Employee Value Proposition model was used in the current study as a framework to help identify the components that composite an organisation’s offerings. There were five components that were identified namely, 1) financial rewards, 2) People (referring to association), 3) Organisational culture, 4) Development and Career opportunities, and 5) Work content. The study followed a quantitative research design using selected questions from a Master’s study conducted by Van der Merwe (2012) on the EVP. The population included females working in a mine plant situated in the Mpumalanga province. The targeted employees were electronically surveyed, attracting 101 African female participants who successfully completed the questionnaire. The researcher was comfortable with the response rate as the surveyed employees accounted for 12.88% of the employees in the plant. The Statistics Package for Social Sciences (SPSS) was used to process the data. The analysis of the results revealed a discrepancy from what was expected from the literature that was reviewed. The results however revealed that on an individual basis, the current organisation largely meets the expectations of participants per EVP component, except for financial rewards, which happens to be the most important component. Development and career development was rated the second most important component, with people (referring to association) component perceived as the least important component.