Masters Degrees (School of Public Leadership)

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    The role of technical and vocational education and training institutions in the Namibian National System of Innovation : a case study of community skills development centres in the hospitality and tourism sectors
    (Stellenbosch : Stellenbosch University, 2024-03) Katire, Ferdinand; Ajam, Tania; Stellenbosch University. Faculty of Economic and Management Sciences. School of Public Leadership.
    ENGLISH SUMMARY: Critical skills produced through Technical and Vocational Education and Training (TVET) are expected to contribute significantly to Namibia’s transformation from a production-based economy into a knowledge economy by 2030. This research study thus examined the role of TVET institutions in the Namibian National System of Innovation (NSI). The study employed an exploratory case study method focusing on the role played by Community Skills Development Centres (COSDECs) in supporting and contributing to innovation in Namibia’s hospitality and tourism sectors. Semistructured interviews were conducted with participants from the COSDECs and the Community Skills Development Foundation (COSDEF) to seek their views on the role played by COSDECs. Further data was obtained by analysing the COSDEF’s Strategic Plan and other reports on COSDECs. Based on the literature review, a conceptual framework was developed to conceptualise and describe the role of COSDECs in supporting and promoting innovation in the hospitality and tourism sectors. The main constituents of the framework include enablers, innovative activities and outputs that contribute to stated outcomes. The findings and analysis thereof highlight the critical role played by COSDECs in various communities by providing critical skills to unemployed youth and previously disadvantaged groups to assist them in gaining meaningful employment and partaking in economic development activities. The study concludes that COSDECs and their trade programmes, particularly in hospitality and tourism, are not designed, focused or resourced to play a significant role in the NSI. A significant transformation is required for COSDECs and their programmes to drive and make meaningful contributions to innovation in their local ecosystems beyond the traditional vocational education and job training functions. The study concludes with national- and institutional-level recommendations, including the need for government and industry to collaborate to provide a range of in-house training facilities in COSDECs to enhance the delivery of the hospitality and tourism programmes. Furthermore, the study recommends developing and implementing specific action plans for innovation at the institutions.
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    An assessment of conservation agriculture adaption by smallholder farmers : a case of Goromanzi, Zimbabwe
    (Stellenbosch : Stellenbosch University, 2024-03) Dangwa, Lorraine; Morokong, Tshepo; Stellenbosch University. Faculty of Economic and Management Sciences. School of Public Leadership.
    ENGLISH SUMMARY: Conservation agriculture (CA) builds the resilience of farming systems and supports rural livelihoods. The practice is normally known for its benefits of promoting better crop yields and soil fertility in a sustainable way as a climate adaptation strategy. This study assesses factors influencing the adoption of conservation agriculture by smallholder farmers in Goromonzi District, Zimbabwe. The study focuses on the following objectives: to identify factors influencing the adoption of conservation agriculture by smallholder farmers; to identify types of CA practices being done by smallholder farmers; and to identify farmers’ perceptions of the role of CA in solving environmental issues. Overall, a total of 60 smallholder farmers and two extension officers participated in the study, and the research data was collected using household surveys and interviews. The analysis techniques applied in this study were descriptive statistics, the ordinal probit model and thematic analysis. The results show that 83% of the farmers are already practising CA based on the three principles, whereas 2% adopted soil cover and minimum soil disturbance, 2% adopted crop rotation and minimum soil disturbance, 2% adopted crop rotation only, and the remaining 7% were non-adopters of CA. This shows that CA is being adopted mostly in the area, despite a few smallholder farmers adopting only two CA practices and those not adopting at all. Using the ordinal probit model, the following variables were used to assess CA adoption: age, gender, education, experience in CA, and CA adoption solves climate change environmental issues. The research only found the following variables to be significant: age, gender and education, whereas experience in CA and CA adoption solves climate change environmental issues were found to be insignificant. The following policy recommendations can be made to improve CA adoption: information and training content should be disseminated that will help female smallholder farmers; the government should arrange an agriculture extension network to assist smallholder farmers; and smallholder farmers should get a chance to get access to credit facilities.
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    An analysis of the human resources development policy framework 2012 – the case of the Department of Public Service Management, office of the prime minister (OPM) in Namibia
    (Stellenbosch : Stellenbosch University, 2024-03) Shikokola, Matilde-Sirkka Patemoshela; Van der Berg-Ross, Ashlene; Stellenbosch University. Faculty of Economic and Management Sciences. School of Public Leadership.
    ENGLISH SUMMARY: Namibia recorded incredibly insufficient human resources development at independence in 1990. For this history, the Namibian government has placed a strong priority on developing the human capital of the nation since the government was forced to import experienced and skilled human capital to close the skills gaps in the labour market (National Planning Commission of Namibia, 2012: ii). In an effort to enhance service deliver, the government was pressured by these demands to develop the competencies of the public servants. At the same time, the public sector has to implement the key legal and policy frameworks, coordinate public sector reforms, and uphold the provision of the Republic of Namibia’s Constitution (Human Resources Development Policy Framework, 2012: ii). As part of the sustainable development milestones, the country introduced and committed to long-term development strategies including the National Human Resources Plan (NHRP), the five-year National Development Plans (NDPs), and Namibia Vision 2030 (Human Resources Development Policy Framework, 2012: ii). Subsequently, the introduction and implementation of Harambee Prosperity Plan I which ran from 2016 to 2020 and Harambee Prosperity Plan II (HPPs) which ran from 2021 to 2025 has consequently made it necessary to embark on a human resources development journey. To achieve the objectives of Vision 2030, and implement the strategic aims of NDPs, the National Planning Commission of Namibia (2012: ii) as stated in the National Human Resources Plan emphasised that Human Resources Development (HRD) and Institutional Capacity Building (ICB) are the major strategic prerequisites. These are the fundamental components for maintaining a balance between supply and demand in the labour market as well as a wheel to a learned citizens and economic emancipation. To enable the implementation of these broader strategies and major objectives of the national aspirations, the government’s collective responses and efforts are required (Human Resources Development Policy Framework, 2012: ii). It is therefore, evident that the government is taking these concerns very serious through the Office of the Prime Minister (OPM), under the Department of Public Service Management (DPSM), a department responsible for ensuring that public policies and guidelines are developed and implemented. In addition, it is the responsibility of the Department to devise ways to improve implementation and service delivery in Offices/Ministries/Agencies and Regional Councils (OMAs and RCs) and in particular DPSM. DPSM is responsible for developing public service policies and staff rules. Therefore, it is in this regard that the Department developed and implemented the first version of the Training Policy of the Public Service of Namibia in 1990. The Human Resources Development (HRD) Policy Framework for Accelerated Service Delivery in the Public Service of Namibia 2012, also known as the Policy Framework, was changed in the future and is the result of this policy's revisions. As an implementing provision for the Policy Framework, the Public Service Staff Rules (PSSRs) on Training and Development (T&D) were developed in 2016. Despite all these strategic efforts, the pressing concern of the OMAs, RCs and the DPSM is the implementation system currently perceived as bureaucratic, time-consuming, budgetary allocation, outdated policies and guidelines, and management support. In this regard, and within the parameters of DPSM, DPSM has been mandated to develop the human resources in the public service. DPSM provides a comprehensive roadmap through the development and maintenance of public policies and PSSRs. This role is reinforced by legal frameworks, such as the Namibian Constitution of 1990 and the Public Service Act 1995 (No. 13 of 1995), to steer public service performance. As a result, public policies, procedures and guidelines are the public service’s hymn toward efficiency and performance improvement. However, without sound implementation, policies and programmes will yield a waste of resources. The aim of this study is to develop alternative approaches and solutions to address the challenges encountered during the implementation and execution of the Policy Framework. This analysis aims to ensure improved and enhanced performance concerning the strategic priorities of the revised Policy Framework within the Department. To unpack the challenges, the study employed qualitative and quantitative approaches. Questionnaires were distributed among department employees to determine potential solutions concerning the challenges in implementing the Policy Framework. In addition, secondary data were reviewed to extract information and another platform of discussion with the authorities in the field of HRD is also included as a data source for the study. In order to benchmark and learn from the process and mistakes made in the implementation of their HRD strategies, the study also examined a number of best practices for the implementation of HRD Policy plans from other countries. Conclusively, based on the insights gained from various country and data collected through questionnaires, secondary data extraction, and discussion platforms with participants, suggestions are proposed to facilitate the effective execution of the revised HRD Policy Framework, 2012.
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    An assessment of the Namibian government’s application of the socio-economic rights of the San people
    (Stellenbosch : Stellenbosch University, 2024-03) Hamutumwa, Sylvia; Brand, Dirk; Stellenbosch University. Faculty of Economic and Management Sciences. School of Public Leadership.
    AFRIKAANSE OPSOMMING: Die studie is onderneem om die Namibiese regering se toepassing van sosio-ekonomiese regte van die San-mense te assesseer en om te bepaal hoe hulle die marginalisering van die San-mense hanteer het met betrekking tot die bevordering, beskerming en vervulling van hul sosio-ekonomiese regte. 'n Gevallestudieontwerp is gebruik met ’n fokus op die San-mense en 'n kwalitatiewe benadering is gevolg wat op ’n lessenaarstudie gesentreer was. Die studie het bevind dat die regering daarin geslaag het om sosio-ekonomiese regte toe te pas deur middel van strategiee soos die San-ontwikkelingsprogram. Die beleid het egter sommige sosio-ekonomiese regte soos sanitasie, maatskaplike toelaes en gesondheid oor die hoof gesien. Die onvermoë om die kollektiewe status van die San-volk te verander is egter te wyte aan ongelyke verspreiding van hulpbronne, gebrek aan befondsing en beperkte politieke wil ten opsigte van die substantiewe sosio-ekonomiese regte van die San-mense.‘n meer omvattende strategiee en inisiatiewe moet opgestel word met aangewese befondsing en 'n nasionale taakspan bestaande uit San-mense wat verseker dat mandate nagekom word. Die regering het sosio-ekonomiese regte in 'n groot mate vir sommige toegepas en in 'n mindere mate vir ander. Die studie het tot die gevolgtrekking gekom dat die regering beperkte sukses behaal het in die toepassing van sosio-ekonomiese regte aangesien die sosio-ekonomiese lewens van die San nie drasties verander het nie.
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    Enhancing the effectiveness of data management to improve data quality for evidence-based decision-making : a case study of Pelonomi Tertiary Hospital
    (Stellenbosch : Stellenbosch University, 2024-03) Malahleha, Mafumane Alice; Ajam, Tania; Stellenbosch University. Faculty of Economic and Management Sciences. School of Public Leadership.
    ENGLISH SUMMARY: We are currently living in an era where effective data management has become a critical process for improving data quality and informing rational management decision-making across organisations. New technologies show promising results globally for managing data. The healthcare sector produces heterogenous data daily and big data solutions are used internationally to manage voluminous data as traditional data management systems cannot keep up. In the healthcare sector, the need for effective decision-making is high and the consequences of ill-informed decisions could lead to loss of life; this compels the decision-makers to have real-time data, sound data management policies and other essential resources to manage and improve the quality of data produced and used to inform such decisions. Good data management practices can assist in minimising potential errors by establishing efficient processes and policies for usage and building confidence in the data being used to make rational decisions about patient care and health outcomes across healthcare institutions. The study aims to enhance the effectiveness of data management practices at Pelonomi Tertiary Hospital to improve data quality for evidence-based decision-making. A qualitative case study approach is utilised. Self-administered questionnaires and semi-structured interviews have been deployed as data collection methods, purposeful sampling was done and an appropriate sample size was selected. The findings of the study revealed that gradual adoption of new technologies can assist in overcoming the system fragmentation and harmonise data management practices for improved data quality that can be used confidently for evidence-based decision-making. Management support is key to achieving data of high quality and there is a need to comply with data management human resource requirements as stipulated in the District Health Information Management Systems policy. The placement of data management personnel on the organogram needs urgent management attention if the hospital is to maintain high data quality and enhance data management practices. This will also assist in role clarification in data management activities and improve levels of accountability and ownership of data produced.