Theses and Dissertations (Human Resource Management)
https://hdl.handle.net/10500/2962
2024-03-28T14:12:04ZKnowledge management framework for performance in a public sector organisation in Ghana
https://hdl.handle.net/10500/30741
Knowledge management framework for performance in a public sector organisation in Ghana
Abiru, Shaibu Ternni
The emergence of knowledge-based economies globally, has emphasised knowledge management (KM) practices in organisations as the emerging path for employees’ performance effectiveness. To this effect, one important way of solving employees’ performance challenges is that the HR department needs to articulate how the employees can apply KM practices to create knowledge value for the organisation that will lead to their effective performance. This study was, therefore, conducted to address a continued ineffective performance of employees of public sector organisations in Ghana, which was largely blamed on ineffective HR practices attributed to lack of understanding of KM practices among the employees. Here, KM adopted as an integrative lens on this research area, has been described as a systematic way whereby HR management decides on which knowledge resource employees should rely on for the smooth and effective operation of the organisation. Hence, the study aimed to develop a validated KM framework for effective performance of employees of the Metropolitan, Municipal and District Assemblies (MMDAs), which is a public sector organisation under the Local Government Service of Ghana (LGSG).
In respect to this, the most appropriate philosophical paradigm and research design for this qualitative study was interpretive phenomenological approach (IPA). This approach helped to explore and explain the understanding and interpretation of the phenomenon, which was best done through the shared value, knowledge and experience of the participants working together in a group. Hence, employees of three metropolitan assemblies namely, Kumasi, Tamale and Tema zoned geographically as central, northern and southern zones respectively, which reflect the typology of most public sector organisations in Ghana, were purposively selected as the population for the study. These metropolitan assemblies are well-staffed with sub-metropolitan structures for effective personnel management.
Informed by the IPA methodology, 18 participants were selected as the sample size using a heterogeneous purposive sampling technique for semi-structured interviews and also using a semi-structured interview schedule as the instrument focribed verbatim before analysed using an IPA framework of analysis which is sequential and a bottom-up approach. The transcribed interviews together with the observational field notes and reflexive research journal were used to generate inferential codes after they were compared with the codes of an independent co-coder for the development of superordinate themes used for interpretation of the findings for the study. The main findings revealed that nearly all participants had long years of working experience as well as good working relation with the HR management and practiced KM practices, which contribute to their commitments, competence, physical resource, and knowledge, which they used to increase their performance effectiveness as well as the knowledge resource of other employees in the organisation.
In the findings, the participants described KM practices as the internal practices for sharing employees’ knowledge or internal strategies for sharing the documented knowledge of the organisation. They also revealed that enhanced internal practices and strategies also help to improve on their processes of sharing, transfer and application of the organisational knowledge (OK). This helps them to be more professional in their improved KM practices, which they described as improved practices for sharing employees’ knowledge or improved strategies for sharing documented knowledge of the organisation. The findings revealed that the HR management’s support for the enhanced internal practices and strategies was very necessary because these helped to improve on the employees’ KM practices through effective interaction and socialisation, which is the main contribution of the study. Hence, a conceptual framework on KM for performance has been proffered to guide employees’ effective performance in an organisation. It was, therefore, recommended that the HR management of the public sector organisations follows the necessary guidelines for its implementation for their employees’ effective understanding of their formal ways of sharing the OK, which helps them to become open-minded and to develop quick problem-solving techniques in the organisation.
2022-11-01T00:00:00ZHuman resource practices and retention of academics: a phenomenological inquiry
https://hdl.handle.net/10500/30529
Human resource practices and retention of academics: a phenomenological inquiry
Ntuli, Faith
The study explored the lived work experiences of academics working at a South African higher education institution (HEI) in order to obtain a better understanding of how this organisation can draw on factors relating to human resource management practice to retain academics.
A qualitative research approach was adopted for the study. Data were collected by means of face-to-face interviews with eleven sampled academics employed by the institution. Data were analysed by means of the interpretive phenomenological analysis framework. The lived experiences of the academics included their adjustment to open distance learning; emotions such as frustration, doubt, hopelessness, stress, a sense of being unpatriotic, a sense of being overwhelmed and a sense of being unappreciated; red tape; staff satisfaction and engagement; and workload and environment. The factors that appeared to influence the retention of the academic staff were identified as the working environment; joy derived from teaching and supervising students; growth opportunities; freedom to manage one’s time; and employee benefits.
The recommendations are that the university should improve its recruitment and selection processes; have deliberate and structured onboarding programmes in place; have more relevant training programmes; and motivate and train support staff. The findings may be of use to the human resource management and administrative leadership of HEIs in respect of improving employee retention strategies.; Lolu cwaningo belucubungule ulwazi olwenziwa yizifundiswa ezisebenza esikhungweni semfundo ephakeme eNingizimu Afrika (ISE) ukuze kuqondwe kangcono ukuthi le nhlangano ingasebenzisa kanjani izinto eziphathelene nokuphathwa kwabasebenzi ukuze igcine izifundiswa.
Kwathathwa indlela yocwaningo lwesimo noma olusezingeni eliphezulu ocwaningweni. Idatha iqoqwe ngokusebenzisa izingxoxo zobuso nobuso nezifundiswa eziyishumi nanye eziqashwe yilesi sikhungo. Idatha yahlaziywa ngokusebenzisa uhlaka lokuhlaziya elichazyo lwefinominoloji. Okuhlangenwe nakho ngempilo yezifundiswa kufaka phakathi ukulungiswa kwabo ekufundeni okuvulelekile kokufunda ekhaya; imizwelo enjengokukhungatheka, ukungabaza, ukungabi nethemba, ukucindezeleka, umuzwa wokungabi nazwe, umuzwa wokukhungatheka nomuzwa wokungabongwa; ukuvaleleka ekutholeni noma ekwenzeni izinto ezithile; ukwaneliseka kwabasebenzi kanye nokuzibandakanya; kanye nomsebenzi kanye nemvelo. Izinto ezibonakale zinomthelela ekugcinweni kwabasebenzi bezemfundo zihlonzwe njengendawo yokusebenza; injabulo etholakala ekufundiseni nasekugadeni abafundi; amathuba okukhula; inkululeko yokuphatha isikhathi somuntu; kanye nezinzuzo zabasebenzi.
Izincomo ezithi inyuvesi kufanele ithuthukise izindlela zayo zokuqasha nokukhetha; babe nezinhlelo zokubonisa lokho okukhona nezihlelekile; babe nezinhlelo zokuqeqesha ezifanele; futhi ukhuthaze nokubuya kuqeqeshwe abasebenzi abasekelayo. Okutholakele kungase kube usizo ekuphathweni kwabasebenzi kanye nobuholi bokuphatha be-ISE maqondana nokwenza ngcono amasu okugcina abasebenzi.; Olu phando luhlolisise amava omsebenzi wabahlohli abasebenza kwiZiko leMfundo ePhakamileyo loMzantsi Afrika (HEI) ukuqonda ngcono malunga nendlela eli ziko elinokutsala ngayo kwimiba enxulumene nenkqubo yolawulo lwabasebenzi, ukugcina abahlohli.
Kolu phando kusetyenziswe indlela yophandontyilazwi. Idatha iqokelelwe ngokusebenzisa udliwanondlebe lobuso ngobuso nabasebenzi abangabahlohli abalishumi elinanye abavandlakanyiweyo nabaqeshwe kweli ziko. Idatha ihlalutywe ngokusebenzisa isikhokelo sohlalutyo lweziganeko zokuqonda amava abantu nendlela abawaqonda ngayo ngokwemeko yabo neyezentlalo neyaziwa ngokuba yi-interpretive phenomenological analysis framework. Amava abasebenzi abangabahlohli aquka uhlengahlengiso lwabo kwimfundo yomgama evulelekileyo; iimvakalelo ezifana nokudandatheka, ukuthandabuza, ukuphelelwa lithemba, uxinzelelo, imvakalelo yokungabi lithandazwe, imvakalelo yokoyisakala kunye nemvakalelo yokungaxatyiswa; imithetho exabileyo ebambezelayo; ulwaneliseko lwabasebenzi kunye nokuzibandakanya; umsebenzi omninzi nendawo yokusebenza. Imiba echongiweyo ebonakala iphembelela ukugcinwa kwabasebenzi abangabahlohli kweli ziko; yindawo yokusebenza; uvuyo oluvela ekufundiseni nokuba likhankatha lophando lwabafundi; amathuba okukhula; inkululeko yokulawula ixesha lomntu; kunye neenzuzo zabasebenzi.
Iingcebiso kukuba le yunivesithi kufuneka iphucule iinkqubo zayo zokuqesha nokukhetha abasebenzi; ibe neenkqubo zokwaziswa nokudityaniswa okanye ukuqheliswa kwabasebenzi abatsha kwiziko; ibeneenkqubo zoqeqesho ezifaneleke ngakumbi; ukukhuthaza nokuqeqesha abasebenzi abakwizikhundla zokuxhasa iziko. Iziphumo zinokuba luncedo kubunkokheli bolawulo lwabasebenzi kunye noququzelelo lwamaZiko eMfundo ePhakamileyo (HEIs) ngokubhekiselele ekuphuculeni iindlela zokugcina abasebenzi
2023-01-01T00:00:00ZExploring HRM support for expatriation management: career capital experiences and employability of expatriates in multinational companies
https://hdl.handle.net/10500/30125
Exploring HRM support for expatriation management: career capital experiences and employability of expatriates in multinational companies
Singh, Asheena
Research about Expatriate Management became more diverse or heterogenous.
The aim of this study was to explore Human Resource Management (HRM) support
from the career capital experiences of expatriates within the context of MNCs.
Expatriates are distinguishable by the nature of their assignment, motivations and
personal characteristics and some success outcomes.
This research adopted a qualitative approach, eight participants were interviewed
consisting of mid-management, senior management and top-management
expatriates in various global companies.
A current overview and new insights about the challenges and complexity about
expatriation were identified: harnessing career development through agility, being
relevant; balance between career and organisational goals; cross-culture
communication, acclimatization; contextual differences between expatriates and
globally mobility; forms of global work; uncertainties and risks; the macro
environment of global companies; digital capability and metrics; and the value of
expatriation.
HRM practitioners make use of empirical evidence into skilled international mobility
to inform company decisions and the design of practices and policies.
Understanding the link between research design issues and the type of expatriation
studied is important for researchers and end-users, who require the best available
scientific evidence for their decision-making.; Navorsing oor ekspatbestuur raak toenemend uiteenlopend of heterogeen. Die doel van hierdie studie was om die ondersteuning van mensehulpbronbestuur (MHB) met betrekking tot die loopbaankapitaal-ervarings van ekspats in die konteks van multinasionale korporasies (MNK’s) te verken. Ekspats kan op grond van die aard
van hul opdragte, motivering, persoonlike eienskappe en sekere suksesuitkomste onderskei word.
Hierdie navorsing het ’n kwalitatiewe benadering gevolg. Onderhoude is met agt deelnemers gevoer bestaande uit ekspats in die middelbestuur, senior bestuur en hoofbestuur van verskillende internasionale maatskappye.
’n Hedendaagse oorsig oor en nuwe insigte in die uitdagings en kompleksiteit van ekspatriasie is geïdentifiseer: benutting van loopbaanontwikkeling deur paraatheid; relevansie; die balansering van loopbaan- en organisasiedoelwitte; kruiskulturele kommunikasie; akklimatisering; kontekstuele verskille tussen ekspats en globale mobiliteit; vorms van internasionale werk; onsekerhede en risiko’s; die makro omgewing van internasionale maatskappye; digitale vermoë en meting; en die waarde van ekspatriasie. MHB-praktisyns gebruik empiriese getuienis van geskoolde internasionale mobiliteit om vorm aan maatskappybesluite en die ontwerp van praktyke en beleide te gee.
Begrip van die skakel tussen navorsingsontwerpvraagstukke en die tipe ekspatriasie wat bestudeer word, is belangrik vir navorsers en eindgebruikers wat die beste beskikbare wetenskaplike getuienis vir hul besluitneming benodig; Dipatlisiso tsa botsamaisi jwa bofudugedi di simolotse go nna tse di farologaneng le go anama thata. Maikaelelo a thutopatlisiso eno e ne e le go tlhotlhomisa tshegetso ya botsamaisi jwa badiri (HRM) go tswa mo maitemogelong a tiro a bafudugedi go lebeletswe ditheo tsa ditšhabadintsi (diMNC). Bafudugedi ba ka tlhaloganngwa ka mefuta ya ditiro tsa bona, dithotloetso tsa bona, dintlhatheo tsa bona tsa sebele le dipoelo tse di rileng tsa katlego.
Patlisiso eno e tsere molebo o o lebelelang mabaka. Go botsoloditswe banni-le seabe ba le robedi ba ba akaretsang bafudugedi ba ba mo maemong a botsamaisigare, botsamaisibogolwane le botsamaisi jo bo kwa godimo mo ditlamong tse di farologaneng tsa lefatshe lotlhe.
Go supilwe tshobokanyo ya ga jaana le tshedimosetso e ntšhwa malebana le dikgwetlho le bomarara jwa bofudugedi: go laola kgolo ya tsela ya tiro ka go obega; go nna maleba; go lepalepanya tsela ya tiro le maitlhomo a setheo; tlhaeletsano ya go ralala ditso; go itlwaetsa; dipharologano tsa bokao magareng ga bafudugedi le motsamao mo lefatsheng lotlhe; mefuta ya ditiro tsa mo lefatsheng; ketsaetsego le matshosetsi; tikologopotlana ya ditlamo tsa mo lefatsheng lotlhe; bokgoni jwa dijitale le ditekanyetso; le mosola wa bofudugedi.
Badiri ba HRM ba dirisa bosupi jwa maitemogelo jwa metsamao ya boditšhabatšhaba ya ba ba nang le bokgoni go kgontsha ditshwetso tsa setlamo le thadiso ya ditiragatso le dipholisi.
Go tlhaloganya kgolagano magareng ga dintlha tsa thadiso ya patlisiso le mofuta o o batlisisitsweng wa bafudugedi go botlhokwa mo babatlisising le mo badirising ba ba tlhokang bosupi jo bo gaisang jwa saense jo bo gona gore ba tseye ditshwetso.
2020-01-01T00:00:00ZDeveloping a psychological retention framework for private organisations
https://hdl.handle.net/10500/30099
Developing a psychological retention framework for private organisations
Mujajati, Ester
The current research focused on exploring the relationship dynamics between the retention- related dispositions (organisational commitment, job embeddedness and hardiness) in relation to resilience-related behaviour capacities (resilience and career adaptability) and from the relation dynamics found develop a psychological retention framework for South African private sector. A quantitative survey was performed on a non-probability convenience selected sample of (N = 574) of permanently employed (84.6%), job level (at staff level) (81%), female (62.5%), married (48.6%), Black African (47.1%), individuals between the ages of 36-45 years (39.5%). The canonical correlation analysis indicated organisational commitment, job embeddedness and hardiness as the strongest retention-related dispositions variables in predicting resilience and career adaptability. The correlation data were used to inform the structural equation modelling, which indicated a good fit between organisational commitment, job embeddedness, hardiness, resilience and career adaptability. Hierarchical moderated regression showed that organisational commitment, job embeddedness, hardiness significantly moderated the relationship between resilience and career adaptability. Both Kruskal-Wallis and Mann-Whitney U Tests revealed significant differences in terms of the socio-demographic variables. Kruskal-Wallis test was performed in order to establish whether the levels of organisational commitment, job embeddedness, hardiness, resilience and career adaptability of respondents showed significant differences according to age, race, marital status and job level. The Mann-Whitney U Test was performed in order to establish whether the levels of organisational commitment, job embeddedness, hardiness, resilience and career of respondents showed a significant difference according to gender and employment status. On a theoretical level, the current study deepened the understanding of the individual and the diverse elements of the hypothesised psychological retention framework. On an empirical level, the current study delivered an empirically and holistically tested psychological retention framework in terms of the unique and diverse elements. On a practical level, individual and organisational interventions in terms of the psychological retention framework were recommended.; Ucwaningo lwamanje lugxile ekuhloleni ukuguquguquka kobudlelwano phakathi kwezimo ezihlobene nokugcinwa (ukuzinikela kwenhlangano, ukugxiliswa komsebenzi kanye nokuqina) ngokuhlobene namandla okuziphatha ahlobene nokukhuthazela (ukuqina nokuzivumelanisa nezimo emsebenzini) kanye nokusuka emandleni obudlelwano atholakele ukuthuthukisa uhlaka lokugcinwa kwengqondo yemboni ezimele yaseNingizimu Afrika. Inhlolovo yokuqoqa nokuhlaziya imininingwane yezinombolo yenziwe kusampula elikhethiwe lokungenzeki kube lula (N = 574) labaqashwe unomphela (84.6%), izinga lomsebenzi (ezingeni labasebenzi) (81%), abesifazane (62.5%), abashadile (48.6%), AbaMnyama base- Afrika (47.1%), abantu abaneminyaka ephakathi kuka-36-45 (39.5%). Ukuhlaziywa kwendlela esetshenziselwa ukukhomba nokulinganisa izinhlangano phakathi kwamaqoqo amabili okuguquguqukayo kubonise ukuzibophezela kwenhlangano, ukugxiliswa komsebenzi kanye nokuqina njengokuguquguquka okunamandla okuhlobene nokugcinwa kokubikezela ukuqina nokuzivumelanisa nezimo emsebenzini. Imininingwane yokuhlobana yasetshenziselwa ukwazisa isilinganiso sezibalo zesakhiwo, ebonisa ukuvumelana okuhle phakathi kokuzibophezela kwenhlangano, ukugxiliswa emsebenzini, ukuqina, ikhono lokululuma ngokushesha ebunzimeni nokuvumelana nezimo komsebenzi. Ukuhlehla okulinganiselwe ngokwezinga eliphezulu kubonise ukuthi ukuzibophezela kwenhlangano, ukugxiliswa komsebenzi, ukuqina kwengamela ngokuphawulekayo ubudlelwano phakathi kokuqina nokuzivumelanisa nezimo emsebenzini. Kokubili Ukuhlolwa kwe-Kruskal-Wallis kanye ne- Mann-Whitney U kwembule umehluko obalulekile ngokuya ngokuhlukahluka kwenhlalo yabantu. Ukuhlolwa kwe-Kruskal-Wallis kwenziwa ukuze kutholwe ukuthi ingabe amazinga okuzinikela kwenhlangano, ukugxiliswa komsebenzi, ukuqina, ikhono lokululama ngokushesha ebunzimeni kanye nokuvumelana nezimo emsebenzini kwabaphenduli kubonisa umehluko omkhulu ngokuya ngeminyaka, uhlanga, isimo somshado nezinga lomsebenzi. Ukuhlolwa kwe-Mann-Whitney U kwenziwa ukuze kutholwe ukuthi ingabe amazinga okuzinikela kwenhlangano, ukugxiliswa komsebenzi, ukuqina, ikhono lokululama ngokushesha ebunzimeni, kanye nomsebenzi wabaphenduli kubonisa umehluko omkhulu ngokobulili nesimo sokuqashwa. Ngokwezinga lombono, ucwaningo lwamanje lwajulisa ukuqonda komuntu ngamunye kanye nezinto ezihlukahlukene zohlaka lokugcinwa kwengqondo okucatshangelwayo. Ngokwezinga lokususelwe kokubhekwayo, ucwaningo lwamanje lulethe uhlaka lokugcinwa kwengqondo oluhlolwe ngokususelwe kokubhekwayo nokuphelele ngokwezinto ezihlukile nezihlukahlukene. Ezingeni elingokoqobo, ukungenelela komuntu ngamunye kanye nenhlangano ngokohlaka lokugcinwa kwengqondo kuphakanyisiwe.; Die hedendaagse navorsing het daarop gefokus om die verhoudingsdinamika tussen retensie- verwante ingesteldhede (organisatoriese toewyding, werkverbondenheid en gehardheid) en gedragsvaardighede wat verband hou met veerkragtigheid (veerkragtigheid en loopbaan- aanpasbaarheid) te ondersoek. Die verhoudingsdinamika wat geïdentifiseer is, is aangewend om ’n psigologiese retensieraamwerk vir die Suid-Afrikaanse privaatsektor te ontwikkel. ’n Kwantitatiewe opname is op ’n nie-waarskynlikheid, gerieflikheidsgeselekteerde steekproef van (N = 574) individue uitgevoer: permanent aangestel (84.6%), posvlak (op personeelvlak) (81%), vroulik (62.5%), getroud (48.6%) en Swart Afrikane (47,1%) in die ouderdomsgroep van 36-45 jaar (39,5%). Die kanonieke korrelasie-analise het organisatoriese toewyding, werkverbondenheid en gehardheid as die sterkste retensie-verwante ingesteldheidsveranderlikes in die voorspelling van veerkragtigheid en loopbaan- aanpasbaarheid aangedui. Die korrelasiedata is aangewend om die strukturele vergelykingsmodellering toe te lig, wat ’n sterk verband tussen organisatoriese toewyding, werkverbondenheid, gehardheid, veerkragtigheid en loopbaan-aanpasbaarheid getoon het. Hiërargies-gemodereerde regressie het getoon dat organisatoriese toewyding, werkverbondenheid en gehardheid die verband tussen veerkragtigheid en loopbaan- aanpasbaarheid aansienlik gemodereer het. Beide Kruskal-Wallis toetse en Mann-Whitney U- toetse het beduidende verskille ten opsigte van die sosio-demografiese veranderlikes aangedui. Die Kruskal-Wallis toetse is uitgevoer om vas te stel of die vlakke van organisatoriese toewyding, werkverbondenheid, gehardheid, veerkragtigheid en loopbaan- aanpasbaarheid van respondente betekenisvolle verskille met betrekking tot ouderdom, ras, huwelikstatus en posvlak getoon het. Die Mann-Whitney U-toetse is uitgevoer om vas te stel of die vlakke van organisatoriese toewyding, werkverbondenheid, gehardheid, veerkragtigheid loopbaan-aanpasbaarheid van respondente ’n beduidende verskil ten opsigte van geslag en indiensnemingstatus getoon het. Op teoretiese vlak het die hedendaagse studie begrip van die individu en diverse elemente van die veronderstelde psigologiese retensieraamwerk verdiep. Op en empiriese vlak het die huidige studie ’n empiries- en holisties-getoetste psigologiese retensieraamwerk in terme van die unieke en diverse elemente gelewer. Op praktiese vlak is individuele en organisatoriese intervensies met betrekking tot die psigologiese retensieraamwerk aanbeveel.
Abstracts in English, Zulu and Afrikaans
2022-10-31T00:00:00Z