Human resource development enhances employee performance: a case of the City of Tshwane Metropolitan Municipality

Abstract

Municipality is a sphere of government that is closest to the people and that deals with provision of services to the people of the country on daily basis. Therefore, human resource training is important to grow the skills and knowledge of the employees to improve in service delivery. Training is needed to improve performance and for organisational success. Municipal employees are the face of the government, so their performance is important on how they deliver services to the citizen. Employees in the City of Tshwane Municipality are required to provide effective and efficient, and quality service delivery. A good employee performance is required for effective service delivery, however is not the case in the City of Tshwane Municipality as it displayed by dissatisfaction from the citizen. For instance, of service delivery protests. Training helps and enables the municipal employees to deliver the service better and meet the expectation of citizens. Through training employee performance changes which influences the good service delivery and client’s satisfaction. Ever-changing, rapidly evolving working environment and changes in the needs of citizens, required the City of Tshwane Municipality to have trained and skilled, knowledgeable developed, employee to do the job well and flexible enough to adapt easily and to improve the service delivery. The human resource development is important to ensure that training and development of employees is taking place in the institution. The primary objective of this study seeks to examine whether HRD enhances employee performance in ensuring that service delivery is delivered in an efficient and effective manner. The researcher used qualitative research method to collect data from the City of Tshwane Municipality and questionnaires were used as a tool to collect data. This is qualitative study to get a deeper understanding of how human resource development can enhance employee performance. The main findings drawn from the study indicate that budget cuts and limited funds have a negative impact on training provision. Financial incapability and lack of identifying training needs leads to employees not attending training which in turn affects productivity. For training to continue requires a lot of money, training evaluation and investment specifically budgeted for employee training and development. If employees are not rewarded according to their performance, this leads to low morale and dissatisfaction. The City of Tshwane Municipality (CoT) has a training programme but extensive training is needed on technology especially when it is first introduced. The study recommends that the institution should seek advice and revisit the Skills Development Act, 1998 on increasing the levels of investment in education and training. The institution has to undertake feasibility studies in order to overcome budget.

Iziko ngalinye lidinga abasebenzi abaqeqeshiweyo, abafanelekileyo nabanezakhono ukuze liqhube imisebenzi yalo. Ukungabikho kophuhliso olusebenzayo lwemithombo yoluntu (iHRD – esi sisishunqulelo sesiNgesi esimele ihuman resource development) kuyayichaphazela indlela abasebenza ngayo abasebenzi kwakunye nokunikezelwa kweenkonzo kwicandelo lemisebenzi yoluntu. Injongo yeHRD kumaziko kukunikezela ngoqeqesho lwabasebenzi oludibene nolwazi, izakhono nesimo sengqondo esidingekayo ukuze abasebenzi bayenze ngcono imisebenzi yabo yemihla ngemihla. Kuthi kusenjalo ke, kubekho ucutho lohlahlo lwabiwo mali, ukuthotywa kwesabelo senkxaso mali, ukuhambela phambili kobuchwepheshe nokuncipha kwemithombo, ukuze zonke ezo meko zichaphazele kakubi ukulungiselela uqeqesho, ukusebenza kwabaqeshwa, ukunikezelwa kweenkonzo, nto leyo ithetha ukuba uqeqesho aluqhubeki ngokuthe gqolo. Abaqeshwa abaqeqeshiweyo, abaphuhlisiweyo nabanolwazi bawenza ngcono umsebenzi kwaye bayalinceda iqumrhu ukuba lifezekise iinjongo zalo. Icandelo likawonkewonke kwiSebe lemithombo yoluntu lifanele ukutyala imali ethe chatha kuqeqesho, ukwenzela ukuba abasebenzi bakwazi okulindeleke kubo. Injongo engundoqo yesi sifundo kukufumanisa ukuba ingaba iHRD iyakuqinisa na ukusebenza kwabaqeshwa ekuqinisekiseni ukuba ukunikezelwa kweenkonzo kwenzeka ngendlela esebenzayo nefanelekileyo na. Umphandi usebenzise iindlela zophando ezahlukeneyo ekuqokeleleni iinkcukacha zolwazi kuMasipala weSixeko saseTshwane – ndlela ezo izezokuqwalasela amanani nokuqwalasela ukuzathuza kwabathathi nxaxheba. Izintlu zemibuzo nazo zisetyenzisiwe njengesixhobo sokuqokelela iinkcukacha zolwazi. Okungundoqo okufunyaniswe kwesi sifundo kubonisa ukuba ukucuthwa kwesabelo mali nokunqongophala kwenkxaso mali kube nefuthe elingalunganga ekulungiseleleni uqeqesho. Iingxaki zemali nokungachaneki kakuhle kwezidingo zoqeqesho kukhokelele ekubeni abaqeshwa bangathathi nxaxheba kuqeqesho, nto leyo ichaphazele iziqhamo zomsebenzi. Ukuba ngaba kusafuneka uqeqesho luqhubeke, kudingeka imali eninzi kakhulu, kuvavanywe noqeqesho,kwenziwe utyalo mali olujoliswe ngqo ekuqeqesheni nasekuphuhliseni abasebenzi. Xa abasebezi bengahlawulwa ngokwendlela abasebenza ngayo, oko kukhokela kutyhafo nokunganeliseki kwabasebenzi. UMasipala weSixeko saseTshwane unayo inkqubo yoqeqesho, kodwa kudingeka uqeqesho olumandla kwezobuchwepheshe, ngakumbi xa oku kuqala ukwaziswa. Esi sifundo sicebisa ukuba eli ziko lifune iingcebiso, kwaye liphinde liqwalasele uMthetho Wophuhliso Lwezakhono (iSkills Development Act), yowe-1998, lijonge ekukhuliseni amazinga otyalo mali kwezemfundo noqeqesho. Ngaphaya koko eli ziko kufuneka lenze izifundo zophando lokufaneleka kweenkqubo, ngenjongo yokuhlangabezana nokucuthwa kwesabelo mali, nto leyo iyinxalenye yesi sifundo.