Academic literature on the topic 'Railroads – South Africa – Employees'
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Journal articles on the topic "Railroads – South Africa – Employees"
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Worku, Zeleke. "A Study Of Employee Perceptions About Performance Appraisal At Transnet Engineering, South Africa." Journal of Applied Business Research (JABR) 35, no. 5 (2019): 145–56. http://dx.doi.org/10.19030/jabr.v35i5.10307.
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Transnet Engineering is a division of Transnet, which is a key South African state owned enterprise that is responsible for providing railroad, freight and logistics services to South African and international business enterprises. Transnet Engineering is located at Koedoespoort, just outside Pretoria, South Africa. This manuscript is a result of data gathered from 198 employees of Transnet Engineering as part of an attempt made by the company to describe and quantify the perception held by employees of Transnet Engineering on the degree to which the performance of appraisal system used by the company for performance appraisal was suitable enough for its intended purpose. The perception of employees was measured by using a benchmark defined by Pichler (2012) in which similar measurements were made under near-identical circumstances. All measurements were taken based on a standardised, validated and pre-tested instrument. Pearson’s two-by-two chi-squared tests of associations, discriminant analysis and logit regression were used for analyses. The study found that about 63% of participants were happy with the performance appraisal system used by the company, whereas about 37% of participants held a negative perception. The results confirmed that the perception of employees about the performance appraisal system used at Transnet Engineering was affected by the perception of employees on fairness, and the assessment of performance of employees based on key performance indicators. Findings obtained from the study are quite relevant and valuable to all other South African state owned enterprises.
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Croucher, Richard, and Lilian Miles. "Corporate Governance and Employees in South Africa." Journal of Corporate Law Studies 10, no. 2 (2010): 367–89. http://dx.doi.org/10.5235/147359710793129435.
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Igbaria, Magid, Guy Meredith, and Derek C. Smith. "Career orientations of information systems employees in South Africa." Journal of Strategic Information Systems 4, no. 4 (1995): 319–40. http://dx.doi.org/10.1016/0963-8687(95)80002-8.
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Smit, P. J., G. VandenBerg, and M. Surmon. "Work profiles of open surface mine employees in South Africa." International Congress Series 1280 (June 2005): 397–402. http://dx.doi.org/10.1016/j.ics.2005.03.066.
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Angumuthoo, Maryanne, Derek Lotter, and Shakti Wood. "Public Interest in Mergers: South Africa." Antitrust Bulletin 65, no. 2 (2020): 312–32. http://dx.doi.org/10.1177/0003603x20912882.
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In the pursuit of national policy objectives aimed at social and economic welfare for all South Africans, South African competition authorities have to use competition policy to achieve industrial policy goals through the implementation of public interest provisions in the Competition Act No. 89 of 1998. The recent amendments to the legislation further bolster these broader policy objectives. This issue of the Antitrust Bulletin examines the history, development, and impact of public interest considerations in merger proceedings through an analysis of seminal cases and key legislative reforms. Public interest considerations constitute a significant component to the merger review process and may involve interests represented by the competition authorities, government and employees, trade unions, and other affected third parties.
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Smulders, Sharon, Madeleine Stiglingh, Riel Franzsen, and Lizelle Fletcher. "Determinants of internal ta compliance costs: Evidence from South Africa." Journal of Economic and Financial Sciences 9, no. 3 (2016): 714–29. http://dx.doi.org/10.4102/jef.v9i3.67.
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Being tax compliant generates costs and these costs affect small business tax compliance behaviour and contribution. This study uses multiple regression analyses to investigate the key drivers of small business’s internal tax compliance costs (hours spent internally on tax compliance activities). This will assist Revenue Services in understanding what factors (determinants) could increase a small business’s internal tax compliance costs and might assist in managing tax compliance behaviour and contribution. The results expose the significant determinants per tax type, enabling a comparison to be made across the different tax types. Overall, turnover is the variable that had the most significant influence on internal tax compliance costs (time) (as opposed to the number of employees, which had a significant effect only on the internal time spent on employees’ tax). The analysis confirmed that there is a higher proportional burden for smaller businesses in respect of internal income tax and employees’ compliance activities.
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Browning, Vicky, and Fiona Edgar. "Reactions to HRM: An Employee Perspective from South Africa and New Zealand." Journal of Management & Organization 10, no. 2 (2004): 1–13. http://dx.doi.org/10.1017/s1833367200004478.
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ABSTRACTThe aim of this paper is to provide a representation of the employee viewpoint on emerging issues related to HRM practices associated with the ‘new employment relationship’. Data obtained from employees across two studies in two very different countries – South Africa and New Zealand has been used to represent the employee perspective. Interestingly, a number of shared perceptions about these HRM practices are found to exist between employees from South Africa and New Zealand, suggesting the problems employees currently experience with the HR practices in the workplace that aim to promote this new relationship could be more widely shared.The areas of shared concern highlighted by employees were mainly related to the implementation of HRM practices. For example, insufficient line management commitment, unfairness and inconsistency in the application of HR policies were all issues that were commonly raised, as was poor communication. Employees attributed these problems to the inadequate skills of those responsible for the implementation of HRM, and tended to be of the view that they could effectively be resolved through the HR department playing a more central role in the implementation of HRM in an organisation, training of line managers to carry out their HR responsibilities more effectively and increased consultation with employees.Employees participating in these studies appeared to demonstrate a surprisingly high level of awareness and cognisance in identifying problems with HR practice and more significantly how these problems might be rectified. This would support the importance of accessing the employee perspective in both the implementation and research into HRM in practice. Based on the issues highlighted by the employees, increased co operation between line management, the HR department and employees is suggested to facilitate the effective design and implementation of HRM practice in this era of new employment relations.
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Browning, Vicky, and Fiona Edgar. "Reactions to HRM: An Employee Perspective from South Africa and New Zealand." Journal of the Australian and New Zealand Academy of Management 10, no. 2 (2004): 1–13. http://dx.doi.org/10.5172/jmo.2004.10.2.1.
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ABSTRACTThe aim of this paper is to provide a representation of the employee viewpoint on emerging issues related to HRM practices associated with the ‘new employment relationship’. Data obtained from employees across two studies in two very different countries – South Africa and New Zealand has been used to represent the employee perspective. Interestingly, a number of shared perceptions about these HRM practices are found to exist between employees from South Africa and New Zealand, suggesting the problems employees currently experience with the HR practices in the workplace that aim to promote this new relationship could be more widely shared.The areas of shared concern highlighted by employees were mainly related to the implementation of HRM practices. For example, insufficient line management commitment, unfairness and inconsistency in the application of HR policies were all issues that were commonly raised, as was poor communication. Employees attributed these problems to the inadequate skills of those responsible for the implementation of HRM, and tended to be of the view that they could effectively be resolved through the HR department playing a more central role in the implementation of HRM in an organisation, training of line managers to carry out their HR responsibilities more effectively and increased consultation with employees.Employees participating in these studies appeared to demonstrate a surprisingly high level of awareness and cognisance in identifying problems with HR practice and more significantly how these problems might be rectified. This would support the importance of accessing the employee perspective in both the implementation and research into HRM in practice. Based on the issues highlighted by the employees, increased co operation between line management, the HR department and employees is suggested to facilitate the effective design and implementation of HRM practice in this era of new employment relations.
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Ezeuduji, Ikechukwu O., and Thandokazi Lulu Mbane. "Employee Retention Factors: The Case of Hotels in Cape Town, South Africa." Journal of Economics and Behavioral Studies 9, no. 1 (2017): 6. http://dx.doi.org/10.22610/jebs.v9i1.1553.
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High turnover of employees in the hotel sector has been widely reported in academic papers. This high turnover has associated costs, such as financial costs, inconsistency in delivering service quality, and probable loss of customer loyalty. This empirical study investigates hotel employees’ responses to statements that relate to work conditions that support employee retention. Selected three, four and five star hotels in Cape Town, South Africa participated in this study. A structured respondent-completed questionnaire was used to collect data that were subjected to descriptive, bivariate and multivariate analyses. Result highlights suggest that hotel employees, dominated by the female population, are mostly not so desperate to leave their employment soon, however not many of them have worked in the hotel for more than five years. There are positive inter-correlations among ‘employee retention’ factor and other factors that relate to work conditions that support employee retention (compensation, employee development, work engagement, work relations, and working hours). Results also show that ‘strict supervision’, ‘long working hours’ and ‘perceived unfair salary’ are the top major concerns for hotel employees. These findings will enable hotel employers address employee concerns in order to curb the high employee turnover costs. Possible comparative research in other nations and continents will help establish cultural similarities and differences among nations or continents.
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Joubert, Pierre, Dolly Madau, and Bennie Grobler. "Employee retention and talent management at a sugar mill in South Africa." Problems and Perspectives in Management 15, no. 3 (2017): 306–15. http://dx.doi.org/10.21511/ppm.15(3-1).2017.14.
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Talent shortage due to failure by organizations to retain staff with the necessary expertise is becoming a reality and it is important that this challenge is addressed expeditiously. This article focuses on the relationship between employee retention and talent management at a sugar mill with a view to ascertaining whether or not the organization is possibly the reason for employees to leave. The study involved investigating and highlighting the need and importance of talent management, including the attraction and retention of staff with necessary skills. The study touched on the importance of competitive incentives and rewards in the attraction and retention of employees. A survey was conducted among 137 employees. Data were analyzed by means of descriptive and inferential (correlations and regressions) statistics. The interpreted results indicated that staff satisfaction leads to high productivity and plays a significant role in the retention of staff. The results further indicated that management strategies are not being used to the extent that they should be in the retention of talent, whilst most respondents felt that fringe benefits that used to be offered by the organization had a positive influence on staff satisfaction and on the retention of talented employees. The study revealed a commonly held perception by the non-designated group that people from designated groups use the provisions of the Employment Equity Act to find better opportunities with other organizations.
Dissertations / Theses on the topic "Railroads – South Africa – Employees"
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Swanepoel, Jack Ian. "An investigation into retaining specialised employees within Spoornet." Thesis, Nelson Mandela Metropolitan University, 2004. http://hdl.handle.net/10948/241.
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State-owned enterprises (SOE’s) in South Africa have long been financial albatrosses around the government’s neck. The government decided to restructure them so that they can play a role in the overall economic development of the country (Didiza, 2002:15). Transnet, one of South Africa’s largest SOE’s, is the largest transportation company in South Africa and is divided into various business units, of which Spoornet (rail transportation) is one. Spoornet has had to evolve from a subsidised state owned enterprise to a semi-privatised business unit, able to survive in a competitive business world. This entailed streamlining and restructuring the business unit in order for it to become more productive and financially fit. One of the biggest threats was the amount of human capital that Spoornet employed. The workforce had to be reduced in order to allow Spoornet to become an effective and competitive business unit. In addition to this, Spoornet must adhere to affirmative action policies instituted by government labour laws (Employment Equity Act, Act 55 of 1998). This act was introduced to redress the present effects of South Africa’s past in bringing about a diverse workforce broadly representing South Africa’s demographics. This has resulted in early retirement packages being offered to assist Spoornet in achieving employment equity targets. All of these changes have had a major impact on employee turnover that has resulted in a large amount of skills and expertise being lost. Professional, specialised and skilled people are in global demand, which has added to the exodus of employees from many organisations. Spoornet has experienced this at an alarming rate, so much so that in 2001, they established a retention committee to address ways to reverse the high number of specialised employee exits. Abstract iv The overall purpose of the research was to identify strategies for Spoornet to retain their specialised and skilled employees, thereby reducing the amount of specialised and skilled staff turnover. The research methodology for this study comprised the following steps: • Firstly, a full literature study regarding strategies that an organisation can utilise for the retention of their critical employees was researched. • Secondly, the views of current Spoornet employees on retention strategies were assessed in an empirical study, which involved completing a questionnaire. • Lastly, recommendations due to the findings of the researcher were identified for Spoornet to retain their highly skilled and specialised employees.
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Malongwe, Pamela. "Business and information strategic alignment of project and procurement management processes in the railway organisation in South Africa." Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2741.
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Thesis (MTech (Business Information Systems))--Cape Peninsula University of Technology, 2018.<br>Railway organisations in South Africa are government parastatals. These organisations have embarked on mega modernisation programmes. Project and procurement process alignment is crucial to the successful implementation of such programmes, as the disconnect between the two processes may result in project cost overruns and escalations. Projects in the parastatal organisations are not completed on or executed according to the planned schedules. The two main research questions are stated as follows:
i) What factors affect the alignment between procurement and project management processes in the South African railway organisation? ii) How can the parastatal organisation align the procurement and project management processes? For the research methodology, a subjectivist ontological and interpretivist epistemological stance was followed. The research approach is inductive, with a case study as strategy. Data collection was done on a non-random, purposively selected unit of analysis and observation. Purposive sampling allows the researcher to rely on his or her own judgement when choosing to participate in the study. Participants were selected based on characteristics of a population and the objectives of the study. The participants belong to three departments, namely IT, SCM, and the Project Management Office (Project Managers). These three departments were selected because of their relevance to the study. Interviews were conducted using semi-structured questionnaires. The instrument used was interview guide. Data was analysed by firstly transcribing the interviews. To confirm the correctness of the interviews, the data was validated. Data was further analysed by means of summarising, categorising, and conducting a thematic analysis. Ethical principles were followed in accordance with the policies and procedure of CPUT. The study revealed that project and procurement process misalignment in the railway sector in South Africa does exists. A detailed discussion of factors contributing to this misalignment are discussed further in chapter five and chapter six is recommendations.
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Gillespie, Neil. "The legal protection of temporary employees." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1019793.
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This paper is divided into two distinct sections. The first being an analysis of the legal protection of temporary employees as things currently stand. It deals with the various labour laws that currently regulate temporary employment as well as the temporary employment contract and the common-law. The second section summarises and analyses the provisions of the Labour Relations Amendment Bill and the Basic Conditions of Employment Bill as they apply to fixed-term employees. Temporary employees are protected by the general protection extended to all employees in terms of section 23(1) of the Constitution of the Republic of South Africa, 1996, guaranteeing all employees the “right to fair labour practice”. The Labour Relations Act has as one of its main objectives to give effect to and regulate the fundamental rights contained in the Constitution. Thus the Labour Relations Act must not only give effect to constitutional rights but it must also ensure that it in no way unreasonably or unjustly denies or limits constitutional rights. Temporary employees have a number of labour laws protecting their interests. Where the provisions of the Basic Conditions of Employment Act, a Bargaining Council Agreement or a Sectoral Determination do not apply the employee will rely on the terms of the fixed-term employment contract and thereafter the common law for protection. The only protection offered to temporary employees contained in the Labour Relations Act is in section 186(1)(b), where a dismissal is defined to include the non-renewal of temporary contracts of employment where there is a reasonable expectation of renewal on the same or similar terms. This provision has proved to be highly controversial in that it does not expressly cater for temporary employees who harbour reasonable expectations of indefinite employment. An analysis is made of the most important cases relating to section 186(1)(b). The second section unpacks and critically analyses the Labour Relations Amendment Bill and the Basic Conditions of Employment Bill which have been long in the offing and when they are finally enacted, will bring with them sweeping changes for atypical employment . The amendments will drastically change the way employers make use of fixed-term employees as well as the way in which Temporary Employment Services may conduct business if they are in fact able to keep working at all. There is very little literature of substance written about the Labour Relations Amendment Bill as it applies to atypical employment. The fact that the proposed amendments have changed so many times over such a long period of time might have deterred many writers from investing time and effort in attempts to analyse and summarise the amendments. Articles posted on the internet are in the main short and have very little content. No books were found with any discussion that pertains to the amendments. The amendments divide employees involved in atypical employment into two different categories. These categories consist of employees earning above the threshold in terms of section 6(3) of the Basic Conditions of Employment Act and those earning below this threshold. All fixed-term employees may rely on the provisions of section 186 of the Labour Relations Act. Employees earning below the threshold are considered to be the most vulnerable and have been afforded additional protections in terms of sections 198(A), (B) and (C). Issues surrounding Temporary Employment Services and fixed-term employees have been very divisive and have been the topics of heated debate at all levels of Industrial Relations for a long time. Discussions regarding the use of the services of Temporary Employment Services can be highly emotive, with Temporary Employment Services being accused of committing wideThis paper is divided into two distinct sections. The first being an analysis of the legal protection of temporary employees as things currently stand. It deals with the various labour laws that currently regulate temporary employment as well as the temporary employment contract and the common-law. The second section summarises and analyses the provisions of the Labour Relations Amendment Bill and the Basic Conditions of Employment Bill as they apply to fixed-term employees. Temporary employees are protected by the general protection extended to all employees in terms of section 23(1) of the Constitution of the Republic of South Africa, 1996, guaranteeing all employees the “right to fair labour practice”. The Labour Relations Act has as one of its main objectives to give effect to and regulate the fundamental rights contained in the Constitution. Thus the Labour Relations Act must not only give effect to constitutional rights but it must also ensure that it in no way unreasonably or unjustly denies or limits constitutional rights. Temporary employees have a number of labour laws protecting their interests. Where the provisions of the Basic Conditions of Employment Act, a Bargaining Council Agreement or a Sectoral Determination do not apply the employee will rely on the terms of the fixed-term employment contract and thereafter the common law for protection. The only protection offered to temporary employees contained in the Labour Relations Act is in section 186(1)(b), where a dismissal is defined to include the non-renewal of temporary contracts of employment where there is a reasonable expectation of renewal on the same or similar terms. This provision has proved to be highly controversial in that it does not expressly cater for temporary employees who harbour reasonable expectations of indefinite employment. An analysis is made of the most important cases relating to section 186(1)(b). The second section unpacks and critically analyses the Labour Relations Amendment Bill and the Basic Conditions of Employment Bill which have been long in the offing and when they are finally enacted, will bring with them sweeping changes for atypical employment . The amendments will drastically change the way employers make use of fixed-term employees as well as the way in which Temporary Employment Services may conduct business if they are in fact able to keep working at all. There is very little literature of substance written about the Labour Relations Amendment Bill as it applies to atypical employment. The fact that the proposed amendments have changed so many times over such a long period of time might have deterred many writers from investing time and effort in attempts to analyse and summarise the amendments. Articles posted on the internet are in the main short and have very little content. No books were found with any discussion that pertains to the amendments. The amendments divide employees involved in atypical employment into two different categories. These categories consist of employees earning above the threshold in terms of section 6(3) of the Basic Conditions of Employment Act and those earning below this threshold. All fixed-term employees may rely on the provisions of section 186 of the Labour Relations Act. Employees earning below the threshold are considered to be the most vulnerable and have been afforded additional protections in terms of sections 198(A), (B) and (C).
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Khangala, Lavinia Musiwa. "Minimum wage fixing for domestic employees." Master's thesis, University of Cape Town, 1994. http://hdl.handle.net/11427/17505.
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DeMellow, Ian T. M. "Cost efficiency of NSW rail passenger services 1951/52-1991/92 : a case study in corporate strategic modelling." University of Sydney, 1996. http://hdl.handle.net/2123/2693.
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Doctor of Philosophy<br>During the 1990s, governments, managements and unions have been focused upon improving the cost efficiency of firms. This focus has been strongest for firms in the public sector where improved outcomes can be expected to significantly improve the Gross Domestic Products of whole economies. This case study looks at the cost efficiency of NSW rail passenger services over a 41 year period to 1991/92, long suspected (but hitherto only tentatively demonstrated) as a paradigm of cost inefficiency. The case study focuses upon the use of the total factor productivity (TFP) index, as a datum point for measuring change in productivity in four markets: suburban, internrban, country and interstate passenger services since 1951/52. From this datum, changes over the years in management, technology and other external factors can be identified and assessed. The thesis identifies management quality (the organising element in the firm) as the preeminent factor in determining productivity change, and the role that new technology plays in its impact on failures in management. We establish the linkages between management and innovation, with TFP, pricing efficiency and economic resource use efficiency, to present a rich paradigm for assessing the economic performance of any business firm. Borrowing from systems theory and other management practices such as total quality management, we disaggregated the case firm into its component systems, sub-systems and processes, for separate study in relation to impact on TFP. The database for 41 years of rail behaviour is the richest ever compiled for any railway in Australia, and with enhanced modelling, enables a systematic treatment of the performance through time of State Rail's passenger services.
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Strydom, Masunet. "The status of employees employed by temporary employment services." Thesis, Nelson Mandela University, 2017. http://hdl.handle.net/10948/13680.
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The traditional employer-employee relationship came under an increased threat the past two decades with employers finding the option of utilising the services of Labour Brokers more attractive. Various reasons existed for this tendency amongst employers to opt for the use of Labour Brokers, some of these reasons being valid but mostly some reasons being born out of fear for the unknown labour law duties and obligations that were proposed to be placed on employers post 1994. In the absence of an action plan between the role players in the labour fraternity pathing the way traditional employer-employee relationships could be salvage, employers resorted to the appointment of Labour Brokers and Government on their part retaliated by considering either the total ban of Labour Brokers or the regulation of the profession to such an extent that same became largely unattractive and problematic. The non-addressing of problems and fears faced with by employers post 1994 resulted in an opportunity waisted to narrow the gap between employers and employees with the fight over work force power being the more important factor taken into consideration. This treatise will explore the options that faced the roll players post 1994 in the labour market, the reason for choices made and the effect same has had since on the labour market. The problematic amendments made to Section 198 of the Labour Relations Act in an attempt to iron out the wrinkles poor choices made by the stake holders over the regulations of Labour Brokers, will be discussed. The ripple effect the amendments to Section 198 of the Labour Relations Act had on other pieces of South African legislation will be considered and the uncertainty and confusion it has created discussed. Specific attention needs to be drawn to the intention of the legislature as to which party, the Labour Broker or employer, will be responsible for the ramifications of the wrong doings of an employee. Also, which party will be responsible to the employee to fulfil its labour rights as granted in the Constitution of South Africa. Unleashing reaction to the regulations of Temporary Employment Services does not seem to be a problem, the problem arises where the regulations proposed did not unleashed the desired reaction and roll players finding themselves frustrated and with having no alternative as to turn the Courts to solve the largely self-inflicted conundrum. The courts are left with the task of clarifying the legislature’s true intension in amending section 198 of the Labour Relations Act, which impact the writer with all due respect do not think the legislature even appreciated when the amendments were drafted. Currently, there is dividing views on the future of Labour Brokers per se in South Africa and the interpretation concerning Section 198 of the Labour Relations Act, as amended. The focus of this treatise is to highlight the different interpretations given to these amendments this far and highlight that if it is in fact the wish of stake holders in the Labour fraternity that Labour Brokers should continue to exist, clarification is needed by our Constitution Court on certain vital issues and as discussed in this treatise.
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Ngxabazi, Nosipiwo. "Retention of black employees at Metropolitan." Thesis, Stellenbosch : University of Stellenbosch, 2011. http://hdl.handle.net/10019.1/8519.
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Thesis (MBA)--University of Stellenbosch, 2011.<br>Metropolitan, like all companies in the insurance sector, would like to limit attrition to ensure that
the institutional knowledge is retained. At the time when the employee has already tendered a
resignation letter, most companies conduct an exit interview. The researcher feels that at this
stage, it is rather late. It is important therefore to understand in advance, the reasons why
employees would consider leaving the organisation and put corrective measures in place to
prevent that.
Retention of key employees is a highly topical subject and an important dilemma that many
companies have to deal with. It requires leadership attention and scientific understanding of the
causes of attrition. In South Africa, the concept of retention of specifically Black employees has a
broader significance in that it contributes to higher BEE scores and opportunities to do business
with government for those companies that have such interests. The purpose of this study is to
firstly understand the phenomenon of retention as it applies to the Black employees of
Metropolitan. Black employees with skills and experience are arguably the most attractive group on
the labour market due to the lack of such skills. Because of this, companies are struggling to retain
their Black employees. This study explores what Metropolitan should take into account when
designing retention measures for Black employees. It asks the Black employees themselves, what
they consider as important that would help in retaining them.
Furthermore, it will help the company to investigate which characteristics or variables to consider
when formulating its retention strategies. The questions that the study endeavours to explore are:
What mechanisms should Metropolitan use to retain especially Black employees? If current
employees are considering leaving the company, what are the main reasons for wanting to leave
or looking for a job elsewhere? What are the characteristics that employees consider most
important that would make them want to stay at Metropolitan.
The subject matter investigation involved a survey which was sent to Black employees in the
company and the results which were analysed. The results shed some understanding on the
reasons why employees would consider applying for a job outside of Metropolitan. It gives the
company an understanding of how many of its current Black employees are looking for jobs
elsewhere. Because of this prior knowledge, the company can intervene and put measures in
place to retain those who were already looking to leave the company. The study also details
characteristics that Black employees at Metropolitan consider to be important by certain
biographical categories like job grade, age, education, gender and experience. The results further
build on the existing literature of retention, especially in the South African environment in the era of
transformation laws.
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Axon, Kerry. "Factors affecting the retention of employees in auditing firms." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1015728.
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The twenty first century has identified knowledge, as opposed to labour, raw materials or capital, as the key resource required by firms. This has created a shift of ownership in relationships between employees and employers since employees own the tools of production through the knowledge they hold (Kinnear & Sutherland, 2000). The employment relationship is undergoing fundamental changes due to international competition, de-regularisation and globalisation which have major implications for attraction, motivation and retention of talented employees (De Vos & Meganck, 2009). Organisations face great challenges and intense competition with almost all strategies being easily replicable by competitors. This has led organisations to begin realising that people are in fact the only real differentiator that can gain the organisation competitive advantage (Munsamy & Bosch Venter, 2009). Turnover of employees costs South Africa millions of rands per annum through decreased productivity, increased accidents and quality problems. Specifically, loss of knowledge workers are identified through costs of hiring and training new employees, loss of institutional knowledge, lower office morale, loss of talent and customer dissatisfaction. It is therefore essential to understand the reasons why employees leave organisations in order to discover how to retain them (Mendes & Stander, 2011; Gaylard, Sutherland & Viedge, 2005). Employee turnover can have several negative consequences. It can be difficult to replace the departed employees and the cost of replacing employees can be exhaustive. Remaining employees can be left feeling demoralised from the loss of valued co-workers and work patterns can be disrupted until replacements are found (Newstrom and Davis, 1997). Bilal, Zia-ur-Rehman, and Raza, (2010) add to this list of negative consequences of turnover as turnover can increase recruitment and training costs, loss of productivity as projects lose continuity, interruption of key activities, increase in mistakes made, or even hiring the wrong person for the position.
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Schuurman, Labeeqah. "An evaluation of tourism training : a conceptual analysis." Thesis, Cape Technikon, 2004. http://hdl.handle.net/20.500.11838/1585.
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Thesis (MTech (Tourism and Hospitality Management))--Cape Technikon, Cape Town, 2004<br>The research is aimed at achieving a conceptual analysis of tourism training. Training initiatives in the Western Cape province are frequently mentioned by way of example, while the respective roles of tertiary institutions, the future Cape Peninsula University of Technology and the Sector Education and Training Authority for the Tourism, Hospitality and Sport Education and Training Authority (THETA) are extensively explored in the research. An investigation is undertaken to determine the gaps between the output of the tourism education and training system and the real demand of tourism employers. The research report will delineate the issues that need to be covered in the research study to determine the gaps between the output of the tourism education and training system and the real demand of tourism employers. A pilot study, commissioned by the World Tourism Organisation (WTO), reveal gaps in tourism training worldwide, especially in the occupational category of front-line workers. In this category, the most common gaps relate to interpersonal communication skills, languages, computing and elementary knowledge of business techniques. The conclusions of the pilot study are noted and explained by pointing out the need to incorporate the changes in education regarding learnerships, skills programmes and work-based qualifications, as set out by the Tourism, Hospitality and Sport Education and Training Authority (THETA) for the tourism industry. The research proceed to highlight the role of other major stakeholders, for example, that of the Department of Environmental Affairs and Tourism (DEAT) with the view that tourism must be understood in a global, national and provincial context.
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Hamaamba, Tyson. "Training needs for municipal employees: a case study of Makana Municipality." Thesis, Rhodes University, 2005. http://hdl.handle.net/10962/d1007952.
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This study investigated the education and training needs for municipal employees in order to inform an education and training strategy that would address environmental management challenges in Makana local municipality in Grahamstown, Eastern Cape province. The research was conducted as a qualitative case study that made use of questionnaires, document analysis, focus group discussions and interviews as instruments for data generation. Samples of respondents were selected from Makana Municipality employees in top and middle management positions, professionals/technicians and workers, including elected councillors. The study was contextualised through establishing environmental management issues in Makana municipality; establishing organisational needs; development of a learner profile; and through a review of policies and recent trends in adult education. The study established that the Makana Municipality employees are most concerned with the following issues: sanitation; solid waste management; livestock management and fire management. These issues require primary environmental competences among all council employees (top and middle management, professionals and technicians, workers and councillors who work on part-time basis). The educational implications needed to respond to these issues also require an understanding of legislation. The study also established that technical education and training which includes planning, project management, and financial and budgeting competences are necessary amongst the management and professionals. These competences may enable them to develop capacity in environmental management. This study further established the need for social education which includes competences such as communication and social justice. These competences should be developed amongst members of the same group as they need to involve the community in management of the environment. This should enable the municipality to create job opportunities and help change negative attitudes.
Books on the topic "Railroads – South Africa – Employees"
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Richards, Tom. Was your grandfather a railwayman?: A directory of records relating to staff employed by railways in the following countries with details of material and repositories : United Kingdom, Australia, Canada, Eire, India, New Zealand, South Africa, United States of America. 3rd ed. T. Richards, 1995.
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1928-, Sibeko Archie, ed. An oral history of the South African railway and harbour workers union, 1936-1998. Ravan Press, 2000.
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H, Williams, ed. Industrial locomotives of South Africa: 1991 guide. Beyer₋Garratt Publications, 1991.
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Wright, Laurence. Stimela: Railway poems of South Africa. Echoing Green Press, 2008.
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Espitalier, T. J. The 4' 8¹/₂" gauge railways in South Africa: 1845-1873. Published by the Railway History Group of the Railway Society of Southern Africa, Western Cape Branch on behalf of Transnet Museum, Johannesburg, 1993.
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Canada. Parliament. House of Commons. Bill: An act to provide for the expenses of the Canadian volunteers serving Her Majesty in South Africa. S.E. Dawson, 2003.
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Gutteridge, William Frank. South Africa: Apartheid's endgame. Research Institute for the Study of Conflict and Terrorism, 1990.
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Managing training and development in South Africa. 5th ed. Oxford University Press Southern Africa, 2009.
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Fish, Jennifer Natalie. Domestic democracy: At home in South Africa. Routledge, 2006.
Find full textBook chapters on the topic "Railroads – South Africa – Employees"
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Paterson, Steven, and Lynette Louw. "South African employees’ commitment to a Chinese organisation." In Chinese Organizations in Sub-Saharan Africa. Routledge, 2020. http://dx.doi.org/10.4324/9781315532097-10.
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Averweg, Udo Richard. "Developing an Internet and Intranet Usage Policy for a Metropolitan Municipality in South Africa." In Handbook of Research on Information Communication Technology Policy. IGI Global, 2011. http://dx.doi.org/10.4018/978-1-61520-847-0.ch007.
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This chapter deals with a suggested framework for developing an Internet and Intranet usage policy for municipalities in South Africa. Since the Internet and Intranet are widely used in municipalities in South Africa, there is a need to define the associated risks, the conditions under which a municipality’s Internet and Intranet services may be used and the sanctions which may be imposed for non compliance by employees. The chapter discussion includes suggested associated Internet and Intranet usage procedures; implementation and institutional arrangements; and monitoring, evaluation and responsibilities. Some future trends for an Internet and Intranet usage policy are also suggested.
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Boamah-Abu, Charles, and Michael Kyobe. "IT Governance Practices of SMEs in South Africa and the Factors Influencing Their Effectiveness." In Advances in Human Resources Management and Organizational Development. IGI Global, 2015. http://dx.doi.org/10.4018/978-1-4666-8524-6.ch010.
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The higher failure rate in SMEs is attributable factors including poor leadership, management and governance. Although IT adoption is prevalent in SMEs, not much is known about its governance. This research investigated IT governance practices in 67 SMEs in selected industries and provinces in South Africa. The findings revealed both sound and poor practices. SMEs with centralised IT departments had better practices, e. g., IT strategic investments; closer interactions among IT and business managers; and training of employees. The other SMEs managed IT opportunities poorly, e. g., irrationally IT investment decision-making; poorly defined IT roles and responsibilities; and noncompliance with IT legislations. It was also found that firm size, industry type and location influenced IT governance practices. Larger SMEs had more effective practices and there were differences in IT resource management among provinces. However, age of a firm and years of IT usage did not have much influence.
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Carrim, Nasima Mohamed Hoosen, and Yvonne Senne. "Challenges faced by South African Human Resource Practitioners in Multinational Corporations." In Handbook of Research on Impacts of International Business and Political Affairs on the Global Economy. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9806-2.ch007.
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This chapter focuses on the challenges faced by human resource (HR) practitioners in multinational corporations (MNCs) in different sectors operating in South Africa. The chapter briefly outlines the global and South African challenges experienced by HR practitioners. The institutional, resource-based and Hofstede's cultural values theories is used as the theoretical framework. The authors conducted interviews with HR practitioners in four different western MNCs with the objective of identifying the challenges faced by them in these organizations. The results of the investigation revealed that MNCs enforce HR practices for employees at executive managerial posts in order to maintain their competitive advantage. MNCs simultaneously integrate their HR practices with the institutional and cultural practices of the host country for employees at lower levels. These diverse HR practices create challenges for HR practitioners in these MNCs. Some recommendations are made regarding solutions to the problems identified.
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Snedegar, Keith. "The Congressional Black Caucus and the Closure of NASA’s Satellite Tracking Station at Hartebeesthoek, South Africa." In NASA and the Long Civil Rights Movement. University Press of Florida, 2019. http://dx.doi.org/10.5744/florida/9780813066202.003.0009.
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Keith Snedegar explores the impact of the civil rights movement on decisions related to NASA facilities outside the United States. Snedegar maintains that when Charles C. Diggs Jr., one of the founders of the Black Congressional Caucus, visited the NASA satellite tracking station at Hartesbeesthoek, South Africa, in 1971, he discovered a racially segregated facility where technical jobs were reserved for white employees and black Africans essentially performed menial labor. Upon his return to the United States, the Detroit congressman embarked on a two-year struggle, first to improve workplace equity at the tracking station, and later, for the closure of the facility. NASA administration under James Fletcher was largely indifferent to demands for change at the station. It was only after Representative Charles Rangel proposed a reduction in NASA appropriations did the agency announce plans to end its working relationship with the white minority regime of South Africa. NASA’s public statements suggested that a scientific rationale lay behind the station’s eventual closure in 1975, but this episode clearly indicates that NASA was acting only under political pressure, and its management remained largely insensitive to global issues of racial equality.
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Setlhodi, Itumeleng Innocentia. "Onboarding for Competitive Performance." In Corporate Leadership and Its Role in Shaping Organizational Culture and Performance. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-5225-8266-3.ch006.
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Welcoming new employees into their job requires more concerted leadership effort to ensure that they settle in, begin work as soon as possible, and can be competitive. This chapter highlights the significance of complying with onboarding processes at all levels within an organisation. Drawing from literature, the importance of onboarding for purposes of acquiring competitiveness is offered, and then an onboarding process mapping and modelling (OPMM) is developed. A vignette based on ethnobiography of lived experiences during onboarding at a University in South Africa is presented. After using the structural narrative analysis, findings provide insights on the significance of the leaders' role at all levels of the organisation, in complying with the onboarding processes to yield employee competitiveness. Finally, the strategies for early engagement are presented, relaying approaches for socialisation to yield a competitive advantage factor. This implies that internal monitoring and evaluation of the process is essential to derive value.
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Manz, Stefan, and Panikos Panayi. "Fort Napier." In Enemies in the Empire. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780198850151.003.0011.
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The main internment camp in South Africa was Fort Napier, a former British garrison fort in Pietermaritzburg. The camp housed approximately 2,500 prisoners throughout the war. This included artisans, merchants, hotel employees and hairdressers, seamen, farmers, miners, engineers, teachers, missionaries, and doctors. The chapter argues that vibrant cultural activities convey a positive impression on the surface but, in fact, were a mere distraction from the suffering that occurred. Written testimony shows that the civilians perceived their captivity as double emasculation, neither being able to support their families nor to fight on the front. German nationalism was displayed and led to a process of re-ethnicization among some inmates. The chapter provides a spatial interpretation of the camp, outlining its impact on the immediate environment and economy of Pietermaritzburg. Prisoner release only occurred from April 1919, with half of the inmates being deported to Germany. The camp was closed in August 1919.
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Tsabedze, Vusi W. "A Framework for Developing Open Distance E-Learning Curriculum for Library and Information Science (LIS) Programme in Eswatini." In Managing and Designing Online Courses in Ubiquitous Learning Environments. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-5225-9779-7.ch013.
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The dependency by foreign countries institutions such as South Africa, Botswana, and Namibia for library and information science (LIS) training and development of staff members, to acquire higher education, has become expensive and complex for Eswatini government to handle. The expensive nature and complex situation of sending employees out of the country for training has paralysed most of the organisation due to their absence from operations in the office. This study therefore seeks to investigate, developing open distance e-learning curriculum for LIS programme in Eswatini. The University of Eswatini (UNESWA), which is one among other institution of higher learning in the country, does not offer any programme in LIS. Considering this situation in Eswatini, this chapter proposes a framework for developing the ODeL curriculum for LIS. Such a programme could be offered through the UNESWA to accommodate students within and outside the country. Thus, ensuring Eswatini becomes a player in LIS space within the African continent.
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Jesselyn, Mary, and Bruce Mitchell. "Harnessing Externalities to Enhance Competitiveness in an Industrial Cluster." In Advances in Business Strategy and Competitive Advantage. IGI Global, 2015. http://dx.doi.org/10.4018/978-1-4666-8348-8.ch013.
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This chapter investigates the effects networks have on the acquisition of external economies. The objectives of this chapter include determining if businesses located in clusters are benefitting from external economies and identifying the extent to which these firms are using their networks in accessing these external economies. Six SME business owners were interviewed. They form part of an automotive manufacturing network based in Port Elizabeth in South Africa. The researchers used content analysis and pattern matching to analyse the data. The findings indicate that the entrepreneurs interviewed were all using their networks to gain external economies. They used networks to gain technology spillovers in the form of information on new trends and processes in the industry and highlighted the fact that the network contacts provided opportunistic information. The study also found that some of the entrepreneurs used their network to source skilled employees from the pooled labour market and obtain specialized services and input.
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Fox, Michael H. "Where Our Energy Comes From." In Why We Need Nuclear Power. Oxford University Press, 2014. http://dx.doi.org/10.1093/oso/9780199344574.003.0007.
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Energy and human history go hand in hand. For most of the time that humans have been on earth, energy was used at a very low level, mostly by burning wood for cooking and warmth. This is still the case for large areas of the planet, especially in much of Africa and parts of Asia and South America. As human populations grew, forests were decimated to obtain fuel, resulting in the collapse of several societies (1). Coal was discovered in England in the thirteenth century and began to be used extensively beginning in the 1500s. Between 1570 and 1603, during the reign of Elizabeth I, coal became the main source of fuel for England (2). This was, not coincidentally, also during the time of the Little Ice Age, when there was a great need for fuel to keep warm. Coal transformed England, for better and for worse. The development of the coal-based steam engine by Thomas Newcomen in 1712, with further critical developments by James Watt and Matthew Boulton, led to the Industrial Revolution beginning in about 1780. Coal built England into the world’s most powerful country during the nineteenth century. At the same time, it brought about unbelievable pollution, which drastically shortened lives, and it led to child slave labor in factories and mines. Coal had been discovered even earlier in China and was being used for iron production in the eleventh century (2). Coal was discovered in Appalachia in the United States in the mid-eighteenth century and quickly became its most abundant source of energy. This led to the industrial development of the United States, the building of canals to transport coal, and the construction of railroads to connect the far reaches of the country. Wherever large sources of coal were found, societies were transformed. Coal was fine for running steam engines and cooking or keeping warm, but what people wanted desperately was a better source of light for their homes and businesses.
Conference papers on the topic "Railroads – South Africa – Employees"
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Ntombela, Lungile. "THE EXPERIENCES AND IDENTITY CONSTRUCTIONS OF SEXUAL AND GENDER “NON-NORMATIVE” EMPLOYEES IN KWAZULU-NATAL , SOUTH AFRICA." In 34th International Academic Conference, Florence. International Institute of Social and Economic Sciences, 2017. http://dx.doi.org/10.20472/iac.2017.034.037.
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Tsits, Gwatiringa, and Adendorff Chris. "Virtual Reality Bridging the Gap between Job Skills Required and University Curriculum Competency in South Africa." In International Conference on Education. The International Institute of Knowledge Management, 2020. http://dx.doi.org/10.17501/24246700.2020.6203.
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Pervasive technologies such as Virtual Reality are disrupting and transforming the way we work and learn, necessitating the development of new ways of education to allow future employees to flexibly react to the future world of work and meet the demands of such a digitised working environment. By way of futures methodology, the aim of the research was to identify the present forces, trends and drivers of change that impact the future of education and the future of work. The Six Pillars of Futures Studies approach to research by Inayatullah was applied throughout the study. The mapping (environmental scanning) of Virtual Reality technologies as a driver of change was done, highlighting the impact of such technology on tertiary education and on the world of work. The purpose of the environmental scanning was to uncover existing and driving forces that will influence the future of tertiary education and the future of work. The Causal Layer Analysis (CLA) was the primary futures methodology applied in this research. CLA was used to investigate deeper causal issues from various viewpoints in order to formulate scenarios for the future. The study developed four different future scenarios and the most favourable scenario was used to formulate the recommended vision, "Future Vision of Education and Work in South Africa towards 2030" which incorporates a realistic, attainable and desirable future that could foreground the improvement of the skills gap in the South African context. This preferred future envisages an education system that broadens access to opportunities and provides the skills and competences that people need to thrive in a new sustainable economy. Keywords: Virtual Reality, Future of Education, Future workforce, Job Skills Requirements, Fourth Industrial Revolution, Futures Studies.
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Heslop, K. "86. Prevalence of Sick Building Syndrome Symptoms, Absence Rates, and Self-Reported Productivity/Work Disruption Among Office Employees in two Buildings in South Africa." In AIHce 2003. AIHA, 2003. http://dx.doi.org/10.3320/1.2757986.
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Heslop, K. "245. Personal and Environmental Characteristics, Occupational Factors, and Psychosocial Correlates of Sick Building Syndrome in a Biased and Unbiased Population of Office Employees Occupying two Buildings in South Africa." In AIHce 2003. AIHA, 2003. http://dx.doi.org/10.3320/1.2758017.
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Evans, Nina. "The Need for an Analysis Body of Knowledge (ABOK) - Will the Real Analyst Please Stand Up?" In InSITE 2004: Informing Science + IT Education Conference. Informing Science Institute, 2004. http://dx.doi.org/10.28945/2781.
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An in-depth study of the business-IT interface produced numerous reasons why Information Technology (IT) solutions often do not meet the expectations of the business client. Major contributors towards the expectation gap are: Insufficient analysis of the business problem, bad user requirement specifications and documentation, ineffective communication and interpersonal relationship problems. All of these are the responsibility of the business- and/or systems analyst, who acts as a bridge between the IT function and the rest of the business. There is confusion about the title, role and required knowledge and skills of analysts. A formal ‘Body of Knowledge’ (BOK) can address the confusion in the ICT industry and guide higher education institutions to effectively prepare such employees for the industry. This article discusses the results of the initial phase of a joint research project by the Tshwane University of Technology and the Special Interest Group for Analysis in South Africa towards creating such an Analysis Body of Knowledge (ABOK). In this phase the need for a BOK was determined and the world of analysis in South Africa investigated to draw up a preliminary analysis profile. The plans for follow-up research to develop a comprehensive ABOK are also discussed.