Implementation of the Human Resource Development Strategy for South Africa PDF Download
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Author: Andrew Willie Bartlett
Publisher:
ISBN:
Category :
Languages : en
Pages : 278
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Book Description
National Human Resource Development Strategy -- Implementation challenges -- Social -- Economic and human development -- Service delivery -- Nasionale Menslike Hulpbronne Strategie -- Implementeringsuitdagings -- Sosiale -- Ekonomiese en menslike ontwikkeling -- Dienslewering.
Author: Andrew Willie Bartlett
Publisher:
ISBN:
Category :
Languages : en
Pages : 278
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Book Description
National Human Resource Development Strategy -- Implementation challenges -- Social -- Economic and human development -- Service delivery -- Nasionale Menslike Hulpbronne Strategie -- Implementeringsuitdagings -- Sosiale -- Ekonomiese en menslike ontwikkeling -- Dienslewering.
Author: Barney Erasmus
Publisher: Juta and Company Ltd
ISBN: 9780702166334
Category : Business & Economics
Languages : en
Pages : 572
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Book Description
This report discusses important themes in the field of human resource management for the public sector, including managing employee relations, strategizing and planning human resources departments, and selecting employees within the equal employment opportunity guidelines. Current legislation of the field is discussed and new theories on local and international applied research are explored.
Author: Ben Swanepoel
Publisher: Juta and Company Ltd
ISBN: 9780702158452
Category : Business & Economics
Languages : en
Pages : 908
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Book Description
South African Human Resource Management focuses on the knowledge and skills that managers at all levels need. The authors integrate contemporary international research and implementation with a South African perspective.
Author: Ernst Van der Westhuizen
Publisher: Juta and Company Ltd
ISBN: 9780702188633
Category : Civil service
Languages : en
Pages : 564
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Book Description
Written from a uniquely South African perspective, this book explores the many facets of the employment relationship. These include strategic employment processes, staff maintenance, trade union interactions, public sector labour relations and terminating employment relationships. This well-researched text, adapted from the best-selling South African Human Resource Management: Theory and Practice (Swanepoel, Erasmus, Van Wyk and Schenk), is rich in theory and applications. It explains the latest developments in structuring learning programmes for public officials, so that they are in line with the South African Qualifications Authority (SAQA), the National Qualifications Framework (NQF) as well as employment equity and affirmative action policies. It further details a workable Human Resource Management strategy for the public sector that includes practices in relation to performance management, appraisal systems, compensation and incentives management, and relevant legislation and regulations. This 2nd edition will be indispensable for all public sector managers, HR specialists, corporate strategists, trade unionists, as well as undergraduate and postgraduate Public Administration and Management students.
Author: Philip Albert Hirschsohn
Publisher:
ISBN:
Category :
Languages : en
Pages : 30
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Book Description
Author: Johnny Ch Lok
Publisher: Independently Published
ISBN:
Category :
Languages : en
Pages : 250
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Book Description
Do developing countries need to help human resource development to assist their businesses development, it is possible due to staff individual lacks knowledge to do whose job in whose organization ? What is the developing and developed countries' organizational human resource strategic difference, e.g. award strategies? I shall indicate one developing country, such as South Africa's businesses' general organizational human resource strategy case to explain whether what causes their human resource strategies, e.g. award management strategies are different to compare developed countries, such as US, UK as well as I also indicate what weak points that they ought to concern in order to improve these developing countries' businesses productivities and efficient, if South Africa 's firms hope to raise staff performance to be better. I shall explains that South Africa country government needs to implement human resource development strategy as below: In general, South Africa employers feel human resource development strategy is needed to innovate and attempt to ensure that they meet the needs of their economy. So, South Africa employers are considering whether how they ought need to improve their human resource strategies in their organizations in order to raise productive efficiencies and performance to their employees effectively. In fact, because South Africa country lacks effective human resource development to recommend to itself country's businessmen how to select the right employees to do right positions, how to evaluate whom has more effort to be promoted to do senior position, lacking fair reward and welfare to compensate to their employees. So, it brings many reasons to explain why in South Africa society unemployment and poverty still existence. Not all of the reasons have to do with the capabilities of people, may have to do with the unequal distribution of productive assets in South Africa society. Nowadays, the South Africa employers only feel South Africa workers are only their own labour to use or sell. Hence, they won't like to provide reasonable and fair award to compensate for their Africa employees general lack high education level and skills. So, it also influences their award will not increase. Moreover, there are South Africans who have skilled labours to sell and they can not find buyers because there are not enough jobs, their skills do not match the demands, and there is a systematic process for information to flow between government, the workplace and labour. Hence, many South African people are unemployed, due to their knowledge are not enough to satisfy or accept to employers' demands. It will cause South African income inequality will be continue serious. The salary range between the high education level and low education level of labours' difference is large. A cycle of income inequality, low skills and poor education have limited economic growth.
Author: South Africa. Department of Education
Publisher:
ISBN:
Category : Education
Languages : en
Pages : 83
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Book Description
Author: South Africa. Department of Education
Publisher:
ISBN: 9780797039049
Category : Adult education
Languages : en
Pages : 48
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Book Description
Author: Andre Kraak
Publisher: HSRC Press
ISBN: 9780796920423
Category : Business & Economics
Languages : en
Pages : 106
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Book Description
This book provides an overview of human resources development (HRD) in South Africa. It focuses on three institutional subsystems within the larger South African social system that play an important role in developing human resources, namely: * the youth labour market * the world if work with its associated enterprise training system * the national system of science and innovation The analysis shows how, ion the current South African context, contradiction and incoherence characterise the interaction between institutions in each of these three subsystems. The book also argues that the skills problem is not located only at the high-skills end but also in intermediate- and low-skill needs. Each of these skill bands are experiencing severe HRD problems which require urgent resolution. The author argues that solutions to these problems lie in cross-sect oral governmental policy co-ordination and implementation and that in the absence of such" joined-up" action, HRD problems will continue to fall between the discrete mandates of separate government departments.
Author: Johnny Ch LOK
Publisher:
ISBN: 9781077618695
Category :
Languages : en
Pages : 536
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Book Description
⦁Developing countries Humanresource development whetherneed to be improvedDo developing countries need to help human resource development to assist their businesses development, it is possible due to staff individual lacks knowledge to do whose job in whose organization ? What is the developing and developed countries' organizational human resource strategic difference, e.g. award strategies? I shall indicate one developing country,such as South Africa's businesses' general organizational human resource strategy case to explain whether what causes their human resource strategies, e.g. award managment strategies are different to compare developed countries, such as US, UK as well as I also indicate what weak points that they ought to concern in order to improve these developing countries' businesses productivities and efficienc, if South Africa 's firms hope to raise staff performance to be better. I shall explains that South Afria country governement needs to implement human resource development strategy as below:In general, South Africa employers feel human resource development strategy is needed to innovate and attempt to ensure that they meet the needs of their economy. So, South Africa employers are considering whether how they ought need to improve their human resource strategies in their organizations in order to raise productive efficiencies and performance to their employees effectively. In fact, because South Africa country lacks effective human resource development to recommend to itself country's businessmen how to select the right employees to do right positions, how to evaluate whom has more effort to be promoted to do senior position, lacking fair reward and welfare to compensate to their employees. So, it brings many reasons to explain why in South Africa society unemployment and poverty still existence. Not all of the reaons have to do with the capabilities of people , may have to do with the unequal distribution of productive assets in South Africa society.Nowadays, the South Africa employers only feel South Africa workers are only their own labour to use or sell. Hence, they won't like to provide reasonable and fair award to compensate for their Africa employees general lack high education level and skills. So, it also influences their award will not increase. Moreover, there are South Africans who have skilled labours to sell and they can not find buyers because there are not enough jobs , their skills do not match the demands, and there is a systematic process for information to flow between government, the workplace and labour.Hence, many South African people are unemployed, due to their knowledge are not enough to satisfy or accept to employers' demands. It will cause South African income inequality will be continue serious. The salary range between the high education level and low education level of labours' difference is large. A cycle of income inequality, low skills and poor education have limited economic growth.In fact, in South Africa society, many domestic people ae skilled agricultural and fishery workers, plant anf machine operators and assemblers, elementary occupational workers, non-permanent employees. They are low education level people. Otherwise, less doemstic people are legiclation, senior officials and managers, professionals, technicians and associate professionals , clerks, service are sales workers. So, the low educational level occupational domestic people must be kept low level to compare high educational level occupational people in South Africa society. However, the high education level occupational labour shortage is serious. Otherwise, the local low low educaional level labours number is excessive to supply in South Africa labour market. It causes the South Africa labour market supply and demand is inequal between the labour supply and employee demand number in society.
