6 research outputs found
The employability of human resources management graduates from a selected University of Technology in the Western Cape, South Africa
No full textThesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2018.Universities have been producing graduates at a fairly fast rate, yet the cry for technical expertise and educated graduates. Thousands of university graduates are not employed, or they end up in industries and places that have nothing to do with their education and or qualifications. Too often the unemployed graduates they owe money loaned for studies which they are not able to repay because they are essentially unemployable, the may be because of a stagnated economic growth thereby a general high level of unemployment. The levels of entrepreneurial activities have remained low and there are no expectations of a sudden turn around for the economy. The researcher looks at one aspect of the graduate studies, specifically human resources management qualifications offered by the Cape Peninsula University of Technology in the Western Cape South Africa from the period 2014 to 2017. The research was largely descriptive and partially exploratory which resulted in the use of an assorted method approach (qualitative and quantitative). The research focuses mainly on the activities of those employed as Human Resource practitioners and the expectations at their work stations. Together with this the respondents gave extra detail on what is expected of them together with duties frequently performed. Based on this, the data was captured and analysed for similarities of expectations from more than 50 organisations. The findings indicate that there is a serious disjuncture between what is taught in the class and what the industry practices and expects. Recommendations of the ideal course structure are added to the findings to enable institutions of higher learning to adjust their curricula in line with industry needs
Improving informal settlements for community development in Cape Town
No full textBackground: Informal settlements are a common phenomenon on the peripheries of South African urban centres. These settlements often lack proper sanitation, healthcare facilities, educational facilities, clean energy sources and social well-being infrastructure. They are frequently associated with crime, illegal activities and the spread of pandemics.
Aim: This study examines the role of informal settlements in community development, highlighting both their challenges and contributions to society.
Setting: While informal settlements are often viewed negatively, they also serve essential socio-economic functions. This study explores their potential to contribute positively to societal development.
Methods: A qualitative approach, grounded in constructivist philosophy, was used. Data were collected through two focus group discussions, and thematic analysis was conducted to assess the role of informal settlements in societal development.
Results: The study confirms that informal settlements face multiple challenges, as documented in existing literature. However, they also reduce socio-economic inequalities by providing affordable housing for low-income individuals, addressing the housing deficit and facilitating urbanisation by integrating new urban dwellers into economic activities. In addition, they serve as informal markets and business hubs, supporting local economic growth.
Conclusion: Policymakers should adopt a balanced approach to addressing the challenges of informal settlements while recognising their role in economic and social development.
Contribution: This study challenges the dominant negative perceptions of informal settlements and highlights their potential contributions to community development
An assessment strategy for the employability of HRM graduates in South Africa
No full textOrientation: The unemployment problem in South Africa has been explored from both supply and demand perspectives, but there is a gap in understanding industry expectations on graduate competence and market readiness.
Research purpose: This study investigates a labour market-driven assessment strategy to evaluate the employability of Human Resource Management (HRM) graduates in South Africa.
Motivation for the study: The study aims to ensure that graduate assessments align with industry needs, enhancing employability through industry-based methods.
Research approach/design and method: A case study design was used, selecting a university offering HRM qualifications and 196 employed HRM graduates. Supervisors of these graduates provided feedback on the alignment between university assessments and graduate performance. The study used a pragmatic approach, incorporating both qualitative and quantitative data collection.
Main findings: The data from 196 supervisors revealed eight key themes: assessments were seen as inappropriate, lacking industry focus, too general and needing industry collaboration. Respondents also suggested industry responsibility in assessments, linking students to industry, emphasising solutions to industry challenges, and calling for industry-based standards. Most respondents viewed current assessments as inaccurate indicators of graduate capabilities.
Practical/managerial implications: The study recommends adopting an industry-centric assessment approach to improve graduate assessments. This alignment could enhance graduate fitness for employment and the value they add to the industry.
Contribution/value-add: This study helps to align university assessments with industry expectations, increasing HRM graduates’ employability and ensuring assessments reflect the capabilities needed in the labour market
An evaluation of the impact of the management practices and how they impact on employee engagement : employees’ perceptions
No full textThe employer-employee relationship has always been governed by the understanding that the employee is simply a hired hand to complement the business owner in the process of achieving a firm’s set objectives. The rest of the other activities and phenomena are taken for granted – ‘I employ you, you do your work I pay you’, so the circle continues. The employer drives the employee to perform to enable the firm reach its objectives and give a good return on the investments. The rest of the other activities are merely a means to an end, understood to be merely a symbiotic relation, one hand washing the other. The concept of employee-engagement as a management tool does not seem to hold much strength and appreciation amongst managers whose sole purpose is to produce results. This paper brings into light empirical research indicating that industry captains do not focus on human capital as critical for effective productivity. The managers resort to hiring and firing as a means of boosting productivity, slave driving to increase labour performance. The industry captains are quick to point a finger to the labour as inhibiting free will hiring and firing as a solution to poor productivity. Consequently, the industry may be breeding a generation of non-devoted, convenience employees resulting in mediocre performance. The question asked always is; why does South Africa have low productivity? The paper points the problem to the failure of management to capitalize on the benefits of employee-engagement as an accessory to effective management by impressio
Evaluating the extent to which cultural diversity is recognised in the workplace: The Cape metropolis managers’ views
No full textArticleSouth Africa has its own texture of cultural diversity unparalleled by any in the history of the world. The
diversity emanates from the period of the Dutch settlers (1640s) occupying land in the country through
their by conquest of the non-militant indigenous inhabitants. Soon the British arrived (1800s) and
occupied more land. Before long, the two settler groups were fighting for ownership and control of the
land. As soon as their conflict was resolved, the Dutch settlers now started a program of separate
development by removing the indigenous people from fertile land to Bantustans. The result therefore
was an uprising of the people culminating in the democracy gained in 1994, thereby bringing to an end
an error of inhuman treatment in which the whites were and are still the beneficiaries. South Africa
today has twelve language groups (official 11 because for no known reason the Khoisan have been
excluded), and all these people meet in the workplace. The arrival of other Europeans, Africans and
Asians as economic refugees has not made the situation better. The South African landscape is now
more diverse than ever and this is reflected at the workplaces creating a need for diversity
management. This paper focuses specifically on identifying the extent to which the managers are aware
and prepared to manage culturally diverse environment. Whilst there is continued assertion by
managers that they know enough about the other cultures, there is unprecedented neutrality to
pertinent questions and statements dealing with the subject. The finding is that the managers who are
largely white and coloured have not taken enough pain to understand and accommodate the majority
80% black who are the indigenous inhabitant
The employability of human resources management graduates from a selected university of technology in the Western Cape, South Africa
No full textPurpose – The purpose of this paper is to provide an insight into the need to provide an industry-relevant curricula to higher learning institutions,which addresses the needs of the industries so that unemployment is addressed. Design/methodology/approach – The researcher sought to look for a cause and consequence relationship, which resulted in the usage of a mixed - methods approach where by both qualitative and quantitative research methods were used. Correspondingly, the study was conducted in two phases, literature analysis and experimental study, including field work. Findings – The paper provides experiential visions about how institutions of higher learning can provide industry-relevant education. It proposes that for graduates to be employable, there should be synergy between what industries want and what the institutions of higher learning are providing, hence the need to redesign the curricula. Research limitations/implications – The research focused exclusively on Cape Peninsula University of Technology HR graduates from 2014 to 2017 instead of considering all graduates of HR in the workplaces in Cape Metropolis. Practical implications – Tertiary institutions as the custodians of knowledge will have to go out to the customers (recipients of their products) and inquire for relevant operational requirements. Social implications – HR graduates will be properly empowered through proper industry-relevant curriculum which enables them to be employable or to create employment instead of waiting to be employed. Originality/value – This paper fulfills a recognized need to study how the curriculum offered by universities contributes to the employability of human resources management graduate
