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dc.contributor.advisorTrotter, Kirsty.
dc.creatorZungu, Nkosiyabona Nono.
dc.date.created2007
dc.date.issued2007
dc.identifier.urihttp://hdl.handle.net/10413/1441
dc.descriptionThesis (M.Soc.Sc.)-University of KwaZulu-Natal, Pietermaritzburg, 2007.en_US
dc.description.abstractThis qualitative study critically analyzes the extent to which the Career Pathing Policy (2006) of the Msunduzi Municipality reflects the requirements of the national government frameworks. The study further explores the parallels between the Msunduzi Municipality's experience of drafting a Career Pathing Policy (2006) and international experiences. International experiences were used to explore similarities and differences with a view to draw conclusions about the Msunduzi Municipality's Career Pathing Policy's (2006) potential for success. The international experience shows that career pathing is not a new phenomenon. Various organizations both in the public and private sector have embarked on career pathing projects, influenced by very similar issues experienced by the Msunduzi Municipality. The study further critiques the proposed implementation strategy of this policy. In so doing, it explores how the policy was created and assesses the likelihood of its failure or success in the light of the public policy theories, organizational context itself and the national government's legislative requirements on career pathing. The study established that the level of public participation was minimal during the policy making process; thus jeopardizing the final policy document and effective involvement of role players at the implementation stage of the policy. The study concluded that the implementation strategy of the Career Pathing Policy (2006) is weak in the light of the public policy theory, international experience and the organisational context. Indeed recommended polices need to be developed, resources allocated, interdepartmental relations strengthened and care taken that all the stakeholders understand and declare their support for the policy. Recommendations are offered as to the likelihood of the successful implementation of the Career Pathing Policy (2006) in the Msunduzi Municipality.
dc.language.isoenen_US
dc.subjectCareer development--Pietermaritzburg.en_US
dc.subjectPersonnel management--Pietermaritzburg.en_US
dc.titleA policy analysis of the Msunduzi Municipality's career pathing policy, 2006.en_US
dc.typeThesisen_US


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