|dc.contributor.advisor||Kistnasamy, Malcolm Barry.||
|dc.creator||Kunene, Makazi Pearl.||
|dc.description||Thesis (M.Med.)-University of KwaZulu-Natal, Durban, 2010.||en
The high staff turnover and high rates of absenteeism in health professionals poses an
alarming challenge in the Public Health Facilities in the Nkangala Health District of
Mpumalanga province. This could lead to the quality of care to patients being compromised.
The Human Resource Directorate within the Department of Health has introduced a formal
induction and orientation process in the health facilities for new staff which should assist with
the retention of staff and enhance their productivity.
PURPOSE OF THE STUDY
The purpose of this research study was to evaluate the effectiveness of the Human Resource
Management unit in implementing the induction and orientation programme for newly
appointed health professionals at the Nkangala Health District of Mpumalanga Province.
The study method is quantitative in nature using an observational descriptive design with the
minor qualitative component for detailing the quantitative findings. Stratified random
sampling was used to select the respondents from the Persal database of 2006-2007. Two
hundred and three respondents participated in this study. The Persal database is the human
resource database used for managing the personnel records of all permanent employees. A
self-administered questionnaire was developed to collect data from the health care
professionals at the Thembisile and JS Moroka health facilities in the Nkangala Health
District in Mpumalanga. The exposure variable was the implementation of the induction and
orientation programme. The outcome variable was the measurement of the effective
implementation of the induction and orientation programme. The questionnaire consisted of
open- and closed-ended questions covering demographic data and organisational
characteristics related to the objectives of the study.
The validation of the questionnaire was done in consultation with the Human Resource
Development unit of the Nkangala Health District through a pilot study. The data was
collected using Microsoft Excel and analysed using SPSS statistical software.
The data was categorised and interpreted according to the respondents’ views. The findings
were presented using categorical variables of medical doctors, allied health professionals,
nursing staff and health facility managers. The site questionnaire was based on the
Departmental Transformation Unit tool to assess the 6 variables being purpose,
empowerment, relationships and communications, flexibility, optimal productivity,
recognition and morale relating to the performance of health facilities. MS Excel was used to
consolidate the views of the respondents in relation to the implementation of induction and
orientation programme which did not benefit the medical doctors and allied health
professionals as they were not assigned with mentors.
This study identified the most important interventions and support that newly employed
health professionals expected in their career development. The induction and orientation
programmes are used interchangeably by the Human Resource Department - hence, there was
no formal induction process conducted. The induction and orientation process is not being
evaluated to review the programme. The facility managers’ participation in the study assisted
with their supportive roles in the career development of the health professionals.
It is hoped that the findings of this study will be of benefit to the Health Professionals in the
Department of Health, Mpumalanga Province, South Africa. In addition, the study assessed
the Management of Career Development programme which is used by the Department of
Health in Mpumalanga Province to strengthen the induction and orientation programme of
|dc.subject||Employee orientation--Mpumalanga--Nkangala District.||en
|dc.subject||Medical personnel--Mpumalanga--Nkangala District.||en
|dc.subject||Health facilities--Personnel management.||en
|dc.subject||Theses--Public health medicine.||en
|dc.title||The effectiveness of the induction and orientation programme in the Nkangala Health District of Mpumalanga Province, 2006 to 2007.||en