Masters Degrees (Human Resource Management)

Permanent URI for this collectionhttps://hdl.handle.net/10413/19592

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An investigation of expatriation challenges: a case study of Transnet Port Terminals in Durban.
(2018) Sewnarain, Shantel.; Govender, Loganathan Narayansamy.
Globalization has influenced internationalisation of 21st century organisations. South African organisations are expanding their horizons not only nationally but globally. The expansion of organisational activities outside national borders challenge South African companies to invoke changes that relate to the management of expatriates. Changes due to globalisation poses many new challenges for management due to the internationalisation of human resource management. As a result, employers and employees are expected to rapidly gain various skills to adapt to the speed of change for organisations to achieve competitive advantage. This study explores the expatriate process challenges at Transnet Port Terminals and examines the perceptions and experiences of expatriates prior, during and post international assignments. It also examines the perceptions of the Human Resource (HR) Managers responsible for the management and administration of global mobility. The study delves into the experiences of expatriates based on four phases of the expatriation process, that is (phase 1) selection of suitable candidates for international assignments, (phase 2) pre-departure training that looks at training before the assignment, (phase 3) on-assignment support that looks at communication and ongoing support between Head Office and the expatriate and lastly, (phase 4) repatriation of expatriates that looks at the return of expatriates back to the home country. The research methodology adopted for this study is a qualitative research to investigate the perceptions of expatriates, and acquire a deeper understanding about their experiences. The researcher conducted semistructured interviews with ten participants from Transnet Port Terminals (TPT). The ten participants included six expatriates and four managers from Human Resource Management, who played an integral role in administering and managing global mobility. Adopting a single case study approach, the study explores international HR management processes and practices at Transnet Port Terminals. Data collected from the questionnaire and existing sources were analysed to answer research questions, and compared the expatriate processes at Transnet Port Terminals to ‘best practices’ obtained from literature review. The results from the study affirm the importance of four phases in the expatriation process to implement and manage a successful international assignment. The study contributes to the existing body of knowledge due to the growing demand for expatriates globally. Valuable insights on expatriation from existing literature provided in this study including the recommendations hope to inspire management at Transnet Port Terminals in developing a successful expatriation process.
The perceptions of employees on the use of human resource information systems in recruitment and selection functions at the School of Management, IT and Governance.
(2020) Magagula, Noxolo Precious.; Govender, Loganathan Narayansamy.
There has always been a growing need for organizations to achieve organizational goals and functionality in the work environment. Studies conducted over a long time show that traditional ways of doing things in human resource management have been moved to strategic human resource management using substantial involvement of Information Technology. This research explores University of Kwazulu-Natal employees’ perceptions towards the use and functionality of Human Resource Information Systems in recruitment and selection functions in the School of Management, IT and Governance in Pietermaritzburg and Westville Campus. The main objectives were to explore employees’ perceptions on the design and use of human resource information systems, identify the advantages of using HRIS in selection and recruitment functions, and their overall perceptions of its use on selection and recruitment functions. Descriptive research was conducted to provide an accurate description of the subject matter. The quantitative research method was conducted to provide a more comprehensive statistical and graphical understanding of the information collected. The target population was 61, where 52 respondents were selected as the sample for the study. Due to the COVD-19 pandemic, remote data collection was adopted. The questionnaires were captured on the Google Form, and the link was subsequently sent to each of the respondents via email. The responses were downloaded and re-coded in Excel, which was later exported into the SPSS, version 26. Based on the data, only 42 of the respondents completed the questionnaires online. This represents 86.77% active response rate. The measuring instrument reliability was determined using Cronbach's alpha efficient, while the validity was determined through exploratory factor analysis. The results showed a significant relationship between the perceptions on the use and design of HRIS and benefits of HRIS (r = 0.236, p < 0.05). Furthermore, there was a significant positive correlation between the benefits of HRIS and the perceptions on the use of HRIS in the recruitment process (r = 0.464, p < 0.05). Lastly, there was a significant positive relationship between the perceptions of HRIS in the recruitment and selection process (r = 0.550, p < 0.05). The study recommends that the University continue to integrate HRIS into its HR activities such as recruitment and selection, job analysis, human resource planning, training and development, compensation, and succession planning.
Perceptions of human resource information system usage for knowledge management in the context of human resource management .
(2010) Naicker, Krisandra.; Govender, Loganathan Narayansamy.
21st century human resource (HR) managers face new challenges that require the management of employee resources and the management of information resources overload to support human resource management (HRM). The proposed research will examine the integrated approach that could be adopted by human resource information systems (HRISs) to identify, classify, store and evaluate human resource information assets to meet the strategic needs of HRM in the 21st century organisational era. The information assets may include databases, documents, policies, procedures, as well as the un-captured tacit expertise and experience stored in individual’s heads, in the form of knowledge. We live in an information economy powered by the human capacity to create value out of knowledge – an intangible asset that is referred to as Due to scarcity in natural resources, modern and knowledge organisations increasingly depend on the knowledge contained in the organisation to succeed and remain competitive. This study examines the perceptions of Human Resource Information System usage for knowledge management in the context of human resource management. Data for the study was obtained from a sample of 70 human resource employees employed at retail organisations within South Africa. The data was quantitatively analysed using descriptive and inferential statistical techniques. The study indicated uncertainty about the use of HRIS functions while the respondents agree with using technology as a tool for sharing information. The concept of knowledge was explored as a strategic asset for the organisation to capitalise on as a competitive advantage, and the study explained that while HR employee’s value and recognise the various forms of the knowledge assets within employees, HR employees were uncertain about knowledge challenges. Although knowledge is generally shared within organisations, the benefits must be further explained in order to gain commitment and support.

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Browsing Masters Degrees (Human Resource Management) by Author "Govender, Loganathan Narayansamy."