Browsing by Author "Hunter, Clive Robert."

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The Efficacy of the skills development act in the manufacturing and retail sectors - Pietermaritzburg areas.
(2006) Singh, Amritha.; Hunter, Clive Robert.
This study is concerned with the efficacy of the Skills Development Act in promoting skills development and training in South Africa. Skills development and training was examined in the context of the 30 manufacturing companies and 20 retail companies based in Pietermaritzburg. Firstly, the literature study provided a foundation on which to base the idea that skills development and training is vital in order for a country to achieve economic success. Secondly, efforts of other countries in promoting skills development and training were examined. Thirdly, skills development and training was examined in the South African context. The literature study lent support to the idea that there is a need for skills development in South Africa, considering factors such as HIV/AIDS, the shortage of scarce skills and labour demand trends in the South African labour market and the South African economy. The field study involved the use of questionnaires to gather data from the respondents. The results of the field study were group into pre-defined variables. The variables were then correlated and hypothesis testing was conducted to test the relationship between the variables. The main conclusions of the study are based on the hypothesis testing and the results of the field study and are detailed below. 1. The perceived effectiveness of the Skills Development Act was found to be a positive correlate of the effectiveness of training, the application of effective training procedures, the percentage of employers conducting formal training and the percentage of training costs recovered from the SETAs. 2. Training was perceived to be effective in terms of employee learning, employee performance and organizational performance. 3. There was an even split between companies that applied effective training procedures and those that did not. 4. Compliance with the Act was a pre-requisite for selection of the sample, however full participation in the Act was found to be lacking in general. This means that the majority of companies in the sample did not submit Workplace Skills Plans and Implementation of Training reports. 5. Compliance with the Skills Development Act was found to be a correlate of the application of effective training procedures, assistance received from the SETAs, the perceived effectiveness of training and the perceived effectiveness of the Skills Development Act. 6. It was generally perceived that the assistance received from the SETAs was poor. 7. On-the-job training was found to be prevalent in all companies; however formal training was more prevalent in companies that have a large number of employees. The average rate of formal training was calculated as 29.64%. 8. The number of employees was found to be a correlate of the percentage of formal training conducted, the percentage of training costs recovered from the SETAs, the perceived effectiveness of training and the application of effective training procedures.
The integrated quality management system in education.
(2006) Hibbers, Thomas David.; Hunter, Clive Robert.
The general problem was that vast resources (time, money, etc.) have been invested in the Integrated Quality Management System. Besides the generally positive feedback it was not yet known for certain to what extent IQMS contributed to the perception of improved educator performance and the problems which existed with the implementation. The objectives of this dissertation were to determine what the perceived impact of the Integrated Quality Management System on Educator Performance was and prove the validity of a proposed model of factors related to Educator Performance. In order to construct a theoretical frame of reference of the existing knowledge, an extensive literature review of the Performance Management theory in the private sector was followed by a review of the Department of Education publications about the practical implementation of these principles in the management of educator performance in schools by means of the Integrated Quality Management System. Both qualitative (a pilot study consisting of several in depth interviews with educators and principals) and quantitative research (a questionnaire based on the literature study, objectives and hypothesis and using a five point Likert scale) methods were used to determine the impact ofthe implementation of Integrated Quality Management System on Educator Performance in South African public schools. The results from the four hundred and twelve respondents were analysed with the aid of the EXCEL and SPSS computer programmes. It was found that the implementation of the Integrated Quality Management System has contributed significantly to all areas of perceived Education Performance, i.e. structure, staff development, motivation, class visits, feedback, goal setting, problem solving and forms. The IQMS was negatively related to disciplinary management. The non parametric nature of the data could not allow for statistical techniques such as multiple regressions to be run, but the proposed model still revealed itself as valid in the factor analysis. It was concluded that the Integrated Quality Management System has done what it was meant to do: it had a positive impact on perceived Educator Performance. Furthermore, it was found that the factors: structure, staff development, motivation, class visits, feedback, goal setting, problem solving, accurate scores and disciplinary measures had a significant relation with perceived Educator Performance. It was recommended that the success story of the implementation of the Integrated Quality Management System be made public, neutral educators be brought on board, the accuracy of the scores be upgraded and even more structure added to the staff development programme. It was also recommended that School Management Teams be trained in motivating staff, class visits be increased and feedback to staff on their performance be improved. It was also recommended that School Management Teams be trained in goal setting programmes and the implementation of the Educator Performance Model.
An investigation into adoption of multiskilling by the South African manufacturing industry : a case study of Hulett Aluminium.
(2006) Gamede, Vangeli Wiseman.; Hunter, Clive Robert.
There are a number of challenges that are facing the South African manufacturing industry today. Companies within this sector are trying all they can to ensure the optimal utilisation of physical and human resources and the maximisation of profit, all this at a very minimal possible cost. Each company within the industry is struggling for a competitive edge and bigger market share compared to other companies manufacturing the same product. Haas et al. (2005: 1) suggest that the manufacturing companies need more flexible labour strategies, like multiskilling, as a way of dealing with these challenges. Hulett Aluminium (Pty) Ltd, South Africa's largest aluminium producer and based in Pietermaritzburg, was used by the researcher as a case study. The company was founded in 1946 as a subsidiary of the international Alcan Aluminium Group. It is South Africa's largest manufacturer of semi-fabricated and finished aluminium products. The company introduced multiskilling in 2000, the main objective being to equip the employees with a variety of skills for the benefit of both the company and the employees themselves. This research study was undertaken to establish the extent to which Hulett Aluminium (Pty) Ltd has taken advantage of the theoretical benefits associated with multiskilling. To achieve this the following issues were investigated: preparation of a suitable environment for the application of multiskilling, effects of new, advanced technology on multiskilling, effects of absenteeism due to workshops, training programmes and personal matters, productivity levels, labour turnover, labour costs, trend towards selfmanaged groups, job satisfaction , employee motivation and industrial conflicts. This study first discussed the theoretical perspectives on multiskilling. This is followed by the description of Hulett Aluminium (Pty) Ltd, with specific description of the company's profile, the organisational structure, the aluminium supply chain and the company's core business . The description of the company is followed by the methodology used for the collection of data as well as the outline of the interpretation procedures followed. Research findings and discussion are also given. The key findings of this study are that both managers and shop floor employees at Hulett Aluminium agree that multiskilling contributes to increased organisational labour productivity, reduced organisational overall costs, and reduced industrial conflicts. Other areas of agreement include the fact that multiskilled employees need appropriate resources for the application of their skills; training is an essential tool for multiskilling and that rewards for a multiskilled workforce are a motivating factor for in the workplace. The final conclusion drawn is that much as Hulett Aluminium (Pty) Ltd has embraced multiskilling, there is still a lot the company needs to do or improve on, so that it could enjoy the benefits of the programme. Based on the findings of this study, some of the recommendations made for Hulett Aluminium are: • A detailed planning process for proper implementation ofmuItiskilling • All the relevant stakeholders within the company should be part and parcel of the implementation of the programme • Benchmarking with other manufacturing companies which have implemented multiskilling • Training of new recruits so that they could be at equal par with the old employees and also contribute positively to increased organisational productivity. 11
An investigation into employee perceptions of the factors that influence transfer of training at Standard Executors and Trustees.
(2005) Khan, Ashraff M.; Hunter, Clive Robert.
This dissertation focuses on the transfer of training at Standard Executors and Trustees. Studies indicate that too often managers in organisations get involved in what they call training, which they carry out as a matter of routine (Erasmus and Van Dyk,1999:10). This form of training, which is done merely for the sake of training, does not add any tangible benefits for the employee or the organisation. Chapter one of this study presents a background to the company and the issues surrounding the transfer of training as well as some of the benefits that may be achieved by positive transfer of training within an organisation. The chapter also contains a statement of the objectives and hypotheses of the study. Chapters two, three and four present the literature, which was reviewed for the study. In Chapter two various definitions of training, development, learning and transfer of training are explored. Chapter three looks at a systematic approach to transfer of training and Chapter four looks at the transfer process model, which focuses on work Environment Factors that influence transfer of training in organisations. Chapter five outlines the research methodology that was followed in this study. Chapter six presents the field study, which involved the following: • The design of a research questionnaire to investigate the perceptions held by employees in relation to the factors they believe influence transfer of training at Standard Executors and Trustees. • The development of a research model. • The presentation of the research findings. The study ends with Chapter seven which provides a conclusion, discussion and recommendations in respect of the research findings. The key research findings are that Transfer of Training within Standard Executors and Trustees is greatly influenced by: • The assessment of training needs. • The employee's motivation to learn. • The employee's ability to learn. The research also indicates that the while the under-mentioned variables have an influence on Transfer of Training at Standard Executors and Trustees, their influence is not significant: • The design of training. • The selection of an appropriate training venue. • The evaluation of employee performance during and after attending a training course. • The use of goal setting and relapse prevention techniques. • The issue of organisational support was also investigated, however the statements investigating this aspect of the study had very low reliability values and in the final analysis this area will need further research.
An investigation into the transfer of training in the Central Bank of Lesotho.
(2004) Makoae, Rosemary Nthabiseng.; Hunter, Clive Robert.
The purpose of the study is to investigate the transfer of training in the Central Bank of Lesotho. To guide this study, the following questions were formulated and answered: .:. How do managers assess transfer of training in the Central Bank of Lesotho? .:. What is the extent of transfer of training in the bank? .:. What are the reasons behind lack of transfer of training, if it exists in the bank? .:. What can be done to promote transfer of training in the bank? The research method that was used in this study was the survey method, which aims at gathering data about large numbers of people. Questionnaires were used to elicit answers to these questions and were given to the management of the Central Bank of Lesotho, as well as to the employees who have undergone training. This company was chosen because the researcher has worked there for seven years and understands how it operates. The study found that behavioural performance appraisal is used by Central Bank of Lesotho management to assess transfer of training and that a high percentage of training is transferred immediately after training, when trainees are still excited about what they have learned. It was concluded that there are barriers to transfer of training such as lack of management and co-worker support, lack of resources after training, lack of motivation and many others. On the basis of these findings and conclusions, it was recommended that Performance Appraisal should not only be carried out by managers, but colleagues also have to assess an individual. Follow-up training and management support were encouraged, to motivate trainees to apply what they have learned.
Productivity through goal setting.
(1995) Hunter, Clive Robert.; Van Uytrech, Paul.; Binnendyk, Case.
Abstract available in PDF.
Skilled labour in the footwear industry of KwaZulu-Natal.
(2005) Moodley, Dashenthren.; Hunter, Clive Robert.
This dissertation was compiled to place into context and to address the problem of skills shortages in the footwear industry of KwaZulu-Natal. It is often said that the voice that shouts the loudest, and the one that has the most media coverage usually acquires the most buy-in and belief, however this is not the most reliable source. The current demise of the local footwear industry has been attributed to the lack of Government protection and the lack of productivity of the local workforce, in the wake of globalisation. This dissertation presents to the reader a review of recent literature on the topic of skills shortages and also encompasses and endeavours to address the issue of the shortage of skills in the footwear industry. The reader is also provided with an insight into the background of the South African footwear industry, which has been highlighted to give the reader an understanding of the problems facing the footwear industry. Due attention and consideration has also been placed on the effects of globalisation on competitiveness in the footwear industry of KwaZulu-Natal, and how the lack of skilled labour and higher labour costs due to more labour being required, accentuates the apparent problem. A quantitative study of the skills shortage in the footwear industry of KwaZulu-Natal was also conducted and incorporated to provide more conclusive feedback and results. This process entailed conducting telephonic interviews with thirty-four Production managers of the total number of manufacturers, to assess the following: 1. The extent to which the KwaZulu-Natal footwear industry lacks skilled labour. 2. Whether the lack of skilled labour leads to the production of inferior quality footwear. 3. Whether or not manufacturing techniques require more labour as a result of individuals not being adequately skilled. 4. If the overall cost of the production of a shoe is rendered as being higher as a result of more labour being required to execute the production. 5. To determine if footwear manufactured in KwaZulu-Natal can compete with international standards with respect to the footwear industry. The research study considers and tests nine different hypotheses. The instruments used in the questionnaire were tested for reliability with the use of the Cronbach' s Alpha Coefficient, which is regarded as the most common way of measuring reliability. The study of the findings includes a descriptive statistical analysis and a correlation analysis of the variables. An interesting finding is the correlation between hypotheses two (The lack of skilled labour leads to inferior quality footwear) and four (As a result of more labour being required the overall cost of the shoe is higher) which produced an exceptionally high correlation, i.e. r = 0.58 and significance< 0.01. This implies that there is a strong correlation between inferior quality footwear produced by labour short of skill and the overall cost of the footwear. Bearing in mind that correlations simply show the degree of the relationship and do not show causality, the results appear to indicate that skilled labour produce higher quality footwear than unskilled labour, and that fewer skilled operators are required to do the same job. Findings of this nature are discussed in the study, which assist in the conclusion of the research conducted. The following recommendations have been formulated from a close study of the findings of this research study. 1. As a recommendation, employer-based surveys or interviews which gather information from individual employers on workers' specific skills in the footwear industry will help measure skills available (Barker, 1999:212). 2. To improve the return on their investment, to encourage employers to provide opportunities for their employees to acquire new skills, to encourage employees to participate in training programs, and to improve the employment prospects of those not currently employed. More emphasis needs to be placed on labour intensive manufacturing processes by government, as it is the view of the industry that nothing significant was being done (Stryker et al., 2001:6). 3. It is important that the industry has the correct apprenticeship programs in place to secure the existence of these skills. Barker (1999:233) states that new patterns of work often also require flexible and highly skilled workers. With restructuring of management it is common place where workers are required to function without direct supervision and to be able to correct small hiccups in the production process on their own initiative. 4􀀄 Job rotation will have the following benefits to the industry. The worker becomes more versatile thus learning new skills. With these new skills he can move to a higher paid position when a vacancy occurs. The company benefits in that they have a more highly skilled labour force that are able to step into a position when the need arises unlike the situation today where certain skilled positions have no 'back-up' (Human Sciences Research Council, 1999:33). 5. New market areas, new products, new ways of producing and providing services are reshaping the skills required. The industry has to keep abreast of the latest skills and technology available by having product fares inviting international companies to introduce modem technology locally. And in essence becoming more involved with the international industry from an innovation point of view (Bhorat et al., 2003:46). The writer has put forth an action plan to make implementation of these recommendations practical in the workplace.