Browsing by Author "Rampersad, Dhanesh."

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Analysis of global competitiveness in the light motor vehicle component industry of South Africa.
(2014) Rampersad, Dhanesh.; Kader, Abdulla Dawood.
The automotive industry’s global competitiveness has been acknowledged by the South African government and therefore the sector has been identified as a key economic growth sector. The success of the domestic automotive component industry is dependent on efficient business platforms which is essential for the industry to become progressively more internationally competitive, grow exports, stimulate economic growth and create more jobs. The research problem addressed in this study was to establish an in-depth understanding of the extent of South Africa’s global competitiveness in the automotive component manufacturing industry, identifying the factors influencing the component industry’s competitiveness and its impact on economic growth and sustainability of the component industry. A comprehensive literature review was executed to obtain a clear understanding of South Africa’s global competitiveness in the automotive component industry. To achieve the objectives of the study and effectively answer the research question, it was necessary to approach the research from different angles. The research approach to this study was both exploratory and descriptive, therefore both qualitative and quantitative research approaches were executed. The findings of this research clearly indicates that the automotive industry in the medium to long term is dependent on government regulations and policies for the survival of the industry. The findings further highlighted that localisation as a key factor behind successful integration of the South African automotive component industry into the global market. The results obtained from both the qualitative and quantitative research indicated that there was a consensus on many issues regarding the role of government strategies and policies in creating a competitive advantage for the component industry and the importance of government’s intervention in stimulating the industry’s competitiveness. The respondents were virtually unanimous in indicating that the component industry zealously anticipates further changes in government policy in order to increase competiveness of the automotive component industry in the global supply chain. The study also found that there is a need for tariff protection or the industry will collapse in the face of global competition due to increased cheap imports into South Africa. Despite the challenges of globalisation, leaders in the South African automotive component industry remain positive about the future growth of the industry.
Change management - the migration of Technical Vocational and Education Training (TVET) Colleges to Department of Higher Education and Training (DHET). a case study based on a TVET College in KZN.
(2017) Muchayi, Lindah Tapiwa.; Rampersad, Dhanesh.
ABSTRACT Change is an inevitable part of every organisation and cannot be ignored. This study investigated the effects of change management on employees’ attitudes towards change. Employees’ attitudes are important as they have a significant effect on resistance to change and the success of the change process. The study was based on a probability sample of 90 respondents from a population of 300 at ThekwiniTechnical Vocational and Education Training (TVET) College in KwaZulu- Natal, South Africa. Data were collected by means of a paper-based questionnaire. Inferential and descriptive statistics were used to analyse the primary data. The results of the analysis revealed a significant relationship between how change is managed and employees’ attitudes towards change. A prominent finding of this study is that management support, communication, an emphasis on teamwork; employee consultation and leadership style have a substantial bearing on employees’ attitudes towards change. The study also revealed that there is poor change management at Thekwini TVET College and this has a negative impact on employees’ attitudes towards change. Improved change management is recommended, particularly with respect to management support, communication, teamwork, employee consultation and leadership. If adopted, these recommendations will improve employees’ attitude towards change and make a positive contribution to successful change implementation within the organisation.
Critical resource loading for small projects within the petro-chemical industry.
(2015) Verby, Mfundo; Rampersad, Dhanesh.
The efficient management of the resources pool required in the successful completion of small projects within the petro-chemical industry is critical for organisation within the particular industry. The skills required to manage this efficiency specifically in projects has been viewed as a skill that does not necessarily require one to have a specific qualification in project management. The scope of the research project was to define a hypothesis, review relevant literature on previous research and review the hypothesis based on historical data and feedback from the industry received via questionnaires and observations. The key objective of the research project was the development of a model that would provide details of the level of effort for the critical resource types at different phases of the project life cycle. The quantitative research methodology focused firstly on the review and utilisation of academic literature conducted previously on this topic, secondly on the evaluation of feedback from questionnaires distributed to project managers and engineers within and external to Sasol and lastly on participant observations based on previous projects where the researcher had been part of the project team. The initial hypothesis that was adopted prior to commencement of the research process entailed graphical level of effort models for the project management, technical, sponsor and business resources required to successfully move through the different project phases. The hypothesis was analysed against the research results and updated accordingly to provide the proposed level of effort model. The model was then presented and explained in detail in the dissertation to ensure a clear understanding and alignment in terms of the complexity of the project, type of the project, total budget of the project and the planned duration of the project in months. The dissertation has therefore contributed to industry and academia a level of effort model that can assist project managers and engineers to define the phase deliverables and the level of effort required per resources for a particular phase of the four phased project life cycle model. The model presented is dynamic in that it clearly indicates the maximum percentage of effort required per resource; the model, however, does not provide a ramp up or ramp down rate within a particular phase. The details of the ramp up or ramp down rate among other ideas are provided in the dissertation as potential recommendations for future studies.
Evaluating employee’ perceptions on the effectiveness of performance management system at Department of Health KZN- Head Office: Finance Unit.
(2017) Khuzwayo, Lungile.; Rampersad, Dhanesh.
Public service is the single largest employer in South Africa and constitutes a large portion of the economy. It is a rapidly changing environment in which technology–driven services are becoming the norm and new skills are required to keep pace with these developments. The primary purpose of this study is to expand the extant knowledge and understanding of employees’ perceptions towards the implementation of the performance management system in the Department of Health: Finance Unit, KwaZulu-Natal Province. Since the primary orientation of individual performance management is evolving in nature, as it has to provide constructive feedback to unsatisfactory performance and recognition of excellent performance. The researcher sought to capture the perceptions and experiences of employees, with a view to assessing the influence that the performance management system has had on them. To collect relevant empirical data for this research project, a qualitative and quantitative research instrument in the form of a semi-structured questionnaire, comprising of closed- and open-ended questions, was used. The population size of the study was 120 participants, all of whom were Finance Head Office employees. The response rate was 68%; 81 officials responded to the questionnaire. The research findings achieved the objectives of this study, and confirmed that employees in the Department of Health: Finance Unit has a negative perception of the fairness of their organisation’s performance management system. The study uncovered loop holes in performance management in the finance unit. Performance indicators are not clearly defined and the performance management process is a compliance exercise as it lacks functional performance feedback and rewarding mechanisms. There is limited career progression. A sound performance management system must be put into place so that the employees exert their maximum efforts towards the realisation of the organisation’s objectives.
Evaluation of talent management strategy in fulfilling enterprise strategy : a case study at SAPREF.
(2015) Chamane, Ziphathele Harold.; Rampersad, Dhanesh.
The purpose of the study was to evaluate the robustness of talent management strategy at South African Petroleum Refineries (SAPREF) in fulfilling the business strategy. Four objectives were selected as the focus of the study, which are talent sourcing and retention, succession planning, competency development and employee engagement, diversity and inclusion. SAPREF has a vision of becoming the best refinery in Southern Africa comparable to Asian refineries. The best refinery is the one which is operated optimally and safe, profitable, reliable and always available to process crude oil into finished projects, executes capital projects timeously and on budget. The biggest lever to reach the best refinery status is the talented people behind the sophisticated state of the art refining facilities. The recruitment of best talent, retention, development and properly executed succession planning will ensure that SAPREF vision is realized and the talent to meet the future needs of the business is available and well prepared. A probability sample of 60 managers was drawn from a population of 80 managers. Of the sample, 7 managers were from Top management (LT), 21 were from Senior management (ELT) and 32 were from Middle management (MM). Data was collected using a questionnaire survey that was personally administered to the study participants. The choice of personally administering the questionnaire was informed by the fact that the study; and the study participants are based on one site and the high response rate associated with the method. Data was captured in Excel spreadsheet database and exported to SPSS version 18 for analysis (both for quantitative analysis and statistical analysis). The results of the study revealed that SAPREF talent management is on the right track, regarding the objectives of talent sourcing and retention, competency development and employee engagement and diversity and inclusion. The study revealed succession planning was not going well at SAPREF requiring urgent intervention. It is recommended that a detailed further qualitative research be undertaken to understand why study participants rejected the current SAPREF succession model.
The impact of government regulations in the funeral sector around the Durban Metro.
(2016) Dumisa, Siyabonga Nkosinathi.; Rampersad, Dhanesh.
ABSTRACT According to a study conducted by the Centre for Financial Regulation and Inclusion, it was noted that there were different layers of informality within the funeral sector, perpetuated by various layers of regulations in respect of the health regulation, financial services regulation and the regulation that applies to small businesses. This suggested that the funeral industry was governed by many pieces of regulations legislated from different government departments. The statutory bodies which govern this sector were operating in silos as opposed to working jointly in an attempt to formally regulate the industry. The aim of this study was to investigate the level of awareness regarding the existing regulations governing the funeral sector, and the extent to which the funeral undertakers complied with the respective regulations. A secondary objective was to establish the nature of the impact caused by such regulations on funeral undertakers operating around the Durban Metro. The study revealed that the majority of participants are well aware of the various regulations imposed on funeral undertakers by different government departments. What was even more revealing was that the majority of participants that are aware of the various regulations are actually complying with them, and they recognise the importance of compliance. However, it would appear that there are still those funeral undertakers that are not compliant with various regulations, and thereby posing risks in the industry. When assessing the impact of the nonaligned legislation on funeral undertakers we received mixed feelings suggesting that participants are mindful of the fact that government can improve and grow this industry by producing coherent and aligned regulations to govern the funeral industry. The fact that there are many funeral undertakers operating without proper certification and licenses is proof that the regulations lack proper enforcement. The findings of this explorative study are a good indication that further studies are required to investigate the funeral industry. Future studies can aim at generating specific recommendations for best funeral industry practices.
Internal audit's role in the integrated reporting process in Durban.
Krüger, Rudolf Eckart.; Rampersad, Dhanesh.
The progress of Integrated Reporting brings about an opportunity for Internal Audit to fill the role of the assurance provider on the information included in the Integrated Report. Providing assurance on the Integrated Report gives the stakeholders of the organisation more confidence in the reported information and allows for accurate decision making. The Integrated Report is made up of various capitals that consist of financial and non-financial information. Due to non-financial information becoming more significant to the stakeholder, it becomes crucial that this information is verified by an independent assurance provider. It is important to identify the ideal assurance provider who possesses the necessary competence and the required independence to verify that the information is accurate, valid and complete. This creates opportunities for many ideas and opinions on who the assurance provider should be and who is best suited for this role. The study investigates whether or not a role for Internal Audit exists in the Integrated Reporting Process and what that role is. Through in-depth interviews with the Heads of Internal Audit at four JSE-listed organisations in Durban, the role of the Internal Audit Departments was compared and analysed. The outcomes of the case studies were then compared to available literature. The research is motivated by the desire to add value to the Internal Audit profession and to allow the profession to grow. By identifying the current and future role of the Internal Audit Department in the Integrated Reporting Process, the results can assist companies to prepare for the emerging role and obtain the necessary resources to provide the required assurance. The findings of this research identified whether or not the Internal Audit Department is currently involved in the Integrated Reporting Process, and identify what the role of the department is. Furthermore, any differences between the Internal Audit Departments within the four organisations were examined. Finally the opinions of the Heads of lnternal Audit were compared to determine the future role of Internal Audit in Integrated Reporting.
An investigation into the impact of NewsBoards communication on employee motivation at Altech UEC : a manufacturing company located in Mount EdgeCombe, Durban, KwaZulu-Natal.
(2015) Chetty, Rajah.; Rampersad, Dhanesh.
Communication is fast becoming an important factor that is used for connecting its employees to their organizations thereby allowing the businesses to perform efficiently and effectively. The purpose of this study is to examine whether the steps taken by the organization to improve communications with the shop-floor staff is effective and if such actions contribute to the motivation of such employees. Previous research shows that when employees of an organization feel part of an organization, their motivation to do more and achieve organization goals becomes instinctive. A study done by Badenhorst on internal communications at Altech UEC found that there were huge gaps in communication between shop-floor staff and management. The aim of this research will be to identify if these gaps still exist after some changes were made to improve communications at Altech UEC. Methodology- The application of quantitative research approach was used to explore the objectives of this study. A questionnaire was developed as an instrument to retrieve the data for this study which was divided into five parts and made up of 26 questions. A simple random sample of one hundred and fifty shop-floor employees, from various departments that made up the manufacturing sector, was selected from the four hundred and fifty employees. A total of 146 employees responded of the 150 selected, this represented 97.3% of the sample. Major findings- The study focuses on the shop-floor employees of the organization and their perception of the communication efforts taken by the leaders of the organization to close the gap in communication between the organization and its shop-floor employees. The study reveals that the method used by Altech UEC is an effective mechanism of communication. There is strong evidence that information sharing is taking place in the organization and that communication made through the news boards are effectively improving the situation between the company and the employees. The findings support other studies that suggest that effective communication plays an important role in ensuring motivation and trust. Recommendations - Based on the findings of the study it is recommended that more research is done to explore new ways of keeping employees motivated whilst building on the current foundation already established by the organization. These actions could help close the small gaps that exist. Activities such, knowledge sharing, leadership influence and HRM practise.
Optimization of local content in the automotive component industry in KwaZulu-Natal.
(2012) Rampersad, Dhanesh.; Kader, Abdulla Dawood.
The South African government has acknowledged the global competitiveness of the automotive industry and has identified it as a key economic growth sector, with the aim of increasing vehicle production to 1.2 million units by 2020, while significantly increasing the value of local content to a target of 75%. The automotive industry has identified the automotive component industry as the most valuable source of contributing to increasing the value of local content in domestically assembled vehicles. It is imperative for the automotive component industry to focus on optimising local content by improving technology and capabilities to remain competitive globally. The aim of this study was to determine the impact optimisation of local content in domestically assembled vehicles will have on the future growth potential of the automotive component sector. The objectives of the study examined the extent of localisation in the automotive component industry, the role of government in optimising local content, the challenges of optimising local content and economic impact of localisation on future growth of the industry. The objectives were explored through the aid of quantitative research and theory comparisons. Sixty five component manufacturers located in a 100 km radius from Toyota South Africa assembly plant were targeted. A response rate of 72.3% was achieved using a questionnaire as the research instrument. The respondents indicated that the two major challenges faced by the automotive component industry were, the local manufacturers pricing in comparison to global manufacturers was higher and the high level of dependence that local manufacturers have on foreign licences. A large percentage of the respondents believe that to optimise local content in locally assembled vehicles, government intervention and support will have to be at a high level. Improving internal competitiveness, rationalisation to achieve economies of scale and maximising government support are some of the key drivers to achieving optimal local content in the automotive component industry.
Retention of Black skills at an electronic engineering company in KwaZulu-Natal.
(2015) Chitanand, Teevesh.; Rampersad, Dhanesh.
The responsibility of companies to address racial demographic workforce imbalances, created by the past Apartheid government, coupled with changes in legislation, have encouraged businesses need for transformation. However, a major shortage of black skills, especially at technical and management levels in the engineering sector, has seen organisations facing the challenge to fulfil government requirements, or risk being penalised. With skilled black employees in high demand, companies are now faced with exigent challenges to attract and retain suitable candidates in order to be competitive within their industries. Objectives of this study was to identify and assess the impact that key retention factors have on retention of black managers and technically skilled black employees, at an electronic engineering company in the Kwazulu-Natal, and to measure the perception of these employees with regard to employment opportunities external to the company. In order to achieve these objectives, a research strategy was put in place. A quantitative research approach was chosen and a sample of a total of 59 black employees, comprising of managers and technically skilled staff were invited to participate in the survey. Statistical analysis of the data collated revealed that while there were many facets of employee retention that were lacking, the most important factor, which was identified as remuneration, together with employee perception of external job opportunities, acted very positively towards staff retention. This study concluded that the company was well positioned when it came to employee retention, however, it identified risk that should conditions in the external job market change, this could rapidly transition the company negatively regarding its employee retention efforts. Finally the study makes suggestions of factors within the organisation that negatively impact on employee retention, highlighting that these factors may also be contributing to poor organisational performance.
A study on performance management at public TVET colleges around Durban, South Africa
(2017) Sibiya, Thabani Eric.; Rampersad, Dhanesh.
There is a need to realise the benefits of Performance Management System in an organisation and how it can assist an organization achieve its effectiveness. When implemented effectively Performance Management can yield high organisational performance that can assist organizations realise increased output. This study has evaluated Performance Management at two public TVET Colleges around the City of Durban (Elangeni TVET College and Ethekwini TVET College), and how they could use Performance Management System to realise organizational efficiency. The study has aimed at addressing issues of Performance Management in these Colleges. The objectives of this study focused mainly on assessing effectiveness of performance management within the two public TVET Colleges around Durban. The study further aimed at ensuring that there is a link between actual performance and the expected performance within the Colleges. The view is that when this is achieved, a high performance culture within Colleges will be built resulting in increased results and output. The study has also provided an overview of the broad field of Performance Management System with a specific focus on how can performance management can be used as management tools that will assist Durban TVET Colleges improve performance. The benefit for the effective implementation of performance management would be that not only Colleges would increase results and output, but they would be able to identify needed developmental areas for employees, and informing strategic decision making with regards to Human Resource Development budgets. The data used for this study was collected from policy documents and legislation relating to performance management in the public sector as well as in the education sector. Secondary data used was collected from published research studies on IQMS, journals, articles, reports and books relating to implementation of relevant policy, evaluation and performance management. This study has adopted a qualitative method approach, which has used structured interviews to collect data from respondents. For this study the researcher conducted interviews with Senior Management, as well as Academic Managers of two TVET Colleges.
The transition from engineer to manager: implications for the effectiveness of the engineer-in-training programme at Tongaat Hulett – Sugar.
(2017) Mhlongo, Siphiwe.; Rampersad, Dhanesh.
Abstract It is generally accepted that employees are any organisation’s greatest asset, so its success or failure is significantly linked to the contribution that they make. Engineers are one particular group of personnel, whose impact on sugar manufacturing operations cannot be overlooked. This study focusses on engineering career advancement, in the sugar industry, from primarily technical into managerial work. This transition is typically considered to be challenging, predominantly because the skill set required for one to be an effective engineer is dissimilar to that required for one to be an effective manager. The research investigates how well the Engineer in Training (EiT) programme prepares engineering candidates for managerial roles. Effort is directed towards understanding the transitional challenges from engineer to manager and how the EiT programme impacts this process. A quantitative research approach was used whereby; research data was collected through a self-administered structured questionnaire. Thirty invitations to were sent to potential respondents, with only 21 engineers ultimately selected to participate. The main findings of the study suggest the following: that the EiT programme did not sufficiently prepare candidates for managerial work and that the lack of leadership training in engineers made transition to management level very challenging. Other findings were that successful managers had to develop leadership skills on the job and that the EiT programme did empower candidates with sufficient communication and interpersonal skills. It is recommended that clear career paths be mapped out for engineers and a holistic approach be used to prepare them for managerial work. Tongaat Hulett-Sugar should be more sensitive to the challenges facing engineers in managerial positions, to the point of more actively supporting their career development. The EiT programme could be improved by including management development modules to address the leadership training needs of candidates. This may entail a programme extension from two years to about two years and six months.
Wastewater sludge management for Umgeni water.
(2016) Nene, Sikhumbuzo Eric.; Rampersad, Dhanesh.
ABSTRACT Umgeni Water is a state-owned bulk water service provider for water supply and sanitation services to water services authority in its operational area. It is constituted in accordance with the Water Services Act (Act 108 of 1997) and the Public Finance Management Act (Act 1 of 1999), The area of coverage is 21 155 square kilometres and serving 6 million people (1.64 million households) over six Water Services Authorities. Sludge management is an important area of concern across wastewater treatment Plants at Umgeni Water. Inability to remove the sludge in the treatment plants affects the operation negatively resulting in poor performance in some treatment plants. In addition to maintaining treatment efficiency, proper sludge management is important for mitigating pathogen levels and providing opportunities for safe beneficial reuse of sludge. Sludge is characterized with respect to quantities generated (accumulation rates) and quality (helminths and heavy metals content). A review is to be conducted of appropriate sludge treatment technologies including sludge drying beds, alkaline stabilization, anaerobic digestion, and composting. These options to be valuated based on a set of selected criteria. Sludge guidelines regulate sludge disposal options as a result of the type of treatment regime, pathogen removal, and metals substance. Also disposal selections for sludge involves some form of recycling of the product, through direct land application, stabilization, composting, or pelletizing (Bloetscher, 1999). A quantitative approach was used to explore the different sludge management strategies implemented at Umgeni Water and comparing to best practice employed by other Water Authorities. Creswell (2014), defines quantitative research as a method of understanding what factors or variables impact an outcome of the research. This is done through researchers advancing a theory to test, and they will incorporating significant analyses of the literature to identify research questions needing answers. Questionnaires were sent out to targeted sample covering the entire population of employees working on the wastewater treatment plants. This research aimed to compare traditional sludge management options with current global trends focussing on three main areas namely, sludge beneficiation , compliance to environmental regulations and cost effectiveness. Recommendations for integrated approach in process design at Umgeni Water which will allow the Organization to implement sludge beneficiation in all their wastewater treatment plants.