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An investigation of the implementation of training and development in the KwaZulu-Natal Office of the Premier.

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The objective of the study was to establish how training and development programme is implemented in the KwaZulu-Natal Office of the Premier. The availability of highly skilled public servants in South Africa remains a challenge. In the 21st century the knowledge of society is characterised by innovations in the public service delivery. Employee performance and service delivery requires the development of public sector human capital among public servants that will be capable of delivering and advancing the needs of communities in a sustainable manner. It cannot be overemphasised that the nature of service delivery has recently changed, thus the need for capable public servants. The KwaZulu-Natal Office of the Premier is dedicated in ensuring that all their employees are trained in line with the Skills Development Act and the department is spending a huge amount of money on employees’ tuition fees every year. Training and development of employees can change the attitudes and behaviour which can impact positively on their performance. Despite the training and development of employees, the department is experiencing high labour turnover, absenteeism and a number of labour cases. As such, this study sought to establish how training and development is implemented in the KwaZulu-Natal Office of the Premier and what challenges the Office of the Premier is facing during the implementation in order to ensure improvement of employee growth and organisational productivity. The study adopted a mixed method approach. Quantitative approach involved a survey questionnaire of administrative officials whilst qualitative approach involved interviews with Assistant Directors who are direct supervisors of the administrative officials. The study revealed that there was no training and development policy. It further revealed that for the department to conduct training, they are dependent on the Employee Development Plan of each employee. The main challenge that was raised was that employee training needs were disregarded and as a result, employees had to attend courses that were readily available at that time. The study recommended that a policy, in line with the Human Resource Strategy be developed and implemented to address employees’ needs and enhance organisational productivity.


Master of Administration in Management Studies. University of KwaZulu-Natal, Durban, 2017.


Theses - Administration.