Author: South Africa. Department of EducationPublisher:
ISBN:
Category : Education
Languages : en
Pages : 83
Book Description
Human Resource Development Strategy for South Africa (HRD - SA), 2010-2030
Author: South Africa. Department of EducationPublisher:
ISBN:
Category : Education
Languages : en
Pages : 83
Book Description
A Nation at Work for a Better Life for All
Author: South African Human Resource Management
Author: Ben SwanepoelPublisher: Juta
ISBN:
Category : Business & Economics
Languages : en
Pages : 926
Book Description
The 2nd edition of this guide includes updates on new legislation, such as the Employment Equity and Basic Conditions of Employment Act. It focuses on the knowledge and skills that managers need.
South African Human Resource Management
Author: Ben SwanepoelPublisher: Juta and Company Ltd
ISBN: 9780702177507
Category : Business & Economics
Languages : en
Pages : 876
Book Description
Book & CD. This fourth edition makes it clear that all who are interested in the sustainability of South Africa -- and Africa -- must put human resource management (HRM) at the very core of the management of organisations generally. The content is aligned to outcomes that are geared towards analytical and critical thinking about the theory and practice of HRM in South Africa. The African context is addressed, and ample information about HRM aspects 'elsewhere in Africa' is provided. This edition breaks away even further from the traditional structure of so many standard HRM textbooks. It challenges a broadening of the 'agenda' and scope of HRM work: HRM is not only about managing employees, but also about managing the work and the people who do the work of and in organisations. This may involve alternative ways of getting the work of organisations done superiorly. This book will help you to apply HRM effectively to achieve its ultimate aim, namely to add value to people, to organisations and to society. This comprehensive book is organised around themes such as: Developing an appreciation for the context of HRM in South Africa; Strategising, designing and planning as preparatory HRM work; Sourcing work talent; Facing the countrys people empowerment challenge; Meeting the reward and care challenge; Handling labour and employee relations challenges; Championing change and transformation; Managing HRM-related information, including HRM and sustainability reporting. Based on most recent theoretical developments, the emphasis is on the practical applications. Samples of relevant documents are included, and an accompanying CD contains a wealth of relevant resources as well as a continuing, integrating case study that serves as a basis for these applications, and individual and group activities. As a package, South African Human Resource Management will be extremely valuable to both current and aspirant managers, and human resource practitioners.
South African Human Resource Management for the Public Sector
Author: Barney ErasmusPublisher: Juta and Company Ltd
ISBN: 9780702166334
Category : Business & Economics
Languages : en
Pages : 572
Book Description
This report discusses important themes in the field of human resource management for the public sector, including managing employee relations, strategizing and planning human resources departments, and selecting employees within the equal employment opportunity guidelines. Current legislation of the field is discussed and new theories on local and international applied research are explored.
An Overview of South African Human Resources Development
Author: Andre KraakPublisher: HSRC Press
ISBN: 9780796920423
Category : Business & Economics
Languages : en
Pages : 106
Book Description
This book provides an overview of human resources development (HRD) in South Africa. It focuses on three institutional subsystems within the larger South African social system that play an important role in developing human resources, namely: * the youth labour market * the world if work with its associated enterprise training system * the national system of science and innovation The analysis shows how, ion the current South African context, contradiction and incoherence characterise the interaction between institutions in each of these three subsystems. The book also argues that the skills problem is not located only at the high-skills end but also in intermediate- and low-skill needs. Each of these skill bands are experiencing severe HRD problems which require urgent resolution. The author argues that solutions to these problems lie in cross-sect oral governmental policy co-ordination and implementation and that in the absence of such" joined-up" action, HRD problems will continue to fall between the discrete mandates of separate government departments.
Human Resource Development: Successful Factors
Author: Johnny Ch LokPublisher: Independently Published
ISBN: 9781799017561
Category : Business & Economics
Languages : en
Pages : 304
Book Description
Chapter ElevenDeveloping countries Humanresource development whetherneed to be improvedDo developing countries need to help human resource development to assist their businesses development, it is possible due to staff individual lacks knowledge to do whose job in whose organization ? What is the developing and developed countries' organizational human resource strategic difference, e.g. award strategies? I shall indicate one developing country, such as South Africa's businesses' general organizational human resource strategy case to explain whether what causes their human resource strategies, e.g. award managment strategies are different to compare developed countries, such as US, UK as well as I also indicate what weak points that they ought to concern in order to improve these developing countries' businesses productivities and efficienc, if South Africa 's firms hope to raise staff performance to be better.In general, South Africa employers feel human resource development strategy is needed to innovate and attempt to ensure that they meet the needs of their economy. So, South Africa employers are considering whether how they ought need to improve their human resource strategies in their organizations in order to raise productive efficiencies and performance to their employees effectively. In fact, because South Africa country lacks effective human resource development to recommend to itself country's businessmen how to select the right employees to do right positions, how to evaluate whom has more effort to be promoted to do senior position, lacking fair reward and welfare to compensate to their employees. So, it brings many reasons to explain why in South Africa society unemployment and poverty still existence. Not all of the reaons have to do with the capabilities of people, may have to do with the unequal distribution of productive assets in South Africa society.Nowadays, the South Africa employers only feel South Africa workers are only their own labour to use or sell. Hence, they won't like to provide reasonable and fair award to compensate for their Africa employees general lack high education level and skills. So, it also influences their award will not increase. Moreover, there are South Africans who have skilled labours to sell and they can not find buyers because there are not enough jobs, their skills do not match the demands, and there is a systematic process for information to flow between government, the workplace and labour.Hence, many South African people are unemployed, due to their knowledge are not enough to satisfy or accept to employers' demands. It will cause South African income inequality will be continue serious. The salary range between the high education level and low education level of labours' difference is large. A cycle of income inequality, low skills and poor education have limited economic growth.
Human Resource Assists Organizational Development
Author: Johnny Ch LokPublisher: Independently Published
ISBN: 9781091419117
Category : Business & Economics
Languages : en
Pages : 350
Book Description
This new strategy therefore recognises both the demand and supply side HR issues, acknowledges that HRD is needed to implement from the foundations of early childhood development right through to labour market entry, recongizes systemic challenges as to successful HRD policy implementation, located HRD in the development issues, such as poverty, inequality, high unemployment levels. However, instead of develop countries feel HR development need. Most developed countries are also implementing a systematic strategy for HRD in support of economic growth and developments. They both feel need. It is perhaps due to the flexibility and capacity of workforce to adhust speedity and capacity of workforce in technology, production, trade and work organizations. Consequently, the ability to respond to these changes with speed and efficiency has more becaue the area where many countries seek a competitive advantage.However, South Africa country feels it is very serious mismatch between the supply of and demand for skills in the South Africa labour market. So, it's HRD innovation main aim is to improve future itself country's society to reduce the mismatch problem to be serious between the supply of and demand for skills in the South Africa future labour market. So, such South Africa 's inequal supply and demand for human resources in labour market case, the South Africa government is implementing a high and intermediate level skills strategy on the supply side of high education level of labour to be provided in South Africa labour market as well as a demand strategy that is stimulated large-scale labour absorbing employment growth supported by a appropriate inputs of law-level skills training in order to satisfy future public or private organizations' labour demands.Hence, higher education and training development will be South Africa future educational development trend in order to raise South Africa local high education knowledge level graduates number to be enough supplied to local labour market. It does not South Africa employers need to make decision to give high reward to attract overseas high educational level job competitors to go to South Africa to do any local employers' jobs. It may raise local South Africa graduates' competition in future Soutch Africa labor market. It will bring negative raising unemployment influence to South Africa high education level local graduates. The developed countries, such as US, UK, they have high quality of educational enough institutions to provide local students to learn different kinds of subjects, e.g. law, accounting, engineering, science, chemical, architecture etc. different kinds of professional subjects. Thus, these developed countries can have enough universities and lecturers number to provide local students' learning needs in order to find any kinds of professional jobs in local labour market. Thus, the important difference between developed countries and developing countries' labour market is that developed countries' local high education level job applicants supply number is enough to satisfy local employers' high education level labour demand number. So, in general, the developed countries' reward is needed to compensate to graduated employees, the reward number can be lower level to compare developing countries' employers.
Human Resource Development Strategy for South Africa
Author: South Africa. Department of EducationPublisher:
ISBN: 9780797039049
Category : Adult education
Languages : en
Pages : 48
Book Description
Managing Human Resources in Africa
Author: Ken N. KamochePublisher: Psychology Press
ISBN: 9780415369480
Category : Business & Economics
Languages : en
Pages : 226
Book Description
This volume addresses the shortage of knowledge about the nature, diversity and context of HRM in Africa and highlights the important trends and patterns that have been emerging on the continent.