https://ir.unisa.ac.za/handle/10500/21679 2026-08-03T20:38:58Z 2026-08-03T20:38:58Z Mafuleka, Sabelo Velenkosini https://ir.unisa.ac.za/handle/10500/32799 2026-07-29T09:59:40Z 2026-01-28T00:00:00Z

Implementation of Employability Programme as a mechanism for job creation in the Department of Employment and Labour. Mafuleka, Sabelo Velenkosini The aim of the research was to examine, evaluate, and offer recommendations about the implementation of the Employability Programme as a means for job creation within the Department of Employment and Labour (DEL). The study intended to clarify the rationale for implementing the Employability Programme, assess its contribution to job creation initiatives, investigate employee opinions, and provide recommendations for the programme's implementation within DEL. A method based on qualitative research was employed in an interview of DEL employees at the KwaZulu-Natal (KZN) Provincial Office. The survey engaged 24 participants as a sample (n), consisting of 10 from Public Employment Services (PES), three from Labour Activation Programme (LAP), and 11 from the Unemployment Insurance Fund (UIF) inside the DEL – KZN Provincial Office. The research revealed that DEL employees are completely aware of the reasons for implementing the Employability Programme inside DEL. Research results indicated that the Employability Programme was instituted to address the substantial and escalating unemployment rates in the country, exacerbated by inequality and a constrained economy. The study demonstrated that the Employability Programme serves as a mechanism designed to equip job seekers not only for re-employment, but also to foster entrepreneurial ventures that encourage them to become employers instead of employees. The conclusion was reached that the execution of the Employability Programme aligns with DEL’s vision and mission to promote employment, enforce labour legislation, and promote a labour market conducive to investment, economic growth, job creation, and decent work. DEL personnel assert that the decentralisation of LAP will augment the engagement and participation of both internal and external stakeholders, especially community-level beneficiaries. The report recommended that DEL-UIF form a steering committee and involve employers during the programme's inception and planning phases to ensure that the implementation of the Employability Programme corresponds with the skills desired by businesses

2026-01-28T00:00:00Z Nthite, Paulina Motlalepula https://ir.unisa.ac.za/handle/10500/32668 2026-06-29T17:38:31Z 2025-09-01T00:00:00Z

Administrative officials` perceptions and understanding of the performance management system in municipal courts: the case of the city of Tshwane Nthite, Paulina Motlalepula The study examines the perception and understanding of administrative officials towards the ‘performance management system’ implemented in their respective department, the Group Legal and Secretariat Services. It is where the Division, Municipal Courts are established, in the City of Tshwane. The effectiveness of a ‘performance management system’ depends on how it is perceived and experienced by its users. Administrative officers, as key operational agents, represent an important yet under-explored group in ‘performance management system’ research. The study investigates how administrative officers perceive various dimensions of their organisation’s performance management system’, specifically in relation to clarity, understanding, fairness, developmental focus and outcome linkage, and how these perceptions influence job satisfaction and system acceptance. A mixed research method was the preferred method adopted and insights were gathered through semi-structured interviews with a purposive sample, exploring work experiences and contextual nuances. The study highlights that when administrative officers perceive ‘performance management system’ as equitable, developmentally focused and well communicated, it enhances their engagement and positive attitudes towards the system. Findings suggest that, while many officers understood the meaning of ‘performance management system’, concerns persist about the lack of communication and development from senior management. The administrative officers perceive ‘performance management system’ as less of a developmental tool and more as a formality unless critical elements such as employee participation, capability of senior managers, fair appraisal and visible reward systems are embedded. Strengthening these areas is important in shifting perceptions and understanding towards viewing ‘performance management system’ as a credible means of performance enhancement. The study concludes with recommendations for making ‘performance management system’ more inclusive, transparent and development focused to enhance both individual and organisational performance. If the system is implemented effectively, these changes can transform ‘performance management system’ into a trusted tool for performance improvement rather than an unreliable formality. This will improve the performance of the workforce and the organisation at large. City of Tshwane is a local government space, meaning that service delivery to the local communities will improve. Text and abstract in English

2025-09-01T00:00:00Z Makgolane, Lerato Annikie https://ir.unisa.ac.za/handle/10500/32567 2026-06-25T09:11:31Z 2025-09-01T00:00:00Z

The implementation of employment equity : the case of the Department of Employment and Labour Makgolane, Lerato Annikie This study explored perceptions on the implementation of employment equity within the Department of Employment and Labour in South Africa, a key institutional player in promoting workplace fairness and equality. Following the transition to democracy, the South African government enacted the Employment Equity Act, 1998 (Act 55 of 1998) to redress historical imbalances and provide equal employment opportunities to all citizens. The study employed a case study design and adopted a mixed-methods approach, combining quantitative and qualitative data collection techniques to gain an in-depth understanding of the research problem. A stratified random sample of 50 employees was drawn from a larger population in the Department. Data collection instruments included structured questionnaires with Likert-scale items and semi-structured open-ended questions. The study was underpinned by the Compliance Theory, particularly the deterrence and normative perspectives, to examine how employees perceive and respond to employment equity mechanisms within the Department of Employment and Labour. The findings revealed that while there are commendable efforts toward compliance with the Act, full implementation has not yet been achieved. Participants acknowledged improvements in diversity and inclusivity but highlighted challenges such as inadequate enforcement, limited stakeholder engagement and gaps in leadership commitment. The study recommends enhanced educational programmes to promote diversity, improved resource allocation, transparent promotion criteria, and regular evaluation of equity initiatives. These strategies aim to accelerate the implementation of employment equity and foster a more inclusive public sector work environment. Overall, the study offers a critical reflection on both progress made and areas needing improvement in the implementation of employment equity within South Africa's public service.; Thuto ye e lekotse dikgopolo ka ga phethagatso ya tekatekano ya mesomo ka gare ga Kgoro ya Mesomo le Basomi ka Afrika Borwa, yeo e tsewago bjalo ka sebapadi se segolo sa setheo ka go lesolo la go ya go toka le tekatekano ya mafelong a mosomo. Mmuso wa Afrika Borwa, ka morago ga go hlongwa ga mmuso wo o kgethilwego ka temokrasi, o ile wa dira molao wa Tekatekano ya Mesomo, 1998 (Molao wa 55 wa 1998), wo o ikemiseditsego go lokisa go se lekalekane ga nako ye e fetilego le go fa badudi ba wona ka moka dibaka tsa go lekana tsa mesomo. Thuto e latela tlhamo ya nyakisiso ya mohlala, mola e amogela mekgwa ya boleng le ya boleng ya kgoboketso ya datha ka nepo ya go hwetsa kwesiso ye e tseneletsego ya taba ya nyakisiso yeo e lego ka seatleng. Sampole ya go se kgethe ye e arotswego ka maemo ya basomi ba 50 e ile ya nepiswa go tswa go baagi ba bantsi go tswa go Kgoro ya Mesomo le Basomi. Didiriswa tse di somisitswego di be di akaretsa dipotsiso tseo di bego di akaretsa dipotsiso tse di tswaletswego tseo di nago le motheo go tswa go sekaleng sa Likert, gammogo le dipotsiso tse di bulegilego tseo di sa rulaganywago ka botlalo. Dikutollo di laetsa gore, le ge go na le maitapiso ao a retegago a go obamela Molao wa Tekatekano ya Mesomo, 1998 (Molao wa 55 wa 1998), kobamelo ka botlalo ga se ya phethagatswa. Go bolela nnete, batswasehlabelo ba tiiseditse mokgwa wo mokaone wa go akaretsa bohle le go fapafapana, eupsa ba supa ditlhohlo tse dingwe tseo di lekanyetsago phethagatso ka botlalo. Thuto e sisinya gore go godisa khuetso ya tekatekano ya mesomo, Kgoro e swanetse go etisa pele mananeo a thuto go tswetsa pele go fapafapana, go netefatsa kabo ya methopo ye e lekanego, go hloma dikelo tse di kwagalago tsa go hlatlosetswa maemong, le go sekaseka ka mehla go soma gabotse ga maitapiso a yona. Ditshisinyo tse di ikemiseditse go kaonafatsa lebelo le go soma gabotse ga mekgwa ya tekatekano ya mesomo, go tsenya letsogo tikologong ya lefelo la mosomo ye e lekalekanego kudu le ye e akaretsago bohle. Thuto e fa tshekatsheko ye bohlokwa ka ga bobedi dikatlego le mafelo ao a swanetsego go kaonafatswa ka phethagatsong ya tekatekano ya mesomo ka lefapheng la mmuso la Afrika Borwa.; Lolu cwaningo lucubungule imibono mayelana nokuqaliswa kokulingana kwezemisebenzi eMnyangweni Wezokuqashwa Nezabasebenzi eNingizimu Afrika, othathwa njengenhlangano ebambe iqhaza elibalulekile emkhankasweni wokubheka ubulungisa nokulingana emsebenzini.. Uhulumeni waseNingizimu Afrika, kulandela ukusungulwa kukahulumeni okhethwe ngentando yeningi labantu, washaya uMthetho Wokulingana Kwezokuqashwa, we-1998 (uMthetho wama-55 we-1998), okuhloswe ngawo ukulungisa ukungalingani kwesikhathi esedlule kanye nokuhlinzeka ngamathuba omsebenzi alinganayo kuzo zonke izakhamuzi zawo. Ucwaningo lulandela umklamo wocwaningo, kuyilapho kusetshenziswa izindlela zokuqoqa idatha zenani nekhwalithi ukuze kuqondwe kabanzi udaba locwaningo oludingidwayo. Isampula ehleliwe engahleliwe yabasebenzi abangama-50 yayiqondiswe kubantu abaningi abavela eMnyangweni Wezokuqashwa Nezabasebenzi. Amathuluzi asetshenzisiwe afaka phakathi uhlu lwemibuzo oluhlanganisa imibuzo evaliwe enesisekelo esikalini se-Likert, kanye nemibuzo evulekile enesakhiwo esakhiwe kancane. Okutholakele kukhomba ukuthi, nakuba kunemizamo encomekayo yokuthobela uMthetho Wokulingana Kwezokuqashwa, 1998 (uMthetho wama-55 ka-1998), ukuthotshelwa kwemithetho ngokugcwele akukenziwa. Eqinisweni, ababambiqhaza baqinisekise indlela engcono yokuhlanganisa nokuhlukahluka, kodwa bakhomba izinselele ezithile ezikhawulela ukuqaliswa okuphelele. Ucwaningo luphakamisa ukuthi ukuze kuthuthukiswe umthelela wokulingana kwezemisebenzi, uMnyango kufanele ubeke eqhulwini izinhlelo zemfundo ukuze kuthuthukiswe ukwehlukahlukana, uqinisekise ukwabiwa kwezinsiza ezanele, umise indlela ecacile yokukhushulwa, futhi uhlole njalo ukusebenza ngempumelelo kwezinhlelo zawo. Lezi zincomo zihlose ukuthuthukisa ijubane nokusebenza ngempumelelo kwezinqubo zokuqasha ngokulingana, okunomthelela endaweni yokusebenza enokulingana nefaka wonke umuntu. Lolu cwaningo luhlinzeka ngesithombe esibucayi kukho kokubili okuzuziwe kanye nezindawo okufanele zenziwe ngcono ekuqalisweni kokusebenza ngokulingana emkhakheni kahulumeni waseNingizimu Afrika. Abstracts in English, Zulu and Northern Sotho

2025-09-01T00:00:00Z Dobela, Yola Colleen https://ir.unisa.ac.za/handle/10500/32525 2026-06-01T12:21:44Z 2025-08-01T00:00:00Z

Control and oversight measures for ethical conduct in procurement processes at the Raymond Mhlaba local municipality Dobela, Yola Colleen In 1994, after the end of apartheid, the South African government initiated reforms to address socio-economic challenges, focusing on improving public finance management. One key reform was the introduction of a new approach to procurement and supply chain management (SCM), aimed at ensuring efficient resource use and meeting citizens' needs. Previously, public sector procurement was governed by outdated rules that prioritised the lowest price, lacked integration with budgeting and failed to address broader strategic goals. To rectify this, a new SCM Policy Framework for Public Sector Procurement in South Africa, was introduced on 10 September 2003 to standardise and improve the consistency of procurement practices across the public sector. Despite these reforms, issues like fraud and corruption persist, primarily due to weak controls and poor procurement management. The aim of the study is to assess the effectiveness of the current control and oversight mechanisms in place in promoting and enforcing ethical conduct within procurement processes and to explore the underlying reasons for non-compliance with the legislative and regulatory framework guiding procurement processes. The literature reviewed in the study explored various control and oversight measures designed to ensure ethical conduct in procurement processes; procurement processes in the public sector; challenges faced when procuring goods and services; ethical conduct in the public service; causes of unethical behaviour; ethical dilemmas in procurement processes as well as measures to ensure ethical conduct. The theories of ethics were used to explain the motivations behind an individual's actions and describe the characteristics that define a virtuous person. The literature further examined the legislative and regulatory framework that guides procurement processes in the South African public sector. The study was conducted using a qualitative research method. Data was collected through document analysis and interviews with demand and acquisition management, asset management and project management sections at the Raymond Mhlaba Local Municipality. The findings of the study show that, internal controls at the Raymond Mhlaba Local Municipality are not functioning effectively, resulting in deficiencies. The study also revealed that there was non-compliance with SCM legislation and SCM regulations at the Raymond Mhlaba Local Municipality. The proposed conceptual framework may enhance the effectiveness of control and oversight measures to ensure ethical conduct in procurement processes, ultimately leading to improved service delivery and reduced risks of corruption and misconduct. The current study contributes to the existing body of knowledge on weak internal controls and increased ethical risks in public procurement, demonstrating how recurring deficiencies enable non-compliance and misconduct. Additionally, the findings of this study contribute to the existing body of knowledge on oversight failures and persistent audit issues which signal deeper cultural resistance to reform.; Ngo 1994, emva kokuphela kocalucalulo, urhulumente woMzantsi Afrika waphumeza uhlaziyo lokulungisa imingeni yezentlalo noqoqosho, kugxilwe ngakumbi ekuphuculeni ulawulo lwemali yoluntu. Olunye uhlaziyo olubalulekileyo yayikukwaziswa kwendlela entsha yokuthengwa kweempahla neenkonzo kunye nolawulo lwekhonkco lonikezelo (SCM), eyayijolise ekukhuthazeni ukusetyenziswa kwezixhobo ngokufanelekileyo nasekuzalisekiseni iimfuno zabemi boMzantsi Afrika. Ngaphambili, ukuthengwa kweempahla neenkonzo kwicandelo likarhulumente kwakulawulwa yimigaqo ephelelwe lixesha eyayibeka phambili ixabiso eliphantsi, ingenandibaniselwano nohlahlo-lwabiwo-mali, kwaye isilela ingazixhasi iinjongo ezibanzi zesicwangciso qhinga. Ukulungisa le miba, iNkqubosikhokelo yoMgaqonkqubo weSCM wokuThengwa kweMpahla neNkonzo kwiCandelo loLuntu eMzantsi Afrika yaziswa ngomhla we10 kweyoMsintsi 2003, ukuze kumiselwe imigangatho nokuphuculwa kokungaguquguquki kweendlela zokuthengwa kweempahla neenkonzo kulo lonke icandelo likarhulumente. Nangona olu hlaziyo lwenziwayo nje, imingeni efana nobuqhophololo norhwaphilizo isaqhubeka, ikakhulu ngenxa yolawulo olubuthathaka kunye nolawulo olulambathayo lokuthengwa kweempahla neenkonzo. Injongo yesi sifundo sophando, ibikukuhlola ukusebenza kolawulo olukhoyo kunye neendlela zokongamela ekukhuthazeni nasekunyanzeliseni indlela yokuziphatha ngokweenqubo ezisesikweni kwiinkqubo zokuthengwa kwempahla neenkonzo, nokuphanda izizathu eziyingcambu zokungathotyelwa kwesikhokelo esingumgaqo nkqubo womthetho, nemimiselo esisikhokelo esilawula ukuthengwa kweempahla neenkonzo. Uncwadi oluhlaziywe kolu phando, luhlolisise amanyathelo ahlukeneyo okulawula kunye nokongamela okwenzelwe ukuqinisekisa ukuziphatha okufanelekileyo kwiinkqubo zokuthenga; iinkqubo zokuthengwa kwempahla karhulumente; imingeni ekujongenwe nayo xa kuthengwa iimpahla neenkonzo; ukuziphatha okungafanelekanga kwinkonzo karhulumente; izizathu zokuziphatha kakubi; iimeko ezohlukeneyo zokuziphatha kwiinkqubo zokuthenga; kunye namanyathelo okuqinisekisa ukuziphatha okufanelekileyo. Kusetyenziswe iithiyori zokuziphatha ukuchaza izizathu ezikhuthaza indlela abantu abaziphatha ngayo kunye neempawu zomntu oziphethe kakuhle. Uncwadi luqhubeleke lwahlola umgaqonkqubo womthetho nemimiselo elawula iinkqubo zokuthengwa kweempahla neenkonzo kwicandelo likarhulumente eMzantsi Afrika. Esi sifundo sophando sisebenzise indlela yokuphanda ngeenkcukacha magama (qualitative research approach) ukufumana ulwazi. Idatha iqokelelwe ngohlalutyo lwamaxwebhu kunye nodliwanondlebe nabasebenzi abavela kulawulo lwemfuno nokuthengwa, ulawulo lwempahla kunye namacandelo olawulo lweprojekthi kuMasipala weNgingqi iRaymond Mhlaba. Iziphumo zibonise ukuba ulawulo lwangaphakathi kulo masipala alusebenzi kakuhle, nto leyo ekhokelela kwiziphene nokusilela. Uphando lutyhile ukungathotyelwa komthetho nemimiselo yeSCM kulo masipala. Ze emva koko, wanikwa ingcebiso yokwenza umgaqo sikhokhelo ngenjongo yokuphucula ukusebenza kweendlela zolawulo kunye nemilinganiselo yokongamela kunye nokukhuthaza ukuziphatha okufanelekileyo kwiinkqubo zokuthengwa kweempahla neenkonzo, nto leyo eya kuthi ekugqibeleni ikhokelele ekuphuculweni kokunikezelwa kwenkonzo kunye nokunciphisa imingcipheko yorhwaphilizo nokuziphatha gwenxa. Olu phando longeza kulwazi osele lukhona malunga nolawulo lwangaphakathi olubuthathaka kunye nokwanda kwemingcipheko yokuziphatha kwiinkqubo zokuthengwa kweempahla neenkonzo zikawonkewonke, lubonisa indlela ukusilela neziphene eziphindaphindiweyo ezivumela ngayo ukungathotyelwa nokuziphatha gwenxa. Ngaphezu koko, iziphumo zonyusa ulwazi olukhoyo malunga nokusilela kolongamelo kunye nemiba yophicothozincwadi eqhubekayo ebonisa ukuxhathisa okunzulu kokungafuni ukwamkela utshintsho.; In 1994, na die einde van apartheid, het die Suid-Afrikaanse regering hervormings geïmplementeer om die sosio-ekonomiese uitdagings die hoof te bied met spesifieke fokus op die verbetering van openbare finansiesbestuur. ’n Belangrike hervorming was die bekendstelling van ’n nuwe benadering tot verkryging en aanbodkettingbestuur (AKB), wat gemik is op die bevordering van doeltreffende hulpbronbenutting en die voorsiening van burgers se behoeftes. Openbare sektor-verkryging is voorheen deur verouderde reëls beheer wat die laagste prys geprioritiseer het, wat geen begrotingsintegrasie gehad het nie, en wat nie breër strategiese doelwitte ondersteun het nie. Ten einde hierdie kwessies reg te stel, is die Beleidsraamwerk vir Aanbodkettingbestuur (AKB) op 10 September 2003 in die openbare sektor van Suid-Afrika ingestel om verkrygingspraktyke regoor die openbare sektor te standaardiseer en die konsekwentheid daarvan te verbeter. Ten spyte van hierdie hervormings duur uitdagings soos bedrog en korrupsie voort, hoofsaaklik as gevolg van swak beheermaatreëls en gebrekkige verkrygingsbestuur. Die doel van hierdie studie was om die doeltreffendheid van huidige beheer- en toesigmeganismes in die bevordering en afdwinging van etiese gedrag in verkrygingsprosesse te evalueer, en om ondersoek in te stel na die onderliggende redes vir nie-nakoming van die wetgewende en regulatoriese raamwerk wat as riglyn vir verkryging dien. Die literatuuroorsig van die studie het verskeie beheer- en toesigmaatreëls ondersoek wat ontwerp is om etiese gedrag in verkrygingsprosesse te verseker; verkrygingsprosesse in die openbare sektor; uitdagings wat ervaar word tydens die verkryging van goedere en dienste; etiese gedrag in die openbare diens; oorsake van onetiese gedrag; etiese dilemmas in verkrygingsprosesse; en maatreëls om etiese gedrag te verseker. Etiekteorieë is toegepas om individue se motiverings en die eienskappe van ’n deugsame persoon te verduidelik. Die literatuur het verder ook die wetgewende en regulatoriese raamwerk ondersoek wat verkrygingsprosesse binne die Suid-Afrikaanse openbare sektor beheer. Die navorser het ’n kwalitatiewe navorsingsbenadering vir die studie gekies. Data is deur middel van dokumentanalise en onderhoude met personeel van vraag- en verkrygingsbestuur, batebestuur sowel as die projekbestuurafdeling van die Raymond Mhlaba Plaaslike Munisipaliteit ingesamel. Die bevindinge dui daarop dat die interne beheermaatreëls van die munisipaliteit nie doeltreffend funksioneer nie en dus ontoereikendheid veroorsaak. Die studie het ook nie-nakoming van AKB-wetgewing en -regulasies by die munisipaliteit aan die lig gebring. ’n Konseptuele raamwerk is voorgestel met die oog op die verbetering van die doeltreffendheid van beheer- en toesigmaatreëls en die bevordering van etiese gedrag in verkrygingsprosesse, wat uiteindelik lei tot verbeterde dienslewering en verminderde risiko’s van korrupsie en wangedrag. Hierdie studie dra by tot die bestaande kennisbasis oor swak interne beheer en verhoogde etiese risiko’s in openbare verkryging, deur aan te toon hoe herhalende tekortkominge nie-nakoming en wangedrag moontlik maak. Verder dra die bevindinge by tot die bestaande kenniskorpus oor toesigversuim en volgehoue ouditkwessies wat op ’n dieper kulturele weerstand teen hervorming dui. Abstract in English, Xhosa and Afrikaans

2025-08-01T00:00:00Z