https://ir.unisa.ac.za/handle/10500/37 2026-09-19T01:26:33Z https://ir.unisa.ac.za/handle/10500/33041 The development of a model for the identification of high-potential talent Diedericks, Liezl Organisations have, at their core, the drive to improve their performance and increase their financial gain. This drive relates to talent management, in that organisations strive to identify and develop those employees who will benefit them the most, referred to as ‘high-potential’ talent. Academic literature on the identification and development of high-potential talent, also referred to as ‘HiPo’ talent, remains limited, notwithstanding strong interest from practitioners and consultants. Despite substantial investment in HiPo programmes, research reveals high failure rates and low confidence in the success of the programmes amongst HR professionals. The aim of this study was to address these gaps by expanding the theoretical knowledge on high-potential talent, with a specific focus on an African context, and developing an empirically grounded model for the identification of high-potential talent. This mixed-methods study used qualitative and quantitative methodologies to realise the research objectives. Following an in-depth literature review of the talent management landscape, semi-structured in-depth interviews were conducted to develop a set of behavioural items to measure high-potential talent in employees. The resulting HiPo Scale was tested through a rigorous statistical process utilising structural equation modelling. Five statistically significant constructs indicating HiPo talent were identified, and a comprehensive model for the identification of high-potential talent was subsequently developed. This model incorporates a cultural contextual perspective of high-potential talent. It provides organisations and academics with a comprehensive structure with which to conceptualise and identify HiPo talent.; Organisasies het as kernstrewe om hul prestasie te verbeter en hul finansiële wins te verhoog. Hierdie strewe hou verband met talentbestuur, aangesien organisasies daarna streef om daardie werknemers te identifiseer en te ontwikkel wat die meeste waarde vir hulle sal toevoeg, bekend as hoë-potensiaal talent. Akademiese literatuur oor die identifisering en ontwikkeling van hoë-potensiaal talent bly beperk, ten spyte van ’n sterk belangstelling van praktisyns en konsultante. Ten spyte van aansienlike beleggings in HiPo-programme, toon navorsing hoë mislukkingsyfers en lae vertroue in die sukses van hierdie programme onder menslike hulpbronpraktisyns. Hierdie studie het gepoog om hierdie leemtes aan te spreek deur die teoretiese kennis oor hoë-potensiaal talent uit te brei, met ’n spesifieke fokus op ’n Afrika-konteks, en deur ’n empiries gefundeerde model vir die identifisering van hoë-potensiaal talent te ontwikkel. Hierdie gemengde-metode studie het kwalitatiewe en kwantitatiewe metodologieë gebruik om die navorsingsdoelwitte te bereik. Na ’n deeglike literatuuroorsig van die talentbestuurslandskap is semi-gestruktureerde, in-diepte onderhoude gevoer om ’n stel gedragsvrae te ontwikkel om hoë-potensiaal talent in werknemers te meet. Die HiPo-skaal is getoets deur middel van ’n streng statistiese proses wat strukturele vergelykingsmodellering gebruik het. Vyf statisties beduidende konstrukte wat op hoë-potensiaal talent dui, is geïdentifiseer. Daarna is ’n omvattende model vir die identifisering van hoë-potensiaal talent ontwikkel. Hierdie model sluit ’n kulturele kontekstuele perspektief van hoë-potensiaal talent in. Dit bied aan organisasies en akademici ’n omvattende struktuur wat hulle in staat stel om hoë-potensiaal talent te konseptualiseer en te identifiseer; Mekgatlho e na le, mo moding wa yona, maikaelelo a go tokafatsa tiragatso le go godisa poelo ya matlole. Maikaelelo ano a amana thata le taolo ya ditalente, mo e leng gore mekgatlho e leka ka natla go supa le go tlhabolola badiri ba ba tlileng go e tswela mosola thata, ba gantsi ba bidiwang ditalente tsa ‘bokgoni jo bo kwa godimo’ (HiPo). Dikwalo tsa thuto tse di ka ga temogo le tlhabololo ya ditalente ya bokgoni jo bo kwa godimo (HiPo) di sa ntse di lekanyeditswe, le fa go na le kgatlhego e kgolo go tswa mo baitseanapeng le mo bagakoloding. Le fa go beeleditswe madi a mantsi mo mananeong a HiPo, dipatlisiso di bontsha dikelo tse di kwa godimo tsa go retelewa le tshepo e e kwa tlase mo katlegong ya tsone mo baitseanapeng ba Metswedithuso ya Setho (HR). Maikaelelo a thutopatlisiso eno e ne e le go rarabolola diphatlha tseno ka go atolosa kitso ya tiori ka ga talente e e nang le bokgoni jo bo kwa godimo, ka tsepamo e e rileng mo bokaong jwa Aforika, le ka go tlhama sekao se se theilweng mo maitemogelong sa go supa talente e e nang le bokgoni jo bo kwa godimo. Go ne ga dirisiwa ka bobedi mekgwa ya khwantitafi le ya khwalitatifi go fitlhelela maitlhomo a patlisiso. Morago ga tshekatsheko e e tseneletseng ya dikwalo tsa seemo sa taolo ya ditalente, go ne ga dirwa dipotsolotso tse di rulagantsweng ka bontlhabongwe go tlhama sete ya dintlha tsa boitshwaro tsa go lekanya ditalente tse di nang le bokgoni jo bo kwa godimo mo badiring. Sekale sa HiPo se se bonweng se ne sa lekwa ka thulaganyo e e gagametseng ya dipalopalo go dirisiwa popo ya tekatekanyo ya popego. Dikago tse tlhano tse di botlhokwa go ya ka dipalopalo tse di supang talente ya HiPo di ne tsa supiwa, mme morago ga moo go ne ga tlhamiwa sekao se se akaretsang sa go supa talente e e nang le bokgoni jo bo kwa godimo. Sekao seno se akaretsa pono ya setso le ya bokao, e e tlamelang mekgatlho le barutegi ka letlhomeso le le nonofileng la go tlhama dikgopolo le go supa talente ya HiPo Abstract in English, Afrikaans and Sestwana 2025-11-06T00:00:00Z https://ir.unisa.ac.za/handle/10500/33040 The perceptions of human resource managers on the use of psychometric Instruments in the public sector Mashiane, Kedibone Daphney The purpose of this study was to understand the perceptions of human resource managers in the public sector on the use of psychometric instruments in the employee appointment process, their concerns and challenges in this regard. Psychometric instruments are regarded as effective tools for rational decision-making concerning the recruitment and selection process; therefore, their non-use, especially in the public sector, is a worrying factor since the public sector forms the majority part of service delivery to its citizens and the economy. A qualitative research design was applied, and data were collected through one-on-one interviews. Data was collected from eight (8) participants acquired through the purposeful, non-probability sampling method. The data was analysed through qualitative content analysis using ATLAS.TI software. The findings of the study indicate that human resource managers in the public sector are aware of the value and effectiveness of psychometric instruments in the employee appointment process. However, despite its usefulness, fair administration and application of psychometric instruments are still debatable in the public sector. Psychometric instruments are still perceived as biased and discriminatory, due to their historical introduction, administration and use of psychometric instruments to disadvantage the minority population of the country. Other concerns highlighted on the application of psychometric instruments are the ethical application of the instrument, cultural diversity, disparity in literacy and education levels, and non-familiarity with the psychometric testing process by lower-level position employees. These negative perceptions about psychometric testing could be further ascribed to the view that the process is too costly for the public sector. The lack of in-house monitoring of the psychometric testing process in the public sector resulted in the disregard of psychometric instruments as valuable to assist in making rightful employee appointment decisions. Therefore, a psychological assessment department within the public sector needs to be established to handle and monitor all psychological assessments in the employee appointment process. The study contributes to the existing knowledge on perceptions about the use of psychometric instruments in the employee appointment process, it raises awareness in the public sector on how to better manage the psychometric testing process, and it elicits interest from professionals who may want to explore issues relating to the study.; Umnqopho wesifundo lesi bekukuzwisisa imibono yabaphathi behlelo lezabasebenzi emkhakheni womphakathi ngokusetjenziswa kwamathulusi wesayikhomethriki ehlelweni lokuqatjhwa kwabasebenzi, ukutshwenyeka kwabo neentjhijilo malungana nalokhu. Amathulusi wesayikhomethriki ngokunabileko athathwa njengamathulusi asebenza kuhle malungana nokuthathwa kweenqunto ezifaneleko ekuqatjhweni kanye nekukhethweni kwabasebenzi; yeke, ukungasetjenziswa kwawo ngokwaneleko emkhakheni wombuso kumnako omkhulu njengombana umkhakha wombuso umnikeli wezenzelwa ezakhamuzini kanye nemnothweni. Idizayini yerhubhululo ngokwekhwalithi yamukelwa kilesisifundo serhubhululo. Idatha yabuthelelwa kubahlanganyeli abasibhozo (8) abatholwe ngendlela yokuthatha amasampula enomnqopho, engekho emthethweni. Ukutsengwa kwelwazi elimunyethweko ngokwekhwalithi kwenziwa ngokusebenzisa i-software ye--ATLAS.TI. Ilwazi elitholakeleko liveza bona abaphathi behlelo lezabasebenzi emkhakheni wombuso babutjhejile ububhadekelo kanye nokusebenza kuhle kwamathulusi wesayikhomethriki ehlelweni lezokuqatjhwa kwabasebenzi. Nanyana-kunjalo, ukulawulwa kanye nokusetjenziswa kwamathulusi wesayikhomethriki kuzakuhlala kuyipikiswano emkhakheni wombuso. Amathulusi wesayikhomethriki kanengi azwisiswa njengamahlelo athatha ihlangothi begodu akhethululako ngenca yomlando wawo wokwethulwa begodu nokungasetjenziswa kwawo ngendlela efaneleko esikhathini esidlulileko lokha nakudlelezelwa inani labantu ebegade baninwa ngaphambilini elizweni. Iminako engezelelako ifaka phakathi ukusetjenziswa ngokulandela imigomo, kwamathulusi wesayikhomethriki, ukwehlukahluka kwamasikopilo, imiraro yezefundo kanye namazinga wezefundo, kanye nokungabi nelwazi lamahlelo wezokuhlolwa komkhumbulo hlangana nabasebenzi bezinga eliphasi. Ukutjheja khulu iindleko nakho kugalela imiqondo emimbi malungana nokuhlolwa komkhumbulo, njengombana nje ihlelweli selibonwa njengehlelo elidure khulu emkhakheni wombuso. Irhubhululo liragela phambili nokuveza ukobana ngenca yokutlhogakala kwetjhejo lemigomo yeziko kezokuhlolwa komqondo emkhakheni wombuso, amathulusi wezokuhlolwa komkhumbulo akathathwa njengamathulusi aqakathekileko ukwenzela ukuthathwa kweenqunto ezizwakalako malungana nokuqatjhwa kwabasebenzi. Yeke-ke, umnyango wezokuhlolwa komkhumbulo kufanele usungulwe emkhakheni wombuso ukwenzela ukungamela kanye nokutjhejisisa woke amahlelo wezokuhlolwa komkhumbulo ehlelweni lezokuqatjhwa kwesisebenzi. Irhubhululo lifaka isandla elwazini elikhona malungana nokusetjenziswa kwamathulusi wesayikhomethriki ehlelweni lokuqatjhwa kwabasebenzi, likhuphula ukutjheja emkhakheni womphakathi ngokuthi lingaphathwa njani ngcono ikambiso yokuhlolwa kwesayikhomethriki, begodu livusa ikareko kibososayensi abangafuna ukuhlola iindaba ezihlobene nesifundo.; Maikemišetšo a nyakišišo ye e be e le go kwešiša dikgopolo tša balaodi ba methopo ya bašomi ka lefapheng la mmušo ka ga tšhomišo ya didirišwa tša monagano mo tshepedišong ya go thwala bašomi, matshwenyego a bona le ditlhohlo mabapi le se. Didirišwa tša monagano di tšewa ka bophara bjalo ka didirišwa tše di šomago gabotse tša go tšea diphetho ka tlhaologanyo go thwaleng le go kgetheng bašomi; ka fao, go se šomišwe gabotse ka lekaleng la setšhaba ke taba yeo e tshwenyago ka ge lekala la setšhab e le moabi o bohlokwa wa ditirelo go badudi le ekonomi. Moakanyetšo wa nyakišišo wa khwalitheithifi o dirišitšwe nyakišišong ye. Datha e kgobokeditšwe go tšwa go batšwasehlabelo ba seswai (8) bao ba hweditšwego ka mokgwa wa go tšea mehlala wo o nago le morero, wo e sego wa kgonagalo. Tshekatsheko ya diteng tša khwalitheithifi ya datha ye e kgobokeditšwego e dirilwe ka go šomiša softwere ya ATLAS.TI. Dikhwetšo di laetša gore balaodi ba tša lefapha la merero ya bašomi ka lekaleng la setšhaba ba tseba ka ga boleng le go šoma gabotse ga didirišwa tša monagano tshepetšong ya go thwala bašomi. Le ge go le bjalo, taolo ye e lokilego le tirišo ya didirišwa tša monagano di sa phenkgišanwa ka lekaleng la setšhaba. Didirišwa tša monagano gantši di tšewa bjalo ka tše di tšeago lehlakore le tša kgethollo ka lebaka la matseno a tšona a histori le tšhomišompe ya nakong e fetilego ya go bea badudi ba naga boemong bjo bo sa lokago bao ba bego ba se na ditokelo goba menyetla nakong e fetilego. Matshwenyego a tlaleletšo a akaretša tirišo ya melawana ya maleba ya boitshwaro ya diteko tša monagano, go fapana ga setšo, go se swane maemong a go bala le go ngwala le thuto, le go se tlwaelane le tshepedišo ya go dira diteko tša monagano gare ga bašomi ba maemo a tlase. Dikakanyetšo tša ditshenyagalelo le tšona di na le seabe go dikgopolo tše mpe ka ga diteko tša monagano, ka ge tshepetšo e bonwa e le ye e bitšago tšhelete ye ntši go lekala la setšhaba. Nyakišišo ye e gatelela gape gore ka lebaka la go hloka tlhokomelo ya ka gare ya tshepedišo ya go dira diteko tša monagano ka lekaleng la setšhaba, didirišwa tša monagano di hlokomologwa bjalo ka didirišwa tše bohlokwa tša diphetho tša go thwala bašomi bao ba nago le tsebo. Ka fao, kgoro ya kelo ya monagano e swanetše go hlongwa ka lekaleng la setšhaba go laola le go hlokomela dikelo ka moka tša monagano tshepetšong ya go thwala bašomi. Thuto ye e tsenya letsogo go tsebo ye e lego gona ka ga ditemogo mabapi le tšhomišo ya didirišwa tša moganano mo tshepedišong ya go thwala bašomi, e godiša temošo ka lefapheng la mmušo ka ga gore go ka laolwa gakaone tshepedišo ya diteko tša didirišwa tša monagano, gomme e tsoša kgahlego go tšwa go ditsebi tšeo di ka nyakago go hlahloba ditaba tšeo di amanago le nyakišišo ye. Abstract in English, Ndebele and Sepedi 2025-09-01T00:00:00Z https://ir.unisa.ac.za/handle/10500/33036 Assessing financial management skills among spaza shop owners in Mamelodi Township, South Africa Phiri, Theresa The study assessed informal spaza shop business owners' finance management skills. The assessment may lead to more fluid practical interventions that may help informal businesses to improve their operations, grow and ultimately formalise their businesses. The composite measures for the study were expense tracking skills, cash flow management skills, calculating profit skills and finance skills needs. A new questionnaire was developed because no available instrument perfectly addressed the problem. The choice of methodology in the informal sector is limited, characterised by a lack of resources and databases from which to choose. Therefore, non-probability convenience sampling was employed for the study. The study outcome revealed that spaza shop business owners know the importance of finance management skills. However, there was low confidence and knowledge in accurately executing these tasks, indicating a gap between recognising the value of the skills and applying them in practice. 2024-12-19T00:00:00Z https://ir.unisa.ac.za/handle/10500/33033 Career wellbeing framework within the Namibian higher education context Elias, Elizabeth The study investigated the role of career-related dispositions (job satisfaction and career agility) and career wellbeing in the construction of a career wellbeing framework within the Namibian higher education context in the digital career space, with an emphasis on digital transformation in the higher education context accelerated by the COVID-19 pandemic. This study thus aimed to determine whether a significant relationship exists between career-related dispositions and career wellbeing in the digital career space, whether career-related dispositions significantly predict career wellbeing in the digital career space, and, lastly, whether individuals differ by means of their socio-demographic groups (such as gender, age, marital status, race, job level and parental status) in terms of job satisfaction, career agility and career wellbeing in the digital career space within the Namibian higher education context. To address this gap, a quantitative approach using valid and reliable measuring instruments was used to achieve the study objectives. The sample of the study included 253 full-time permanent academic employees of the public higher education institution in Namibia. The study employed a cross-sectional design within a single institution using non-probability convenience sampling; therefore, the findings are context-specific and do not imply national representativeness. Inferential statistics such as descriptive statistics, canonical analysis, correlation analysis, regression analysis and ANOVA/T tests were used to test the research hypotheses. Key findings revealed that job satisfaction showed the strongest statistical association with career wellbeing in this sample, whereas career agility did not demonstrate a statistically significant relationship with career wellbeing in this study, challenging contemporary Western career theories emphasising agility. The study contributes by validating multidimensional career wellbeing constructs, providing the first rigorous documentation of career wellbeing patterns in Namibian higher education, and integrating the Ubuntu philosophy with career theory. The findings suggest prioritising career satisfaction-building initiatives over career agility-development programmes, establishing comprehensive transformation frameworks, implementing differentiated career support systems, and developing family-supportive policies. The results demonstrate that in resource-constrained African contexts, career wellbeing derives primarily from career satisfaction rather than agility competencies, requiring institutional responsibility for creating fair, adequately resourced and supportive employment conditions.; Die studie het die rol van loopbaanverwante ingesteldhede (werksbevrediging en loopbaanbuigsaamheid) en loopbaanwelstand ondersoek in die ontwikkeling van ’n loopbaanwelstand-raamwerk binne die Namibiese hoëronderwyskonteks en die digitale loopbaanruimte, met spesifieke klem op digitale transformasie in hoër onderwys, wat deur die Covid-19-pandemie versnel is. Die doel van hierdie studie was daarom om vas te stel of daar ’n beduidende verband bestaan tussen loopbaanverwante ingesteldhede en loopbaanwelstand binne die digitale loopbaanruimte; of loopbaanverwante ingesteldhede ’n beduidende voorspeller is van loopbaanwelstand binne die digitale loopbaanruimte; en, laastens, of daar ’n verskil by individue bestaan oor sosiodemografiese groepe (soos geslag, ouderdom, huwelikstatus, ras, werkvlak en ouerstatus) met betrekking tot werkstevredenheid, loopbaanbuigsaamheid en loopbaanwelstand in die digitale loopbaanruimte binne die Namibiese hoëronderwyskonteks. Ten einde die studiedoelwitte te bereik, is ’n kwantitatiewe benadering, wat die gebruik van geldige en betroubare meetinstrumente behels, aangewend. Die populasie van die studie het bestaan uit 253 voltydse, permanente akademiese werknemers aan ’n openbare hoëronderwysinstelling in Namibië, wat deur middel van nie-waarskynlikheidsgerieflikheidsteekproefneming gekies is. Die navorsingshipoteses is getoets deur middel van inferensiële statistiese tegnieke, insluitend beskrywende statistiek, korrelasie-analise, kanonieke analise, regressie-analise en ANOVA/t-toetse. Sleutelbevindinge het getoon dat loopbaantevredenheid as die dominante voorspeller van loopbaanwelstand vorendag gekom het, terwyl loopbaanbuigsaamheid geen beduidende voorspellende verband getoon het nie. Hedendaagse Westerse loopbaanteorieë wat beklemtoon dat buigsaamheid sentraal tot welstand is, word deur hierdie bevinding uitgedaag. Die studie dra by tot die literatuur deur ’n multidimensionele konstruk van loopbaanwelstand geldig te maak, die eerste gestrenge dokumentasie van loopbaanwelstandspatrone in Namibië se hoëronderwyssektor te bied, en die Ubuntu-filosofie binne loopbaanteorie te integreer. Aanbevelings wat uit die bevindinge voortspruit, sluit in die prioritisering van inisiatiewe wat loopbaantevredenheid bo programme bevorder wat uitsluitlik op die ontwikkeling van loopbaanbuigsaamheid fokus; die vestiging van omvattende transformasieraamwerke; die implementering van gedifferensieerde loopbaanondersteuningstelsels; en die ontwikkeling van institusionele beleide wat die gesin ondersteun. Oor die algemeen dui die resultate daarop dat loopbaanwelstand in hulpbronbeperkte Afrika-kontekste hoofsaaklik uit loopbaantevredenheid spruit eerder as uit buigsame vaardighede, en dit beklemtoon die institusionele verantwoordelikheid om regverdige, voldoende befondsde en ondersteunende werksomstandighede te skep.; Ucwaningo luhlole iqhaza lezimo ezihlobene nomsebenzi (ukwaneliseka ngomsebenzi kanye nekhono lomsebenzi) kanye nenhlalonhle emsebenzini ngenhloso yokwakha uhlaka lokusebenza oluphilile ngaphakathi emfundweni ephakeme eNamibia kanye nalapho kusetshenzwa khona ngedijithali, ukugxila kakhulu kuguquko lwedijithali emfundweni ephakeme, nokusheshiswe ubhubhane lweCovid-19. Ngakho-ke inhloso yalolu cwaningo bekuwukuthola ukuthi ngabe bukhona yini ubudlelwano obuqinile phakathi kwezimo ezihlobene nomsebenzi kanye nenhlalonhle endaweni yomsebenzi wedijithali; ukuba ngabe izimo ezihlobene nomsebenzi zibikezela ngokuphawulekayo yini inhlalonhle yomsebenzi emsebenzini wedijithali; futhi, okokugcina, ngabe kwehluka ngokwabantu yini (ngobulili, ubudala, isimo somshado, ubuhlanga, izinga lomsebenzi kanye nesimo sabazali) maqondana nokugculiseka ngomsebenzi, ubuchule emsebenzini nenhlalonhle emsebenzini wedijithali emfundweni ephakeme eNamibia. Kusetshenziswe indlela yocwaningozinombolo ehlanganisa ukusetshenziswa kwamathuluzi okulinganisa asemthethweni futhi athembekile ngenhloso yokuzuza izinjongo zocwaningo. Inani labantu ababeyingxenye yocwaningo lihlanganisa abasebenzi abangu-253 abaqashwe ngokugcwele esikhungweni sikahulemeni semfundo ephakeme eNamibia, abakhethwe ngoba bekulula ukusebenzisana nabo ngesikhathi socwaningo (non-probability convenience sampling). Imibono engafakazelwe yocwaningo ihlolwe kusetsheniswa izindlela zokuhlaziya ezihlanganisa idescriptive statistics, correlation analysis, canonical analysis, regression analysis and ANOVA/t-tests. Okutholakele okubalulekile ukuthi ukwaneliseka ngomsebenzi yikhona okuhamba phambili okuholela ekutheni kubenenhlalonhle emsebenzini, kanti ubuchule bomsebenzi bona abuhlobene nakancane nalokho, nokuphikisana nemibono yaseNtshonalanga kwezemisebenzi ethi ubuchule bomsebenzi bunomthelela omkhulu kwezenhlalonhle emsebenzini. Ucwaningo luneqhaza ekubhalweni ngokuqinisekisa ukwakheka kwenhlalonhle kwezemisebenzi ehlukahlukene, lunikeza imibhalo yokuqala eqinile yamaphethini enhlalonhle emkhakheni wezemfundo ephakeme eNamibia, kuhlanganisa noBuntu ngaphakathi kwinjulalwazi yemisebenzi. Izincomo ngalokhu okutholakele zibandakanya izinhlelo ezibeka phambili ukuthuthukisa ukwaneliseka kwabasebenzi kunalezo ezigxile kuphela ekuthuthukisweni kobuchule bomsebenzi; ukusungula izinhlaka eziphelele zoguquko; ukusebenzisa izinhlelo ezehlukene zokwesekela imisebenzi; kanye nokuthuthukisa izinqubomgomo zesikhungo ezisekela umndeni. Sekukonke, imiphumela iphakamisa ukuthi ezimweni zase-Afrika ezentula izinsiza, inhlalonhle emsebenzini incike kakhulu ekwanelisekeni emisebenzini esikhundleni sekhono lobuchule, okugcizelela isibopho sesikhungo sokwenza izimo zokusebenza ezilinganayo, ezinezinsiza ezanele nezisekelanayo. Abstracts in English, Afrikaans and Zulu 2025-11-07T00:00:00Z