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Analysing the impact of training and development on service delivery in the City of Cape Town
Author(s)
Ndevu, Zwelinzima Julian
Date Issued
2006
Type
Thesis
Publisher
Cape Peninsula University of Technology
Abstract
Every organisation needs to have well-trained and experienced human resources
to perform organisational activities. In the absence of such resources, it is
necessary to raise the skills levels and increase the versatility and adaptability of
current personnel.
The aim of the study was to analyse the impact of training and development on
service delivery in the City of Cape Town. Chapter one introduced the study and
includes the terms of reference, the problem statement, the objectives of the
study and the key questions pertaining to the study. As part of the methodology
the researcher conducted a pre-testing of the competencies of the experimental
group, investigating the extent to which present competencies contributed
towards execution of service delivery obligations and the extent to which lack of
capacity contributed to lack of service delivery.
Chapter two provided information on the evolution of local government training
and development in South Africa. The chapter found that there has been a
complete democratization of local government structures where the emphasis
has been on greater development, particularly in terms of human resource
development.
Chapter three analysed the Human Resource Development Strategy for staff
development in the Western Cape Provincial Administration. Legislation such as
the South African Qualifications Authority Act 1996 (SAQA), the Skills
Development Act of 1998 and the Skills Development Levies Act of 1999 formed
the basis for Human Resource Development Strategy in the Western Cape
Province particularly the in City of Cape Town.
Chapter four put forward the research design and methodology. The technique
used to obtain information for the study included a literature review. A survey
was conducted with selected employees. In the chapter a brief overview of the
study is provided, as well as the methods utilized, data collected and the
proposed data analysis.
Chapter five concluded the study and put forward recommendations. One such
recommendation is for example, the utilization of the concept training and
development in a more concrete way, and the redefinition of the consequent
roles or duties of trainers. It may appear as if implementation of training and
development was not done effectively. It is unclear whether trainers were able to
conceptualise and interpret the aims and objectives of training and development
in the City of Cape Town.
to perform organisational activities. In the absence of such resources, it is
necessary to raise the skills levels and increase the versatility and adaptability of
current personnel.
The aim of the study was to analyse the impact of training and development on
service delivery in the City of Cape Town. Chapter one introduced the study and
includes the terms of reference, the problem statement, the objectives of the
study and the key questions pertaining to the study. As part of the methodology
the researcher conducted a pre-testing of the competencies of the experimental
group, investigating the extent to which present competencies contributed
towards execution of service delivery obligations and the extent to which lack of
capacity contributed to lack of service delivery.
Chapter two provided information on the evolution of local government training
and development in South Africa. The chapter found that there has been a
complete democratization of local government structures where the emphasis
has been on greater development, particularly in terms of human resource
development.
Chapter three analysed the Human Resource Development Strategy for staff
development in the Western Cape Provincial Administration. Legislation such as
the South African Qualifications Authority Act 1996 (SAQA), the Skills
Development Act of 1998 and the Skills Development Levies Act of 1999 formed
the basis for Human Resource Development Strategy in the Western Cape
Province particularly the in City of Cape Town.
Chapter four put forward the research design and methodology. The technique
used to obtain information for the study included a literature review. A survey
was conducted with selected employees. In the chapter a brief overview of the
study is provided, as well as the methods utilized, data collected and the
proposed data analysis.
Chapter five concluded the study and put forward recommendations. One such
recommendation is for example, the utilization of the concept training and
development in a more concrete way, and the redefinition of the consequent
roles or duties of trainers. It may appear as if implementation of training and
development was not done effectively. It is unclear whether trainers were able to
conceptualise and interpret the aims and objectives of training and development
in the City of Cape Town.
Additional information
Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2006.
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