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Human resource practices in selected private tertiary institutions in Windhoek, Namibia
Author(s)
Saruchera, Sibonginkosi
Date Issued
2024
Type
Thesis
Publisher
Cape Peninsula University of Technology
Abstract
Formal human resources practices are essential for fostering a motivated, skilled, and committed workforce within Private Tertiary Institutions. This study investigates informal HR practices in selected Private Tertiary Institutions in Windhoek, Namibia, focusing on employee turnover, absenteeism, performance deterioration, and employee development since 2014. The research aims to propose a formal human resource management practices model to mitigate these issues and enhance institutional reputation. Guided by a pragmatism paradigm and a mixed-methods approach, data were collected through questionnaires and structured interviews from academic staff and Human Resource staff.
The study adopted a mixed research method (convergent parallel design), collecting quantitative data through a questionnaire and qualitative data through structured interviews. Data were gathered from academic staff and Human Resource staff from three Private Tertiary Institutions. The questionnaire distributed via Survey Monkey, received responses from 171 academic staff members, while eight Human Resources staff participated in online interviews via Zoom. Quantitative data were processed using Stata (Version 17), and qualitative data were processed using Atlas.ti.22.
The study found that informal HR practices in career development and growth, working conditions and work-life balance, performance management and recognition, remuneration and selection contributed to performance deterioration, absenteeism, and a decline in employee development. These negative behaviours increased the likelihood of academic staff leaving their respective institutions. Based on these findings, the study proposed a formal human resource management practices model tailored to Private Tertiary Institutions' limited resources to improve HR outcomes. This research offers new insights specific to the Private Tertiary Institution environment and informs policy development for effective HR practices, providing a foundation for future research and practical applications within the sector.
The study adopted a mixed research method (convergent parallel design), collecting quantitative data through a questionnaire and qualitative data through structured interviews. Data were gathered from academic staff and Human Resource staff from three Private Tertiary Institutions. The questionnaire distributed via Survey Monkey, received responses from 171 academic staff members, while eight Human Resources staff participated in online interviews via Zoom. Quantitative data were processed using Stata (Version 17), and qualitative data were processed using Atlas.ti.22.
The study found that informal HR practices in career development and growth, working conditions and work-life balance, performance management and recognition, remuneration and selection contributed to performance deterioration, absenteeism, and a decline in employee development. These negative behaviours increased the likelihood of academic staff leaving their respective institutions. Based on these findings, the study proposed a formal human resource management practices model tailored to Private Tertiary Institutions' limited resources to improve HR outcomes. This research offers new insights specific to the Private Tertiary Institution environment and informs policy development for effective HR practices, providing a foundation for future research and practical applications within the sector.
Additional information
Thesis (Doctor of Human Resources Management)--Cape Peninsula University of Technology, 2024
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