Analysing the impact of training and development on service delivery in the City of Cape Town

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.