scholarly journals The future and the role of human resource management in South Africa during the Fourth Industrial Revolution

2021 ◽  
Vol 19 ◽  
Author(s):  
Cecilia M. Schultz
Keyword(s):  
South Africa ◽  
Resource Management ◽  
Human Resource Management ◽  
South African ◽  
Human Resource ◽  
Industrial Revolution ◽  
Data Driven ◽  
Fourth Industrial Revolution ◽  
The Future

Orientation: The world of work is evolving at an alarming rate, and human resource (HR) practitioners need to familiarise themselves with the future of human resource management (HRM) in order to add value to their organisations.Research purpose: This article presents South African HR practitioners’ views about the future and the role of HRM in the Fourth Industrial Revolution (4IR) from a qualitative perspective.Motivation for the study: Human resource practitioners play a central role in the 4IR, but theories on how their role is enacted remain insufficient.Research approach/design and method: A qualitative survey design was used to study the views of 105 HR practitioners affiliated with the South African Board of People Practices. Three open-ended questions were sent to participants by means of a SurveyMonkey link. Deductive and inductive coding were used to thematically analyse the data.Main findings: The following themes were identified: technology-driven, data-driven, ethically driven, change driven, business-driven, human–machine collaboration and presilience.Practical/managerial implications: South African HR practitioners should be prepared for the future world of work. If these HR practitioners are not technology-driven, data-driven, ethically driven, change driven, business-driven, human–machine collaboration and presilient, they may have difficulty to add value to the organisation in the 4IR.Contribution/value-add: This study extends the body of knowledge about the future world of work and the role of HRM in South Africa by founding that HR practitioners must have presilience and respect ubuntu. The study also extends contemporary scholarship by using an open-ended qualitative review design to investigate the future of HRM in South Africa during the 4IR.

scholarly journals Necessity for a comprehensive psychometric policy within an organization

1990 ◽  
Vol 16 (1) ◽  
Author(s):  
T. H. Veldsman
Keyword(s):  
South Africa ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Context ◽  
Psychometric Testing ◽  
Definition Of

Psychometric testing is an important, valuable, widespread and legally protected activity in South Africa. Within the ambit of the organizational context a psychometric policy is required to guide and direct this activity. The purpose of this article is to show how the need for such a policy within an organization can be fulfilled. The article proceeds as follows: firstly, the positioning of a psychometric policy within the overall human resource management of an organization is discussed; secondly, a definition of the term 'psychometric policy' and the aims thereof are given; thirdly, a suggested content for such a policy is outlined; fourthly a method of generating this policy is proposed; and lastly, the role of the psychologist in this regard is indicated.  Opsomming Psigometriese toetsing is 'n belangrike, waardevolle, algemene en wetlik beskermde aktiwiteit in Suid-Afrika. Binne organisatoriese verband word 'n psigometriese beleid benodig om hierdie aktiwiteit te lei en rig. Die doel van hierdie artikel is om aan te toon hoe die behoefte aan sodanige beleid in 'n organisasie vervul kan word. Die artikel verloop soos volg: eerstens, word die plasing van 'n psigometriese beleid binne die algemene menslike hulpbronbestuur van die organisasie bespreek; tweedens, word 'n definisie van die begrip "psigometriese beleid" en die doelwitte daarvan gegee; derdens, word 'n voorgestelde inhoud vir sodanige beleid aan die orde gestel; uierdens, word 'n metode aangedui waarvolgens hierdie beleid daargestel kan word; en laastens, word die rol van die sielkundige in hierdie area aangedui.

scholarly journals Research trends in the South African Journal of Human Resource Management

2018 ◽  
Vol 16 ◽  
Author(s):  
Charlotte Pietersen
Keyword(s):  
South Africa ◽  
Resource Management ◽  
Human Resource Management ◽  
South African ◽  
Human Resource ◽  
White Male ◽  
Research Trends ◽  
South African Journal ◽  
Knowledge Type ◽  
African Journal

Orientation: A comprehensive framework for research in human resource management (HRM) in terms of fundamental knowledge orientations was found lacking.Research purpose: The aim was to perform a typological review of research trends in the field of HRM, specifically of publications in the South African Journal of Human Resource Management (SAJHRM).Motivation for the study: No previous research in the field of HRM in South Africa adopted a fundamental theory of knowledge.Research design, approach and method: A qualitative design was followed, consisting of a documentary analysis of articles that were published in the SAJHRM for the period from 2003 to 2015. A detailed content analysis of published articles was performed in terms of a number of criteria, namely knowledge type, race, gender, authorship, author contribution and representation according to author institution and country of origin.Main findings: An analysis of a final selection of 289 articles indicated that research in the SAJHRM was mostly on the following lines: research was mostly of the hypothesis-testing (Type II) knowledge type; involved multiple authorship; and was conducted by mostly white, male researchers, based at a relatively few South African academic institutions.Practical and managerial implications: The SAJHRM should, in partnership with the HRM profession, promote and publish research that more prominently addresses the gap between academic HRM and HRM practice, especially in terms of the participatory or action research (Type IV) mode of knowledge generation.Contribution: The present analysis of research trends in the SAJHRM provides a broader and more nuanced perspective on forms of research required for the HRM field in South Africa.

scholarly journals Assessing the Effectiveness of Human Resource Management in Creating Organisational Competitiveness in a South African State-Owned Enterprise

2021 ◽  
Vol 12 (3) ◽  
pp. 13
Author(s):  
Bongani Innocent Dlamini ◽  
Luther-King Junior Zogli ◽  
Arvid Muzanenhamo
Keyword(s):  
Resource Management ◽  
Service Delivery ◽  
Human Resource Management ◽  
South African ◽  
Human Resource ◽  
African State ◽  
Employee Motivation ◽  
Research Approach ◽  
African Government

South African state-owned enterprises (SOEs) have been underperforming for the past decade riddled with poor service delivery, employee retrenchments, lack of employee motivation and inability to embrace innovative approaches in management of business. There has been a call from the South African government for SOEs to self-renew and become effective in service delivery. As a result the role of human resource management (HRM) assist organisations to become effective through the use of innovative human resource practices. This paper is an investigation carried out at a selected South African SOE to determine the effectiveness of HRM in creating organisational competitiveness.  A qualitative research approach was adopted where interviews were used to gather data from the company’s human resource practitioners and departmental heads. Non-probability sampling was used and 24 participants were purposively selected. The study revealed that HR practitioners do not participate in policy reviews whereas their skills are underutilised, they lack latest technology and it was noted that there is excessive control from high authorities.   Received: 11 February 2021 / Accepted: 16 March 2021 / Published: 17 May 2021

scholarly journals Human Resource Management As A Profession In South Africa: Practitioners’ Perspectives

2003 ◽  
Vol 1 (2) ◽  
Author(s):  
Chantel Van Der Westhuizen ◽  
LJ Van Vuuren ◽  
Deléne Visser
Keyword(s):  
South Africa ◽  
Resource Management ◽  
Human Resource Management ◽  
South African ◽  
Human Resource ◽  
Professional Status ◽  
Early Stages

Many organisations are downsizing their Human Resource (HR) operations due to the perceived lack of credibility of the function as a whole. This study investigates possible reasons for this perceived lack of credibility, and suggests ways in which the Human Resource Management (HRM) function can overcome this challenge. One of these suggestions implies the need to advance the professional status of HRM. The current professional status of HRM, as perceived by South African HR practitioners (N = 398) was evaluated by means of the trait approach to assessing the professional status of an occupation. The results reveal that practitioners do consider HRM to be a profession. However, HRM is still very much in the early stages of achieving true professional status. Other findings and their implications are also discussed. OpsommingDie Menslike hulpbronbestuursfunksie (MHB-funksie) word deur verskeie organisasies gerasionaliseer as gevolg van ’n oënskynlike gebrek aan geloofwaardigheid van die funksie as ’n geheel. In hierdie studie is moontlike redes vir die geloofwaardigheidsprobleem ondersoek en aanbevelings gemaak ten opsigte van wyses waarop die MHB-funksie hierdie uitdaging kan oorkom. Een voorstel impliseer die behoefte om die professionele status van die MHB-funksie te bevorder. Die huidige professionele status van MHB soos gesien vanuit die perspektief van Suid-Afrikaanse MHBpraktisyns (N = 398) is aan die hand van die eienskapgebaseerde metode om die professionele status van ’n beroep te bepaal, geëvalueer. Die bevindinge dui daarop dat ofskoon praktisyns MHB as ’n professie beskou, die MHBfunksie steeds in die vroeë fase van die strewe na ware professionele status is. Ander bevindinge en implikasies word ook bespreek.

Industrie 4.0: Mitarbeiterqualifizierung in KMU/Digitization and qualification of the staff in SME

2017 ◽  
Vol 107 (03) ◽  
pp. 134-140
Author(s):  
J. Abel ◽  
P. S. Wagner
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Industrial Revolution ◽  
Industrie 4.0 ◽  
Fourth Industrial Revolution ◽  
Kleine Und Mittlere Unternehmen ◽  
Employees Satisfaction

Industrie 4.0 wird in den Unternehmen viele Tätigkeiten verändern: Neue Qualifikations- und Kompetenzanforderungen werden die Folge sein. Insbesondere kleine und mittlere Unternehmen (KMU) sind vielfach auf diese Herausforderungen nicht gut vorbereitet. Plädiert wird daher für ein doppeltes Umdenken: zum einen für eine Professionalisierung der betrieblichen Personalentwicklung und zum anderen für eine Aufgeschlossenheit gegenüber neuen Lernformen, mit denen sich manche betrieblichen Barrieren überwinden lassen.   The so-called fourth industrial revolution is about to change labour conditions in many ways: SME are especially unprepared for this development. We point out two aspects: The relevance of professionalised human resource management and openness to new forms and techniques of learnings. Thus organisational barriers to employees satisfaction can be overcome.

scholarly journals Municipal Employees’ Perceptions Of Political Interference In Human Resource Management Practices: Evidence From The Free State Province In South Africa

2016 ◽  
Vol 15 (1) ◽  
pp. 15 ◽  
Author(s):  
Lineo W. Dzansi ◽  
Crispen Chipunza ◽  
Mabokang Monnapula-Mapesela
Keyword(s):  
South Africa ◽  
Resource Management ◽  
Human Resource Management ◽  
South African ◽  
Human Resource ◽  
Management Practices ◽  
Hrm Practices ◽  
Political Interference ◽  
Municipal Employees ◽  
Human Resource Management Practices

Service delivery in South Africa has of recent been marred with much criticism and citizens’ dissatisfactions evidenced by protests across the country, especially in different municipal areas. While the South African central government recognizes the important supportive role of human resources management (HRM) in ensuring quality service delivery, the municipalities’ human resource management seem not to be playing this important role. There are accusations of too much political interference in municipal human resource management activities in municipalities in the country. The objective of this study was to determine municipal employees’ perceptions of political interference in human resource management practices within selected municipalities in South African. Using a sample of nine municipalities and 342 employees, results of the quantitative analysis of data collected using questionnaires showed that municipal employees perceived little or low levels of political interference in HRM practices.  The results are discussed within the context of organisational justice theory and implications on issues such as application of appropriate ethics in HRM practices are suggested.

scholarly journals Two decades of qualitative research in Psychology, Industrial and Organisational Psychology and Human Resource Management within South Africa: A critical review

2016 ◽  
Vol 42 (1) ◽  
Author(s):  
Sumari O'Neil ◽  
Eileen Koekemoer
Keyword(s):  
South Africa ◽  
Qualitative Research ◽  
Resource Management ◽  
Human Resource Management ◽  
South African ◽  
Human Resource ◽  
Qualitative Studies ◽  
South African Journal ◽  
The South ◽  
African Journal

Orientation: Qualitative research is marked by phenomenal growth and development over the years.Research purpose: This article aims to offer insight into the emerging qualitative methodologies used in the fields of Psychology, Industrial and Organisational Psychology and Human Resource Management.Motivation for the study: The value of qualitative organisational research has been recognised since the 1970s. Regardless of its perceived value, national and international trends show a greater tendency for quantitative research.Research design, approach and method: This article investigates qualitative articles (n = 242) published over two decades in the South African Journal of Industrial Psychology (SAJIP), South African Journal of Psychology (SAJP), and the South African Journal of Human Resource Management (SAJHRM). More specifically, a content analysis was conducted to highlight the trends of paradigms, designs and analysis methods employed in the studies.Main findings: Although there seems to be a slight increase in qualitative publications over the years, qualitative studies show a lower volume than its counterparts. The SAJIP published the least qualitative articles when compared to the SAJP and SAJHRM. There is a pattern of preference for specific paradigms and methods in all the journals. Overall, all the journals carry a large number of articles that do not specifically state their paradigmatic alignment or the designs they used, while some articles omits the methodology used in the studies altogether.Practical/managerial implications: The results indicate a clear need for increased exposure to qualitative methodology, both by publishing more qualitative studies in local journals and by providing formal training opportunities. A publication does not solely rely on authorship, but also on a review process. Therefore certain adjustments in this process may lead to more and better qualitative publications in future.Contribution/value-add: This article provides a critical analysis of the current trends and developments in qualitative research conducted in Industrial and Organisational Psychology(IOP) research in South Africa. The study identifies dominant methodologies in use, and thereby identifies possible opportunities to expand the ‘methodological menu’ of IOP research.

Like a Cog in a Machine

2021 ◽  
pp. 1-20
Author(s):  
Ali B. Mahmoud
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Industry 4.0 ◽  
Industrial Revolution ◽  
Ethical Concerns ◽  
Fourth Industrial Revolution

Similar to its sisters, the Fourth Industrial Revolution (Industry 4.0) has sparked varying sentiments and views regarding the ethicality and effectiveness of employing artificial intelligence (AI) tools in human resource management (HRM) in a way that triggers the need for a synthesis of current published work on the different views in that respect. This chapter presents an attempt to engage the different cogs with each other so the millstone will go around, and an updated understanding of AI-powered HRM from different angles is provided. This work reviews the main concepts revolving around AI and Industry 4.0. Also, it offers an up-to-date investigation of AI uses in HRM (e.g., People Analytics) and what risks or ethical concerns are being argued in contemporary discourse.

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