Use of Job Enrichment Technique and Human Resource Management Performance, Among Extension Managers in North West Province South Africa

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.

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Whatever happened to human resource management performance?

International Journal of Productivity and Performance Management ◽

10.1108/17410401011014230 ◽

2010 ◽

Vol 59 (2) ◽

pp. 145-162 ◽

Cited By ~ 24

Author(s):

Peter Prowse ◽

Julie Prowse

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Management Performance

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Work enrichment and employee voice in human resource management-performance studies

The International Journal of Human Resource Management ◽

10.1080/09585190701394150 ◽

2007 ◽

Vol 18 (7) ◽

pp. 1335-1372 ◽

Cited By ~ 112

Author(s):

Stephen J. Wood ◽

Toby D. Wall

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Performance Studies ◽

Employee Voice ◽

Management Performance

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Research trends in the South African Journal of Human Resource Management

SA Journal of Human Resource Management ◽

10.4102/sajhrm.v16i0.825 ◽

2018 ◽

Vol 16 ◽

Cited By ~ 1

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.

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The Biographical and Human Resource Management Predictors of Union Membership Engagement of Low- and Middle-Income Workers

Journal of Economics and Behavioral Studies ◽

10.22610/jebs.v10i1.2103 ◽

2018 ◽

Vol 10 (1) ◽

pp. 207

Author(s):

Molefe Jonathan Maleka

Keyword(s):

South Africa ◽

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Union Membership ◽

Quality Of Work Life ◽

Fringe Benefits ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Study Results

In this study, the researcher investigated the biographical and human resource management (HRM) predictors of union membership. The literature reviewed revealed that there is little research on this topic in the South African context. The literature reviewed also showed that males, permanent employees, employees who are less committed, who have a level of quality of work-life (QWL) and engagement, and those who are satisfied are more likely to be unionized. A cross-sectional survey design was used to address the research questions. One thousand questionnaires were distributed and 874 were completed by the respondents at Marabastad Mall in the City of Tshwane Metropolitan Municipality (CTMM) in South Africa. The study results showed that employment status was the highest predictor ( = -1.782, p<0.05) of union membership, and gender and job satisfaction were not predictors of union members. This study had managerial implications, in the sense that when hiring employees on a part-time basis, having employees who are committed and offering employees QWL (i.e. excellent fringe benefits) will impact negatively on union membership. In terms of policymakers, the study revealed that developing remuneration policies that are pro-employee (i.e. offering excellent working conditions and fringe benefits) would make them satisfied, possibly be productive, and they would engage less in counterproductive industrial actions like strikes, which in South Africa are the amongst highest in the world.

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