The Reciprocal Relationship Between Human Resource Management Professionalism And A Diverse South African Workplace Context

The main objective of this research was to determine the interactive relationship between human resource management (HRM) professional competencies and background variables of employees in diverse South African work place context. A Human Resource professional competency measure was administered among HR practitioners and managers (N=483) from a variety of South African organisations. The results showed that significant differences exist between the respondent’s perceptions of the importance of HRM competencies based on their age, educational qualifications years of work experience and management level. Respondents aged 20-29 years viewed the leadership- and personal credibility, solution creation, HR metrics, HR service delivery and HR technology as less important than older employees. Respondents with a higher level qualification viewed the HRM competencies of Leadership- and personal credibility, talent management, HR risk, HR service delivery, Strategic impact, HR business knowledge, Business acumen and HR technology as more important than respondents with a lower level qualification. Respondents with 11 to 15 years of work experience regarded the solution creation competency as more importance that did those with 0 to five years of work experience. Respondents employed on middle management level viewed the competency of being able to perform metrics as more important than did those employed on operational level. Recommendations are made.

Intricacies of HRM as a managerial profession of South Africa : A conceptual analyses

Abstract: The extent to which human resource management can be considered a profession in South Africa is still being debated. The primary goal of this study was to review the literature on the progression of professionalisation and professionalism in HRM in general and practices that could be explicitly adopted in the South African context. This manuscript is organised as a review of the literature. The literature review findings show that the current South African HR fraternity can obtain common understandings of HR professionalism when applied to all vocational settings by developing a governing body with legal status, a body of knowledge, and establishing standards for all HR practices at all organisational levels. The ontological methodology of literature analyses highlighted the significance, guiding principles, and expected behaviour of professionals in general and HRM practitioners in South Africa. Finally, recommendations are made for the enhancement of HR professionalism

The Management Side Of Talent: Causal Implications For The Retention Of Generation Y Employees

Organisations are facing significant challenges to retain Generation Y employees. Research shows that, once these individuals are employed, they are not likely to remain in that position for very long. Organisations therefore need to find innovative solutions to retain this group of employees. The purpose of this research was to determine the causal relationship between management support towards talent management and the impact thereof on the turnover intentions of Generation Y employees. The Human Capital Index, Perceived Organisational Support Questionnaire, Perceived Organisational Support and Intention to Quit questionnaires were administered among a convenience sample of generation Y employees (N=135). The results showed that Perceived Organisational Support is significantly related to Talent management practices, Perceived Supervisor Support and Intention to Quit. Perceived Supervisor Support is significantly related to Talent management practices and Intention to Quit. Talent management practices are significantly related to intention to quit. Recommendations are made

Providing Education to Enhance Wildlife Conservation in South Africa Through the First Wildlife School for Game Rancers - A Grassroots Effort by Government Authorized Conservationists

The establishment of the game ranching industry in South Africa has resulted in the conversion of 20 million hectares of marginal agricultural land to an economically viable and conservation oriented industry. The single biggest driving factor in the growth of the game ranching industry in South Africa was the promulgation of the Game Theft Act 105 of 1991 which conferred private ownership of game. Due to the Act, wildlife became economically viable and were managed according to the creation of this new market. The growth in game animals has reached its highest point since 1850 with over 20 million animals. In 1992, South Africa signed the International Convention on Biodiversity whereby the country committed itself to a goal of 12% of the country would be preserved for wildlife biodiversity by 2021. By 2016, the Department of Environmental Affairs (DEA) had determined that South Africa’s terrestrial protected area fell far short of the 12% agreed upon by the country. The DEA had determined that South Africa would have to depend on the assistance and conservation of the game ranching industry in order to meet the 12% target. In 2017it was realized that a wildlife school for game farmers was needed, to address utilizing natural resources in a manner that supports sustainability and improves economic prospects while upholding conservation ethics. To help unify the industry and address the unknowns, the first Wildskool was developed to provide direct face to face education