Human resources strategies for effective management applications at Gauteng Department of Sports, Arts, Culture and Recreation / Arthur Mzwandile Skosana.

• Main Author: Skosana, Arthur Mzwandile
• Published: North-West University 2011
• Subjects: This study investigates the restructuring and alignment processes; review the staff capacity to meet with set objectives of the Department; It also investigates some of the problematic areas; shortsighted by the restructuring and alignment processes in the hub; problems occurred due to the inappropriate alignment of internal programmes; complimented with inadequate human resources strategic planning and implementation
• Online Access: http://hdl.handle.net/10394/4774

This study investigates the restructuring and alignment processes within the Gauteng Department of Sports, Arts, Culture and Recreation. The nature of the study was neither inclusive nor an exclusive study accommodate every input of the sub-directorate, and review the staff capacity to meet with set objectives of the Department. It also investigates some of the problematic areas shortsighted by the restructuring and alignment processes in the hub and areas of concerns which included: Accommodation (office space and sports fields); support of staff by senior managers; contracting and performance reviews; transport; progress review meeting of the hub system; budgeting and its implementation; equipment demand; administration tools leading severe problems; contracting of contract workers leading severe problems; and overtime and excessive workload in the hubs. It was showed in the research that problems occurred due to the inappropriate alignment of internal programmes complimented with inadequate human resources strategic planning and implementation. The problem of restructuring and alignment are due to oversight on the processes and implementation of the programmes at the foundational level, the lack of follow-ups on Service Level Agreement (SLA) with local government (still not signed), interdepartmental and intergovernmental integration strategy not in place, inadequate facilities for offices, consultation with community and stakeholders which only took place at the later stage. The respondents seriously commented regarding the organisational structure that has been changed thrice since its implementation. This led to overcrowding of staff hubs, with no career path strategy. Further causes are lack of alignment of human resource management strategy with programmes, and structural arrangement of all the departmental sub-directorates, confusing the implementation of programmes and the reporting systems. Considering the challenges of restructuring and alignment at the Gauteng Department of Sports, Arts, Culture and Recreation, the study concludes that there is a need for further restructuring and alignment of the human resource strategy to manage the objectives of the Department effectively and efficiently. === Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2010.