Contextualising the factors influencing human resource development in municipalities

Harlan C.A. Cloete
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Abstract

Background: Human resource development implementation faces several challenges that prevent organisational optimisation as defined in the Local Government Sector Education and Training Authority Skills Development Handbook and related regulatory framework. The assumption is that skills development facilitators (SDFs) do not have the functional competencies to effectively implement human resource development projects and programmes. Aim: The aim of the research was to present and reflect on the results of a survey conducted in selected South African municipalities to ascertain the factors influencing human resource development implementation and to assess the competence levels of SDFs to determine whether there are lessons to be learned. It also aimed to recommend how the identified challenges faced by municipalities can be resolved. Methods: The mixed-methods research approach involved the analysis of primary data obtained from a qualitative perspective, including semi-structured interviews and questionnaires. Questionnaires were completed by 239 line managers, 66 human resource development staff , 357 other municipal employees and 34 SDFs. Results: The study concluded that SDFs are experienced and qualified but that human resource development is poorly managed in municipalities on six levels (ethical values, policy, practice, organisation, internal democracy and stakeholders), which affects the overall human resource development performance of municipalities. Conclusion: Municipalities must follow an integrated management approach to manage HRD that includes a collaborative approach involving line managers, HRD professionals and employees. Contribution: Specific implementation recommendations are made to ensure that municipalities are equipped to manage HRD and thus ensure effective service delivery in municipalities.
对影响城市人力资源开发的因素进行背景分析
背景:人力资源开发实施面临着一些挑战,这些挑战阻碍了地方政府部门教育和培训机构技能发展手册和相关监管框架中定义的组织优化。假设是技能发展促进者(sdf)不具备有效实施人力资源开发项目和方案的职能能力。目的:这项研究的目的是介绍和反思在南非选定城市进行的一项调查的结果,以确定影响人力资源开发实施的因素,并评估可持续发展目标的能力水平,以确定是否可以吸取教训。它还旨在就如何解决市政当局所面临的已确定挑战提出建议。方法:采用混合方法的研究方法,从定性角度对获得的原始数据进行分析,包括半结构化访谈和问卷调查。问卷由239名直线经理、66名人力资源开发人员、357名其他市政雇员和34名sdf完成。结果:研究得出结论,sdf是有经验和合格的,但市政当局在六个层面(道德价值观、政策、实践、组织、内部民主和利益相关者)对人力资源开发管理不善,这影响了市政当局的整体人力资源开发绩效。结论:市政当局必须采用综合管理方法来管理人力资源开发,其中包括涉及部门经理、人力资源开发专业人员和员工的协作方法。贡献:提出了具体的执行建议,以确保市政当局有能力管理人力资源开发,从而确保市政当局有效地提供服务。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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