Browsing by Author "Govender, Loganathan Narayansamy."

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Factors driving pay changes and their impact on corporate performance : Namibian Ports Authority case study.
(2011) Kanime, Andreas.; Govender, Loganathan Narayansamy.
Abstract not available.
The impact of motivation on job satisfaction amongst selected employees at eThekwini Electricity.
(2016) Paulsen, Jarred Irwin.; Govender, Loganathan Narayansamy.
ABSTRACT Motivation and job satisfaction were the focus of this study that aims to assist the eThekwini Electricity Department in South Africa, with emphasis on engineers, technologists and technicians. The relationship among these two factors determine levels of employee productivity, proposes solutions on how to enhance it and help the municipality gain a corporate advantage over their competition. The objectives were set to grasp an understanding on the factors that motivate job satisfaction, the impact of motivation and the overall level job satisfaction as well as to determine factors that influence job dissatisfaction. Concepts of motivation including the definitions and theories such as Content and Process, McClelland’s Theory of Needs, Alderfers ERG, X and Y, Vroom’s Expectancy and Self-efficacy was extrapolated from literature. Maslow’s Hierarchy of Needs and Herzberg Two Factor Theory gave rise to the research instrument used in the study which was quantitative in nature. A sample size of 117 employees was asked to provide their views on a Likert-scale questionnaire. The study found that more than 80% of the respondents were male and more than 60% were between the ages of 25-34. The results from the questions addressed revealed that only growth and advancement was a factor that did not motivate job satisfaction. Furthermore, higher order needs that the employees had were deemed to be already satisfied or in the process of being satisfied. The future recommendations would be to include a broader professional sample, compare municipal organizations to corporate ones and factor in employee motivational triggers in the hope that more specific details will be revealed that will allow organizations to experience higher levels of success while fulfilling the job expectations of each employee.
Implementation of human resource information systems: a case study of Central Bank of Lesotho.
(2017) Makaaka, Lerato Margret.; Govender, Loganathan Narayansamy.
Human Resources Information System (HRIS) is a system that organisations use to reduce administrative costs, enhance service delivery, and increase productivity. The study focuses on the implementation of HRIS at the Central Bank of Lesotho (CBL). The Unified Theory of Acceptance and Use of Technology (UTAUT) model was adopted to determine factors that influence individual behaviour intentions to use HRIS at the CBL. The study has used the case study approach to gather in depth knowledge about the factors that influence individual behaviour on the use of HRIS following the implementation of the system at CBL. The study adopted a quantitative approach to investigate the potential benefits of the UTAUT model at CBL to provide a useful data to measure user behaviour from a statistical point of view. The data was analysed to identify the factors that influence individual behavioural patterns on the usage of HRIS at the CBL. The study applied the probability sampling with the assumption that the population have equal chance of being selected to participate in the study. The motive for using probability sampling was to be able to generalise the results obtained to a larger group. The population for CBL comprises of three hundred (300) employees. One hundred and sixty-nine (169) employees were selected randomly from all occupational levels at the Bank ranging from top managers to lower level of employees. The response rate was 76%. Statistical Package for Social Sciences (SPSS) software was used to interpret statistical data to give meaning to the data collected and to enable recommendations emanating from the study. The findings concluded that individual behaviour intention to use HRIS is highly influenced by all the constructs and the constructs were found to be best predictors of behaviour intention to use HRIS. The findings reflected that gender, age and experience had no significant effect on the relationship between the constructs as indicated by the original model. Management feels that it is important to understand employees’ behavioural changes to foster user acceptance of the system.
An investigation into the transformation process employed by Wesbank : an exploratory study.
(2007) Cabe, Nduduzo Civilian Futhie.; Govender, Loganathan Narayansamy.
Even a brief Internet search reveals the huge variety of ways in which the terms transformation, diversity, employment equity and affirmative action are used, as well as the vast range of interventions offered. For example, the term diversity can be used in its most narrow sense focusing on one identifier such as race, or broadening along a continuum towards including all identifiers such as skills, ideology or even personality.
An investigation of expatriation challenges: a case study of Transnet Port Terminals in Durban.
(2018) Sewnarain, Shantel.; Govender, Loganathan Narayansamy.
Globalization has influenced internationalisation of 21st century organisations. South African organisations are expanding their horizons not only nationally but globally. The expansion of organisational activities outside national borders challenge South African companies to invoke changes that relate to the management of expatriates. Changes due to globalisation poses many new challenges for management due to the internationalisation of human resource management. As a result, employers and employees are expected to rapidly gain various skills to adapt to the speed of change for organisations to achieve competitive advantage. This study explores the expatriate process challenges at Transnet Port Terminals and examines the perceptions and experiences of expatriates prior, during and post international assignments. It also examines the perceptions of the Human Resource (HR) Managers responsible for the management and administration of global mobility. The study delves into the experiences of expatriates based on four phases of the expatriation process, that is (phase 1) selection of suitable candidates for international assignments, (phase 2) pre-departure training that looks at training before the assignment, (phase 3) on-assignment support that looks at communication and ongoing support between Head Office and the expatriate and lastly, (phase 4) repatriation of expatriates that looks at the return of expatriates back to the home country. The research methodology adopted for this study is a qualitative research to investigate the perceptions of expatriates, and acquire a deeper understanding about their experiences. The researcher conducted semistructured interviews with ten participants from Transnet Port Terminals (TPT). The ten participants included six expatriates and four managers from Human Resource Management, who played an integral role in administering and managing global mobility. Adopting a single case study approach, the study explores international HR management processes and practices at Transnet Port Terminals. Data collected from the questionnaire and existing sources were analysed to answer research questions, and compared the expatriate processes at Transnet Port Terminals to ‘best practices’ obtained from literature review. The results from the study affirm the importance of four phases in the expatriation process to implement and manage a successful international assignment. The study contributes to the existing body of knowledge due to the growing demand for expatriates globally. Valuable insights on expatriation from existing literature provided in this study including the recommendations hope to inspire management at Transnet Port Terminals in developing a successful expatriation process.
Knowledge management as a strategic tool for human resource management : a study of selected higher educational institutions.
(2010) Govender, Loganathan Narayansamy.; Moodley, Sathiasiven.; Perumal, Sadhasivan.
Although higher educational institutions the world over are beginning to recognize the importance of knowledge management, such institutions are still on the “very first steps of the long ladder” in addressing, evaluating and implementing the benefits of knowledge management with particular reference to the human resource management sector. Knowledge management is a viable means through which higher educational institutions could gainfully capitalize on its intellectual and social capital. Implementing knowledge management principles could bring about improved human resource efficiency and effectiveness and a resultant improved performance at higher educational institutions fostering a culture of excellence. Institutions of higher learning should therefore embrace knowledge management principles and practices in order to adequately address the challenges in a society that is becoming increasingly knowledge based. Relevant knowledge for human resource managers could be located at three different places. Individual knowledge is acquired through personal work experiences. Secondary knowledge could be attained through others insights, experiences and perceptions. Finally, much valued codified knowledge could be found in knowledge repositories. The realistic value of knowledge could be derived through the combination of all three approaches. Against this backdrop, this study explores knowledge management as a strategic tool for human resource management in higher educational institutions. Specifically, the dimensions such as organizational culture, organizational performance, technology, management support, and the institutions mission and vision will be evaluated to understand knowledge management within higher educational institutions. A questionnaire/survey was administered to a sample representing senior, middle and junior human resource managers at selected higher educational institutions in South Africa, Mauritius and India. In addition, a semi-structured interview was conducted with executive managers responsible for the human resource function in the higher educational institutions. The study investigated the impact of policies, systems and processes that the higher educational institutions implemented in support of knowledge management and knowledge sharing. A triangulated research approach was adopted through the administration of survey questionnaires amongst human resource managers, conducting semistructured interviews with executive managers, and a comprehensive literature review backed up with a review of the findings of similar studies. The outcomes of the study demonstrate that significant benefits could be derived by HEI’s in adopting an integrative approach between the human resource and knowledge management functions. The research results provide convincing arguments to support the integration of human resource management and knowledge management initiatives in HEI’s and affirms the assumption that these two disciplines are mutually inclusive. Whilst the HRM function at HEI’s have demonstrated that they have the capability and resources to implement knowledge management initiatives, the results reflect that much ground needs to be covered to realize the full benefits of this endeavour. The research culminates in providing important recommendations and guidelines, as well as the development of an integrated normative model on how human resource departments at higher educational institutions could embrace knowledge management as a strategic human resource management tool. The study confirms that an effective knowledge management strategy for human resource management that is aligned to the organizations’ strategic objectives is imperative in the 21st century organizational era, and more specifically for higher educational institutions in South Africa.
The perceptions of employees on the use of human resource information systems in recruitment and selection functions at the School of Management, IT and Governance.
(2020) Magagula, Noxolo Precious.; Govender, Loganathan Narayansamy.
There has always been a growing need for organizations to achieve organizational goals and functionality in the work environment. Studies conducted over a long time show that traditional ways of doing things in human resource management have been moved to strategic human resource management using substantial involvement of Information Technology. This research explores University of Kwazulu-Natal employees’ perceptions towards the use and functionality of Human Resource Information Systems in recruitment and selection functions in the School of Management, IT and Governance in Pietermaritzburg and Westville Campus. The main objectives were to explore employees’ perceptions on the design and use of human resource information systems, identify the advantages of using HRIS in selection and recruitment functions, and their overall perceptions of its use on selection and recruitment functions. Descriptive research was conducted to provide an accurate description of the subject matter. The quantitative research method was conducted to provide a more comprehensive statistical and graphical understanding of the information collected. The target population was 61, where 52 respondents were selected as the sample for the study. Due to the COVD-19 pandemic, remote data collection was adopted. The questionnaires were captured on the Google Form, and the link was subsequently sent to each of the respondents via email. The responses were downloaded and re-coded in Excel, which was later exported into the SPSS, version 26. Based on the data, only 42 of the respondents completed the questionnaires online. This represents 86.77% active response rate. The measuring instrument reliability was determined using Cronbach's alpha efficient, while the validity was determined through exploratory factor analysis. The results showed a significant relationship between the perceptions on the use and design of HRIS and benefits of HRIS (r = 0.236, p < 0.05). Furthermore, there was a significant positive correlation between the benefits of HRIS and the perceptions on the use of HRIS in the recruitment process (r = 0.464, p < 0.05). Lastly, there was a significant positive relationship between the perceptions of HRIS in the recruitment and selection process (r = 0.550, p < 0.05). The study recommends that the University continue to integrate HRIS into its HR activities such as recruitment and selection, job analysis, human resource planning, training and development, compensation, and succession planning.
Perceptions of human resource information system usage for knowledge management in the context of human resource management .
(2010) Naicker, Krisandra.; Govender, Loganathan Narayansamy.
21st century human resource (HR) managers face new challenges that require the management of employee resources and the management of information resources overload to support human resource management (HRM). The proposed research will examine the integrated approach that could be adopted by human resource information systems (HRISs) to identify, classify, store and evaluate human resource information assets to meet the strategic needs of HRM in the 21st century organisational era. The information assets may include databases, documents, policies, procedures, as well as the un-captured tacit expertise and experience stored in individual’s heads, in the form of knowledge. We live in an information economy powered by the human capacity to create value out of knowledge – an intangible asset that is referred to as Due to scarcity in natural resources, modern and knowledge organisations increasingly depend on the knowledge contained in the organisation to succeed and remain competitive. This study examines the perceptions of Human Resource Information System usage for knowledge management in the context of human resource management. Data for the study was obtained from a sample of 70 human resource employees employed at retail organisations within South Africa. The data was quantitatively analysed using descriptive and inferential statistical techniques. The study indicated uncertainty about the use of HRIS functions while the respondents agree with using technology as a tool for sharing information. The concept of knowledge was explored as a strategic asset for the organisation to capitalise on as a competitive advantage, and the study explained that while HR employee’s value and recognise the various forms of the knowledge assets within employees, HR employees were uncertain about knowledge challenges. Although knowledge is generally shared within organisations, the benefits must be further explained in order to gain commitment and support.