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5.5 CONCLUSIONThe focus of this chapter was to analyse the content of the recruitment andselection policy of DWAF, in terms of a checklist of requirements and bestpractices. The analysis indicates that most of the requirements discussed insection 3.5 and section 3.6 were met and that the policy is a sufficientinstrument to enhance the achievement of DWAF’s vision for a democratic,people centred nation working towards human rights, social justice, equity andprosperity for all and its objective of becoming a better service provider. Chapter6 deals with the analysis and interpretation of applied recruitment and selectionwithin DWAF.74
CHAPTER 6PRESENTATION AND ANALYSIS OF RESEARCH RESULTS6.1 INTRODUCTIONIn the previous chapter the content of the current recruitment and selectionpolicy in DWAF was discussed. The research design and process used in thisempirical study was described in chapter 4. The results of the study arepresented in this chapter. Information regarding the research response isfollowed by a presentation of the respondents’ demographic characteristics. Thedata is presented in terms of the recruitment and selection model discussed insection 3.6. Open-ended questions, designed to facilitate recommendations forimprovement to the current recruitment and selection practices, is also discussedaccording to themes.6.2 RESEARCH RESPONSEAs indicated in Chapter 4 (section 4.4.4) the size of the population of newappointees is 51. These were surveyed by means of the convenience samplingmethod. The population size for line managers and HR manager depended on theavailability of the employees and concluded to be 13 and 6 respectively. Table6.1 depicts the statistics of the data collection process. Although overallparticipation was good, and above the researcher’s expectation, otherrespondents were negative and some intimidated.A great number (67 percent) of the permanent appointees responded while therest were unavailable, (out of town on official business). The 20 percent nonrespondingfixed-term appointees and the 53 percent non-responding linemanagers and the 50 percent non-responding HR managers were unavailabledue to workload and other responsibilities. Though short–term appointees werenot regarded as a priority for the researcher, they responded enthusiastically.75
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DECLARATIONI, Heinrich F.W. Mettler
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ACKNOWLEDGEMENTSThe success I have
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CHAPTER 2THE DRIVE TOWARDS SERVICE
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CHAPTER 5POLICY ANALYSIS5.1 INTRODU
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LIST OF FIGURESPAGEFigure 2.1 Strat
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LIST OF APPENDICESPAGEAppendix A Qu
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esources should enhance the Public
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The mission of DWAF is to serve the
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competition and sound labour relati
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1.8 OUTLINE OF THE CHAPTERSChapter
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• Combating Corruption.Holdsworth
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Hutton (2001:24) remarks that it is
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• Value for money - Public Servic
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• Introduce greater mobility to e
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2.7 HUMAN RESOURCE MANAGEMENTIn the
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2.8 RECRUITMENT AND SELECTIONRecrui
Page 35 and 36: CHAPTER 3RECRUITMENT AND SELECTION3
Page 37 and 38: • ensure that legal requirements
Page 39 and 40: easons that the essence of this leg
Page 41 and 42: The purpose of a company’s recrui
Page 43 and 44: Policy referralNeed assessmentYESAp
Page 45 and 46: Change equals opportunity and the d
Page 47 and 48: This document assists recruiters in
Page 49 and 50: professional in exercising their re
Page 51 and 52: • Advertisements - the most widel
Page 53 and 54: The line manager, with assistance o
Page 55 and 56: venue should also create a favourab
Page 57 and 58: that it measures acquired competenc
Page 59 and 60: Some of the more popular ways of ad
Page 61 and 62: 3.6.19 Step 19: ReportingITO Focus
Page 63 and 64: The focus of this step, which is pa
Page 65 and 66: description or possible explanation
Page 67 and 68: • How does the policy of the (DWA
Page 69 and 70: questionnaire for line managers com
Page 71 and 72: due to the restructuring of the org
Page 73 and 74: occurrence was translated into a pe
Page 75 and 76: Secondly the policy is instrumental
Page 77 and 78: Question 4: Does the policy state o
Page 79 and 80: Yes, the policy does include DWAF
Page 81 and 82: Question 18: Does the policy state
Page 83 and 84: Step 6: PlanningThe policy does not
Page 85: est candidate. There is no referenc
Page 89 and 90: participating Line managers are 33
Page 91 and 92: Table 6.5: ApprovalInvolvement in L
Page 93 and 94: Table 6.7: Panel demographicsDescri
Page 95 and 96: or were in training. In summary all
Page 97 and 98: ecruitment and selection policy. Ad
Page 99 and 100: advertisement must specify the comp
Page 101 and 102: Table 6.17: Notification of the uns
Page 103 and 104: Table 6.20: Competency assessmentPs
Page 105 and 106: (23 percent used exclusively and 54
Page 107 and 108: Table 6.24: Accurate job informatio
Page 109 and 110: • I was frustrated because I had
Page 111 and 112: The comments of HR managers overlap
Page 113 and 114: The second most popular recommendat
Page 115 and 116: Table 6.30: Recommendations from li
Page 117 and 118: where we began short-listing and we
Page 119 and 120: The four sub-problems have been dea
Page 121 and 122: system. This is possible due to the
Page 123 and 124: • Train competency assessment spe
Page 125 and 126: Department of Water Affairs and For
Page 127 and 128: Kador, J. 1997. The managers book o
Page 129 and 130: Appendix AQuestionnaire1. Which rec
Page 131 and 132: 9. Was the selection panel represen
Page 133 and 134: 20. In terms of the testing which o
Page 135 and 136: Appendix BQuestionnaire for Line Ma
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6. Which candidates enjoyed prefere
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15. How many panelists were active
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Language of test proficient - in li
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Policy evaluation- Section BLiterat
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Appendix CDEPARTMENT OF WATER AFFAI
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7. POLICY PROVISIONS7.1 ADVERTISING
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competencies which have been identi
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• Finalise short-list after conta
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a) The completion of an application
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) a temporary increase in work occu
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Appendix DRespondents biggest frust
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12. I don’t know how the selectio
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17. All panel members need to spend
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