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- Volume 33, Issue 1, 2009
South African Journal of Labour Relations - Volume 33, Issue 1, 2009
Volumes & issues
Volume 33, Issue 1, 2009
Assessing human resource management and organisational improvement best practices in the Nelson Mandela MetropoleSource: South African Journal of Labour Relations 33, pp 7 –27 (2009)More Less
Effective human resource management (HRM) is important in maximising the return on investment in a business's human capital. Organisational improvement activities such as standardisation, benchmarking, lean manufacturing, Six Sigma and others have also been linked to improved business performance. An exploratory study in the Nelson Mandela Metropole, South Africa, revealed however that many lower and middle managers, who are supposed to implement the above-mentioned HRM and organisational improvement practices, were not familiar with these practices and showed no commitment to implementing them. The study evaluates these findings in terms of previous research findings.
Source: South African Journal of Labour Relations 33, pp 28 –44 (2009)More Less
The Commission for Conciliation, Mediation and Arbitration is a statutory labour dispute resolution body that was introduced in 1996. With over 125 000 referrals annually, experience has demonstrated that too many frivolous cases are referred, causing administrative problems and potentially increasing the cost of doing business in South Africa. Propositions, based on international experience from three other labour dispute resolution systems and recommendations in the literature, were tested with the aid of the Delphi technique. Three rounds were conducted with experts in the field. The findings show that there are a number of interventions which, if implemented, would prevent the referral of frivolous cases to the CCMA. In implementing the interventions, the underlying principle needs to be that rights of access and use should be enhanced and not narrowed. Therefore, the interventions focusing on enhancing systems are deemed preferable to those that use exclusionary criteria.
Author Komalsingh RambareeSource: South African Journal of Labour Relations 33, pp 45 –64 (2009)More Less
The Mauritian economy is currently facing many serious challenges as it tries to adapt to the liberalised global market. Given the changing economic conditions and with a view to further promoting development in Mauritius, the Ministry of Labour, Industrial Relations and Employment recently introduced the Employment Relations Act 2008. Within this context, this paper critically analyses the Employment Relations Act 2008 from a social justice perspective. In order to present an in-depth analysis, primary data were collected through focus group discussions with influential policy makers. In addition, a variety of secondary data were identified and presented as supporting evidence in the discussion section of this paper. The findings of this paper highlight a few concerns in relation to how far it has been possible to maintain/achieve social justice for workers in Mauritius through the Employment Relations Act 2008.
Author Christel MaraisSource: South African Journal of Labour Relations 33, pp 65 –85 (2009)More Less
The South African domestic worker sector is recognised as one of the most neglected sectors of the country's labour force. Scholarly and societal calls for legislative reform within this sector culminated in the proclamation of Sectoral Determination 7: Domestic Worker Sector, which stipulates the minimum employment conditions for this sector as from 1 September 2002. Emanating from the need to assess actual levels of awareness and compliance within this context, this article evaluates the extent of both awareness (knowledge) and compliance (actions) that correspond to legislative obligations. A survey design was used during the empirical review. Data collected from employers of domestic workers in Emfuleni were statistically captured and analysed. The results indicated that employers have limited awareness and that it is difficult to make a general pronouncement regarding compliance levels. An exploration of the link between awareness of employment standards and actions showed that awareness cannot be taken for granted and does not guarantee compliance. Compliance, however, gives awareness value.