Abstract This paper evaluates the strategies used to retain qualified nurses in the Botswana Heal... more Abstract This paper evaluates the strategies used to retain qualified nurses in the Botswana Health Sector. The purpose of this paper was to gain insight into the problem of nurse retention in the hospital setting. The goal was to find ways to empower nurses and create a better workplace. By creating a better work environment, hospitals may be able to retain more of their nurses. Retention would cut the cost of replacing nurses and assist hospitals with the ongoing nurse shortage. This paper has offered strategies that may provide guidance into reducing the turnover rate that exists among nurses in many hospitals across the country. The methodology of adapted for this paper is qualitative approach through the use of secondary data obtained from books journals, internet source and many others. According to the literature, management has not paid attention to issues of training, motivation, retention, low salary, lack of promotion, bad working conditions nor job security amongst nurses which led to high staff turnover. For the health sector to realize its primary objective, effective human resource management practices such as proper retention of staff must be adhered to by both government and private sector for the quality health provision endeavored by all.
The main aim of this article is to propose possible strategies to improve training and developmen... more The main aim of this article is to propose possible strategies to improve training and development initiatives in the public sector. To address this aim, two objectives were pursued. Firstly the article outlined critical variables that influence training and development. Secondly, the article provides guidelines for the evaluation of training and development to strengthen identified critical organisational success factors and, to contribute to improved performance management in the public sector. These critical organisational success factors include, the creation of a culture that enhances high performance; developing performance leadership; creating a learning organisation and the alignment of individual, team and organisational goals. In order to reinforce the above critical organisational success factors, a 10 phase strategy was proposed, to assist with the evaluation of training and development. The outlined 10 phase strategy for the evaluation of training and development initia...
International Journal of Sciences: Basic and Applied Research, 2020
This paper demonstrates the importance of reward management system within an organization within ... more This paper demonstrates the importance of reward management system within an organization within a local authority setting. Most importantly, the aim of this paper is evaluate reward management system used by the Gaborone City Council to motivate Council employees. Nowadays, companies are making many modifications on their rewards system to adopt internal and external changes. Reward system is used as a critical tool for driving business growth and boosting staff morale. It is important to align the right measures and reward systems with firm’s structure and culture. The role of total rewards is achieving business goals, employee productivity and employee retention cannot be underestimated. A total reward strategy has to be linked with the entire employee proposition making it a critical factor in the attraction and retention of talent in organisations. The reward management system is concerned with the formulation and implementation of strategies and policies that aim to reward emp...
Human resource development and knowledge management are increasingly becoming influential discipl... more Human resource development and knowledge management are increasingly becoming influential disciplines which are critical to the survival and success of organizations. Human capital resources are key for organizations to gain competitive advantage. With the spread of information and worldwide communications, competitive advantage based on only technology and on only human resources development strategies may only be maintained for short periods of time before competitors catch up. The only source of sustainable competitive advantage is to learn faster and more creatively than competing organizations. That could only be achieved through the swift and effective HRD strategies combined with knowledge management. It has been established that through learning, training, development, knowledge and knowledge management can organizations thrive through human capital. Helping people grow by empowering them with knowledge in a way boosts performance in a sustainable way. To memorize informatio...
Journal of Public Administration and Governance, 2014
The call for improved performance by government ministries and departments is not a new phenomeno... more The call for improved performance by government ministries and departments is not a new phenomenon in both the developed and the developing countries. The Botswana public service experiences problems which hamper the country’s ability to be competitive. It is therefore important to investigate strategies used by the Botswana public service for the management in performance. Performance management entails formally guiding, directing, measuring, evaluating and rewarding employee effort, competencies and talent to achieve organisational and strategic objectives (Boselie 2010, p. 173). Performance management is also a combined effort between a supervisor and employee to achieve organisational goals. This study investigates the performance management strategies needed for the effective management of performance in the Botswana public service. Subsequently to review literature, the paper proposes a performance management strategic model for the effective facilitation of the of performance...
This paper examines and analyses changes or evolution of human resource developments in nursing p... more This paper examines and analyses changes or evolution of human resource developments in nursing profession in Gaborone private hospital (GPH) and how they have impacted the nursing care delivery and how they will continue to affect the delivery of health care services.Gaborone private hospital is in the city of Gaborone. HRD in nursing goes beyond professional boundaries and has a strong connection to the organizational strategy. Healthcare organizations are highly knowledge-intensive foundations which need frequent learning for performance improvement. Creating learning environment is an important matter for the employees (Tsai,2014).Nurses around the world in different health care systems should be prepared such that they are able to function in different settings and still be productive to embrace the principle of universality and this can be achieved through learning and knowledge acquired by individuals themselves and/or through the organization programs. The human resource dev...
... PUBLIC SERVICE THEOPHILUS TEBETSO TSHUKUDU Thesis submitted in fulfilment of the requirements... more ... PUBLIC SERVICE THEOPHILUS TEBETSO TSHUKUDU Thesis submitted in fulfilment of the requirements for the degree: DOCTOR ... Page 2. i DECLARATION I, Theophilus Tebetso Tshukudu, hereby declare that: The work in this thesis is my own original work; ...
The call for improved performance by government ministries and departments is not a new phenomeno... more The call for improved performance by government ministries and departments is not a new phenomenon in both the developed and the developing countries. The Botswana public service experiences problems which hamper the country's ability to be competitive. It is therefore important to investigate strategies used by the Botswana public service for the management in performance. Performance management entails formally guiding, directing, measuring, evaluating and rewarding employee effort, competencies and talent to achieve organisational and strategic objectives (Boselie 2010, p. 173). Performance management is also a combined effort between a supervisor and employee to achieve organisational goals. This study investigates the performance management strategies needed for the effective management of performance in the Botswana public service. Subsequently to review literature, the paper proposes a performance management strategic model for the effective facilitation of the of performance management system for the Botswana public. The proposed integrated model serves as a basis for drawing up a survey questionnaire to establish the extent to which supervisors, line and senior managers in the Botswana public service agree or disagree with the model. The questionnaire was sent to a random sample of supervisors, line and senior managers in the Botswana public service, in the Gaborone, Botswana. The empirical results obtained from the survey were analysed and interpreted. They indicated a strong concurrence with theoretical performance management strategies presented in the study. On the basis of the literature that was completed and on the basis of the results of the empirical study, a performance model for the effective implementation of performance management in the Botswana public service was developed. It must be noted that performance management should not be done in a mechanical manner, but should be 27 understood as an essential tool in achieving the vision and mission of an organisation. Performance management also does not take place in a vacuum. It is essential that an organisational culture be analysed to see in which aspects it fosters or hinders effective performance. The organisational culture should be crafted and reinforced to create a high performance environment. Specific attention should be given to leadership, learning and the alignment of individual, team and organisational goals.
Abstract This paper evaluates the strategies used to retain qualified nurses in the Botswana Heal... more Abstract This paper evaluates the strategies used to retain qualified nurses in the Botswana Health Sector. The purpose of this paper was to gain insight into the problem of nurse retention in the hospital setting. The goal was to find ways to empower nurses and create a better workplace. By creating a better work environment, hospitals may be able to retain more of their nurses. Retention would cut the cost of replacing nurses and assist hospitals with the ongoing nurse shortage. This paper has offered strategies that may provide guidance into reducing the turnover rate that exists among nurses in many hospitals across the country. The methodology of adapted for this paper is qualitative approach through the use of secondary data obtained from books journals, internet source and many others. According to the literature, management has not paid attention to issues of training, motivation, retention, low salary, lack of promotion, bad working conditions nor job security amongst nurses which led to high staff turnover. For the health sector to realize its primary objective, effective human resource management practices such as proper retention of staff must be adhered to by both government and private sector for the quality health provision endeavored by all.
The main aim of this article is to propose possible strategies to improve training and developmen... more The main aim of this article is to propose possible strategies to improve training and development initiatives in the public sector. To address this aim, two objectives were pursued. Firstly the article outlined critical variables that influence training and development. Secondly, the article provides guidelines for the evaluation of training and development to strengthen identified critical organisational success factors and, to contribute to improved performance management in the public sector. These critical organisational success factors include, the creation of a culture that enhances high performance; developing performance leadership; creating a learning organisation and the alignment of individual, team and organisational goals. In order to reinforce the above critical organisational success factors, a 10 phase strategy was proposed, to assist with the evaluation of training and development. The outlined 10 phase strategy for the evaluation of training and development initia...
International Journal of Sciences: Basic and Applied Research, 2020
This paper demonstrates the importance of reward management system within an organization within ... more This paper demonstrates the importance of reward management system within an organization within a local authority setting. Most importantly, the aim of this paper is evaluate reward management system used by the Gaborone City Council to motivate Council employees. Nowadays, companies are making many modifications on their rewards system to adopt internal and external changes. Reward system is used as a critical tool for driving business growth and boosting staff morale. It is important to align the right measures and reward systems with firm’s structure and culture. The role of total rewards is achieving business goals, employee productivity and employee retention cannot be underestimated. A total reward strategy has to be linked with the entire employee proposition making it a critical factor in the attraction and retention of talent in organisations. The reward management system is concerned with the formulation and implementation of strategies and policies that aim to reward emp...
Human resource development and knowledge management are increasingly becoming influential discipl... more Human resource development and knowledge management are increasingly becoming influential disciplines which are critical to the survival and success of organizations. Human capital resources are key for organizations to gain competitive advantage. With the spread of information and worldwide communications, competitive advantage based on only technology and on only human resources development strategies may only be maintained for short periods of time before competitors catch up. The only source of sustainable competitive advantage is to learn faster and more creatively than competing organizations. That could only be achieved through the swift and effective HRD strategies combined with knowledge management. It has been established that through learning, training, development, knowledge and knowledge management can organizations thrive through human capital. Helping people grow by empowering them with knowledge in a way boosts performance in a sustainable way. To memorize informatio...
Journal of Public Administration and Governance, 2014
The call for improved performance by government ministries and departments is not a new phenomeno... more The call for improved performance by government ministries and departments is not a new phenomenon in both the developed and the developing countries. The Botswana public service experiences problems which hamper the country’s ability to be competitive. It is therefore important to investigate strategies used by the Botswana public service for the management in performance. Performance management entails formally guiding, directing, measuring, evaluating and rewarding employee effort, competencies and talent to achieve organisational and strategic objectives (Boselie 2010, p. 173). Performance management is also a combined effort between a supervisor and employee to achieve organisational goals. This study investigates the performance management strategies needed for the effective management of performance in the Botswana public service. Subsequently to review literature, the paper proposes a performance management strategic model for the effective facilitation of the of performance...
This paper examines and analyses changes or evolution of human resource developments in nursing p... more This paper examines and analyses changes or evolution of human resource developments in nursing profession in Gaborone private hospital (GPH) and how they have impacted the nursing care delivery and how they will continue to affect the delivery of health care services.Gaborone private hospital is in the city of Gaborone. HRD in nursing goes beyond professional boundaries and has a strong connection to the organizational strategy. Healthcare organizations are highly knowledge-intensive foundations which need frequent learning for performance improvement. Creating learning environment is an important matter for the employees (Tsai,2014).Nurses around the world in different health care systems should be prepared such that they are able to function in different settings and still be productive to embrace the principle of universality and this can be achieved through learning and knowledge acquired by individuals themselves and/or through the organization programs. The human resource dev...
... PUBLIC SERVICE THEOPHILUS TEBETSO TSHUKUDU Thesis submitted in fulfilment of the requirements... more ... PUBLIC SERVICE THEOPHILUS TEBETSO TSHUKUDU Thesis submitted in fulfilment of the requirements for the degree: DOCTOR ... Page 2. i DECLARATION I, Theophilus Tebetso Tshukudu, hereby declare that: The work in this thesis is my own original work; ...
The call for improved performance by government ministries and departments is not a new phenomeno... more The call for improved performance by government ministries and departments is not a new phenomenon in both the developed and the developing countries. The Botswana public service experiences problems which hamper the country's ability to be competitive. It is therefore important to investigate strategies used by the Botswana public service for the management in performance. Performance management entails formally guiding, directing, measuring, evaluating and rewarding employee effort, competencies and talent to achieve organisational and strategic objectives (Boselie 2010, p. 173). Performance management is also a combined effort between a supervisor and employee to achieve organisational goals. This study investigates the performance management strategies needed for the effective management of performance in the Botswana public service. Subsequently to review literature, the paper proposes a performance management strategic model for the effective facilitation of the of performance management system for the Botswana public. The proposed integrated model serves as a basis for drawing up a survey questionnaire to establish the extent to which supervisors, line and senior managers in the Botswana public service agree or disagree with the model. The questionnaire was sent to a random sample of supervisors, line and senior managers in the Botswana public service, in the Gaborone, Botswana. The empirical results obtained from the survey were analysed and interpreted. They indicated a strong concurrence with theoretical performance management strategies presented in the study. On the basis of the literature that was completed and on the basis of the results of the empirical study, a performance model for the effective implementation of performance management in the Botswana public service was developed. It must be noted that performance management should not be done in a mechanical manner, but should be 27 understood as an essential tool in achieving the vision and mission of an organisation. Performance management also does not take place in a vacuum. It is essential that an organisational culture be analysed to see in which aspects it fosters or hinders effective performance. The organisational culture should be crafted and reinforced to create a high performance environment. Specific attention should be given to leadership, learning and the alignment of individual, team and organisational goals.
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