n Geïntegreerde bevoegdheidsgebaseerde model vir die ontwikkeling van menslike hulpbronne in 'n gesondheidsorganisasie : 'n onderwys- en opleidingsperspektief

[摘要] ENGLISH ABSTRACT:The problem that lead to this study is whether the view of the personnel in the utilisationreview centre in the organisation with reference to the management of human resources aswell as their work performance increased after implementation of the integrated competencybasedhuman resource model.The general purpose of this study is to develop through extensive literature survey anintegrated competency-based human resource model, to implement it in the organisation andto measure the impact the model had on the personnel in the utilisation review centre in theorganisation. The dimensions according to which the impact was measured, are the views ofthe personnel in the organisation and their work performance.The following methods were used in developing and implementing the integratedcompetency-based human resource model: an analysis of the work processes and tasks wasdone to determine the flow of work through the utilisation review centre. Thereafter thedifferent roles were identified. Simultaneously an analysis of the strategy of the organisationwas conducted to determine what impact it would have on the work processes and tasks infuture. Once the analyses were completed, role descriptions were compiled for the identifiedroles. The role descriptions are used in the development of the various human resourcemanagement activities, viz. recruitment and selection, education and development,performance management and remuneration. Throughout the implementation process thehuman resource management activities are evaluated to determine that it complies with theregulations of the labour laws.An opinion survey questionnaire was used to determine the view of the personnel in theutilisation review centre with reference to the methods used to implement the integratedcompetency-based human resource model and whether the methods were successfullyexecuted. Thirty of the 50 respondents partook in this study. A one-group first measurementsecondmeasurement design was used to determine whether the model contributed to theexpected results. The design allowed a single group to complete a first measurement twelvemonths and a second measurement 24 months after the model was implemented (January2002 to December 2001). The outcome of this study is based on the degree of variancebetween the first and second measurements.The quality requirements were used to evaluate the work performance of the participants (40respondents) on a six-monthly basis. Forty of the 50 respondents partook in this study. Thiswas done in order to determine whether there was an improvement in the work performanceof the personnel.The most significant conclusions of this study can be summarised as follows:o There was a significant difference between the first and second measurements, whichindicated that the participants were of the opinion that the model had a positiveimpact in the organisation.o There was a significant improvement in the work performance of the participants,which indicates that the modelled to an improvement in the work performance in theorganisation where the study was carried out.Based on the findings of the study, recommendations are made for further research in thisfield.The study succeeded in developing and implementing an integrated competency-based humanresource model, which can be used with certainty by organisations to develop their personneland which can therefore enable organisations to reach and retain a competitive advantage.

[发布机构] Stellenbosch University