Please use this identifier to cite or link to this item: https://hdl.handle.net/10321/4370
Title: The influence of capacity building on employment equity implementation and employee performance : a case of a private company in the financial industry
Authors: Utete, Reward 
Keywords: Employee performance;Human Resources Managers
Issue Date: May-2021
Abstract: 
Balancing employment equity with employee performance stands as the prominent
pressing challenge facing Human Resources Managers in South Africa. The rise in
demand of employment equity appointees and the lack of skills and accommodation
amongst these employees hamper employment equity implementation and their
performances at the workplace. For this reason, a pool of employees from the
designated groups remain stuck at the unskilled and semi-skilled skills levels. Hence,
in the South African context and against this background, the purpose of this study was
to investigate the influence of capacity building on employment equity implementation
and employee performance in the financial industry in South Africa, with Ithala
Development Finance Corporation Limited serving as a case study. For the purpose of
this study, the mixed methods research design was utilised, adopting concurrent
triangulation. The main data collection instrument was the questionnaire, while
individual interviews were undertaken on a selective basis with a limited number of
respondents. For the quantitative part of this study, the target population equated to
302 employees and a sample size of n=172 was considered appropriate. In respect of
the qualitative part of this study, the target population was 10 respondents comprised
of line managers and human resource personnel. Eight respondents were selected
from this group.
Inferential statistics were used in this study to test hypotheses and predictions. The
key findings revealed that capacity building is imperative in promoting the
implementation of employment equity and improving equity-employee performance.
The key findings also indicated that a culture of fairness is crucial in the organisation
particularly in terms of opportunities for all employees. The notable key findings from
the interviews revealed that employees from designated groups also neglect the
available professional development programmes offered by the employer, which
indicates that they are also personally not prepared to take up new challenges. Thus,
based on the empirical findings in this study, an integrated model was developed which
is useful for future organisational plans. The outcomes and recommendations of the
study may prove beneficial for future goal-oriented strategies by human resource
managers at Ithala Development Finance Corporation Limited and may also prove
useful to other companies with similiar organisational settings. The study contributed
new insights and builds the knowledge base on how capacity building influences
Employment Equity implementation and equity-employee performance. The study concluded that future studies should be conducted with more than one organisation so
that the results can be generalised.
Description: 
Submitted in fulfillment of the requirements for the degree of Doctor of Philosophy in Human Resource Management, Durban University of Technology, Durban, South Africa, 2021.
URI: https://hdl.handle.net/10321/4370
DOI: https://doi.org/10.51415/10321/4370
Appears in Collections:Theses and dissertations (Management Sciences)

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