'n Diagnostiese instrument vir die meting van personeelbestuursprosesse in 'n boerderyonderneming binne die RSA
Radley, Andries Jacobus
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The farm management research that was carried out focused on the dimension of personnel management with particular emphasis on a diagnostic instrument for analysing the effect of job attitudes and job perceptions on labour productivity. It is a Likert type of analysing technique that has been adapted by Armstrong and Lloyd in England and by Oosthuizen in South Africa to measure the personnel management processes in a farm firm. The main purpose of the research was to test and evaluate the conceptual personnel management audit in a farm firm used as a case study. More specifically, the procedures mentioned· below were followed. Firstly, a short survey was given of the present state of affairs regarding personnel management approaches in the agricultural sector in the RSA. Secondly, the approach of Armstrong and Lloyd to the measurement of personnel management in a farm firm was described and evaluated. Thirdly, the personnel management audit was adapted for use in the agricultural situation in the RSA and the components of the audit were described. Fourthly, the survey procedure, as well as the present state of personnel management practices and policies in the case study firm was described. Fifthly, it had to be determined whether the conceptual personnel management audit could be structured and presented in such a way that the perceptions of unskilled workers about personnel management in a farm firm could be measured. Sixthly, it had to be determined what the perceptions of the farm workers were with regard to the fundamental personnel management aspects, namely leadership, motivation, communication, human relationships, decision-making, targetsetting, control and job performance. Seventhly, it had to be determined to what extent the perceptions of the farm workers with regard to the personnel management practices and policies in the firm differ from the manager's predictions. Lastly, recommendations were made and future research opportunities were identified. The most important implication of previous management research for this study was that the adapted Likert type of personnel management audit technique should be used in conjunction with a comprehensive management model such as the farmer-Richman model within the cultural context of personnel management on farms in the RSA. A six-step procedure was formulated to use and test the personnel management audit in a South African farm firm. The case study method was used to carry out the re-search. The personnel audit was carried out with the workers as well as the manager. Full background particulars regarding the work environment in the firm were also collected. The conclusion was drawn that a considerable degree of confirmation had been found for the first hypothesis that was stated. Judging on the basis of thirteen criteria, the conceptual personnel management audit is a practical and reliable instrument for measuring the perceptions that workers with a low level of literacy nave about personnel practices and policies. The audit questions were applicable, clearly enough formulated and also practically structured to get all relevant, personnel management information form those involved. By using the block and peg instrument (with the Likert scale) under the guidance of a black professional officer, the workers were able to convey their perceptions of the work on their own. The second vital question in this study was to determine what the farm workers' perceptions were about the fundamental personnel management aspects, namely leadership, motivation, communications, human relationships, decision-making, targetsetting, control and job performance. The main finding was that the farmer had an authoritative management approach because the workers generally experienced a benevolent authoritative personnel management system The second major conclusion was that situational management approach will have to be followed to change the workers job behaviour, as the views of the workers differed to a reasonable degree with regard to the eight basic personnel management aspects. A third major finding was that personnel management problems as well as strong points existed in the firm and that the personnel management system can therefore be improved by attending to both aspects at the same time. The third main hypothesis was that the workers' perceptions of the personnel manager practices and policies in the firm and the manager's predictions about it, correspond to a great extent. A considerable degree of confirmation was found for the hypothesis that was stated. In conclusion it could be said that the application of the personnel management audit in this particular manner (where the workers as well as the manager were audited) gives more reliable and meaningful results. The manager can see that the personnel management problems as well as the strong points are, to a great extent, within his control. Finally recommendations were made and further research opportunities were identified.