Application difficulties of performance consulting within organizational educational processes

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dc.contributor.advisor Prof. S.J. Gravett en_US
dc.contributor.author Zevenster, Gerrit
dc.date.accessioned 2012-09-04T12:38:23Z
dc.date.available 2012-09-04T12:38:23Z
dc.date.issued 2012-09-04
dc.date.submitted 1998
dc.identifier.uri http://hdl.handle.net/10210/6909
dc.description M.Ed. en_US
dc.description.abstract Telkom SA Ltd. has a newly constituted national in-house training organisation known as the Center for Learning, which needs to provide performance improvement solutions and initiatives to the company in order to meet the challenges of a more competitive market. The exclusivity period in providing telecommunication solutions in South Africa is drawing to an end with major international competitors waiting to enter the presently exclusive market. The voices of the operational business units are heard in their frustration as to the inaccessibility of much needed performance improvement solutions. In particular one educational process, this being the performance consulting process, has been identified to be lacking in its functionality of application. This performance consulting process entails inter alia relationship building, competency profiling, needs analysis and personal development planning and programming. In addition the speculation of the media on the resignation of the chief operating officer of Telkom includes the slow pace of training to be a contributing factor. The research problem emanates from the expectation of the performance consulting process, which is supposed to be dynamic in identifying performance needs and translating it into interventions customed to real time needs of operational business units. The research approach followed to investigate the application difficulties of performance consulting, entailed the qualitative methodology of full participative observation, observation and interviewing of purposively selected subjects. Examining people's words and actions in a descriptive way represented the situation as experienced by the participants. The constant comparative method of data analysis provided six categories of information, reflecting the perceptions of the function and process to be followed by the performance consultant, which contributed to the conceptualisation of a theory behind the problem. The perceptions, views and concerns expressed by the research subjects were found to represent the mere symptoms of a more fundamental problem within the Center for Learning as an organisation. The difficulties experienced in the application of the performance consulting process are therefore considered to be a result of this deeper problem. The recommendation in answer to this deeper problem includes the suggestion that an independent task team should assess the nature and extent of the internal problems to this performance improvement organisation, intentionally aligning it to support the company in its business mission. en_US
dc.language.iso en en_US
dc.subject Organizational learning - Evaluation en_US
dc.subject Vocational education facilities en_US
dc.subject Vocational education - South Africa - Evaluation en_US
dc.subject Performance - Evaluation en_US
dc.title Application difficulties of performance consulting within organizational educational processes en_US
dc.type Mini-Dissertation en_US

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