A STUDY ON THE RECRUITMENT AND SELECTION PROCEDURES OF SENIOR OFFICIALS IN THE DEPARTMENT OF EDUCATION IN KWAZUL-. This study sought to investigate the recruitment and selection processes of senior officials in the Ministry of Education in the province of KwaZulu-Natal. Policies relevant to the recruitment and selection of officers within the KwaZulu-Natal Department of Education.
This study examines recruitment and selection procedures of senior officials in the KwaZulu-Natal Province Department of Education. Recruitment and selection of senior staff in the KwaZulu-Natal Education Department appears to be facing a number of problems.
Purpose of the study
Statement of the problem
Assumption of the study
Significance of the study
Delimitation of the study
Definition of terms
Organization of the research report
CHAPTER TWO
REVIEW OF RELATED LITERATURE
INTRODUCTION
KEY CONCEPTS 1 Recruitment
- Recruitment and selection processes
- Planning
- Job evaluation
- Advertising and other ways of attracting suitable applicants
- Interviews
- Matching
The vision and mission of the organization should play a decisive role in the selection process. It is the task of the organization to neutralize the individual weaknesses of its members at the same time. The nature of the work to be done requires experts and knowledgeable people in the field of education.
Most of the people who are panel members know most of the people to be interviewed. In KZNDoE, the immediate managers play a major role in the appointment of the people under them. It also highlighted the key issues to be considered in managing the selection process.
Recruiters must be aware of the limitations and challenges offered by the organization's recruitment policy.
RESEARCH METHODOLOGY
- Introduction
- Research Design
- The Population and the sample
- Interviews
- Document Analysis
- Data Analysis Procedures
In this survey, there are three groups of officers namely Deputy Chief Education Officers, Chief Education Officers and Deputy Directors. The population of the study was office professionals of the KwaZulu-Natal Department of Education: namely the Deputy Chief Education Officer, Chief Education Officer and Deputy Directors. There are 4 regions in the province of KwaZulu-Natal namely: Ethekwini, Zululand, Pietermaritzburg and Ukhahlamba.
In all these districts there are only deputy chief education specialists, chief education specialists and deputy directors in the regional and provincial offices. The researcher used the table of random numbers to select the sample from each of the categories. Data was collected from three groups of officials, namely Deputy Chief Education Specialist, Chief Education Specialist and Deputy Directors.
Proportional representation was chosen because the regions and districts are not the same size and the number of civil servants is therefore not the same. They also work with other senior officials and know the shortcomings of the system and come up with meaningful recommendations. They are responsible for implementing the policy when it comes to the appointment of the DCES.
The Researcher assumed that the DKES knew the Recruitment and Selection Policy of the KZN Department of Education Policy. They also work with other senior officials and will know the ins and outs of the system and will come up with sensible recommendations. The aim of the interviews was to get from officials themselves their perceptions about the process of recruitment and selection.
DATA PRESENTATION AND DISCUSSION
Introduction
Finally, the chapter examines the extent to which the Department of Education is dealing with these challenges.
Policies relevant to recruitment and selection of officials in the context of KwaZulu-Natal Department of Education
Apart from these two above Acts, there are other enabling legislations to be consulted when appointing senior officers from the Department. Constitution of the Republic of South Africa, 1996 (Act No. 108 of 1996) The policy contemplated in section 3 shall be directed to the promotion and protection of the fundamental rights of every person guaranteed under Chapter 2 of the Constitution and in of international conventions ratified by Parliament, and in particular the right of every person to be protected from unfair discrimination within or by an educational department or educational institution for whatever reason. Nothing in this Act shall prevent a Provincial Legislature from making legislation for school education consistent with the Constitution and this Act.
To provide for the resolution of disputes relating to the implementation of this policy one must consult this Act. Subject to the provision of this Act: to maintain and provide peace in educators, to prevent and resolve labor disputes in education. T() establish structures and mechanisms to identify and eliminate barriers in the workplace that unfairly limit employment and advancement opportunities of any person from the designated groups.
It is a pity that most of these laws/legislation are there on paper, but most of the respondents who were surveyed do not seem to be familiar with most of this legislation.
Responses regarding the recruitment and selection process as applied by the KwaZulu-Natal Province
- Job evaluation
- Advertising of post
- Acknowledgement of application
- Constitution of the selection committee
- Rating of candidates
- Recommendation for the filling of the post
This seems to indicate that the Ministry of Education's records are not being updated in a timely manner and could cost the Ministry a lot of money. This seems to indicate that the ads are sometimes not written properly, as some of the content of the ad gets pulled. This seems to suggest that some people are employed in certain positions and claim to know what to do.
It seems to suggest that while at the stage of the advertisement the criteria in respect of the subjects under which the C.V. This seems to suggest that the authenticity of the information given by the candidates is not verified as they can lie and get away with it. The documents suggest that the member of the Selection Committee will be appointed by the Member of the Executive Council (MEC) or his or her delegate, and will consist of at least two members who are employees or a rating equal to or higher as the rating of the post to be filled and or suitable person(s) from outside the Department.
This seems to suggest that the behavior of chairmen of some of the panel may not have a sense of humor. The dimensions or key performance areas of the job in question as advertised must be identified and. The questions will be appropriate and based on the identified dimensions or key performance areas of the job.
At the end of the interview, the candidate should be able to ask questions about the department and/or the position. After each interview, the candidate's overall impression should be discussed and concise. At the end of the interview, the candidate should be ranked based on merit.
In the event that none of the candidates achieves a score of at least 60%, the post must be re-advertised. This seems to suggest that some of the people are not happy with affirmative action as they see it as Apartheid in reverse.
Conclussion
CHAPTER FIVE
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS
Conclusions
This section closes with a brief discussion of the overall picture emerging regarding the recruitment and selection of senior officials in KwaZulu-Natal province. The findings of this study suggest that the procedures and processes applied by the Department of Education are not respected. It is not done properly, as all necessary measures are not taken into account before advertising posts.
Subjects required are not mentioned in the ad, while it is a requirement in the short listing. In the advertisement it is not mentioned that the criterion must be under certain subjects. Listers unfamiliar with the subject field are requested to participate in the interviews and make crucial decisions about the fate of applicants.
The principles of objectivity and fairness are not respected throughout the selection process as potential candidates are eliminated for wrong reasons for example. Candidates are not given equal opportunities to prepare for interviews and there is no mechanism in place to ensure that information reaches the intended candidate at the same time. The questions are very general as people who are not specialists in some areas can get the specialized posts if one can master the general questions.
The findings indicate that the interview is still the most widely used method selection procedure, but the literature is critical of the interview as the only one. Some of the people were interviewed very late and since some of the candidates were interviewed after 21:00. People are not clear about recommendations for filling posts such as affirmative action and when it applies as some of the respondents say it is an inverse of Apartheid.
Recommendations
The Ministry of Education must emphasize to the presidents of the interview commissions that they must always observe the principles of objectivity and fairness. Cell phones must be registered when the question design process begins until the end of the survey process. Report of the Working Group on the Development of Educational Management (1996) Changing Management to Manage Change in Education.
Recruitment and selection in Lumby J.Middlewood D and Kaahwe.S. eds)Human Resource Management in South African Schools. A study of the recruitment and selection procedures of senior officials in the Department of Education in KwaZulu-Natal Province. The information received from the participants will be strictly confidential and under no circumstances will their names be revealed.
1 therefore I would like to ask you to be one of the participants in the research .1 would like to start collecting data starting from February 15 to March 23, 2005. Vitalis Chikoko in this issue is There will be 0 sessions of 30 minutes and 20 minutes. The first will be the explanation of the process and the second will be the actual interview process. If you agree to be one of the participants, please complete the statement below and return it to the address provided on the letter.
The purpose of the interviews is to obtain from the officials themselves their perceptions of the recruitment and selection process. The study population is an office-based professional of the KwaZulu-Natal Department of Education in essential posts. To what extent does the KwaZulu-Natal Department of Education adhere to established recruitment and selection procedures in the employment of senior officials.
