http://hdl.handle.net/123456789/1593 2026-04-13T12:22:47Z http://hdl.handle.net/123456789/1651 The perspectives of social work supervisees on the quality of supervision in the Giyani region of South Africa TSUNDUKA, MALULEKE The study was intended to explore the perspectives of social work supervisees on the quality of supervision in the Giyani region of South Africa. A qualitative research approach was adopted to explore, describe and contextualise the perspectives of social work supervisees. The data for the study was collected from social work supervisees through semi-structured interviews by using Creswell (2014) steps of data analysis. The researcher verified study data by utilising data verification process as proposed by Lincoln and Guba (in Schurink, Fouché & De Vos, 2011). The study is ethically inclined and the following ethical issues were considered when conducting the study: informed consent, confidentiality, anonymity, privacy, protection from harm, debriefing of participants, beneficence and management of information. The study revealed that participants have a good understanding of what social work supervision entails. The participants understood that supervision is conducted by means of methods and functions of supervision and that a supervision contract was critical in the supervision process. The findings also revealed that for supervision to be classified quality, supervisors must be appointed to the supervisory position, they must be available and must be involved in the work of their supervisees. The study concluded that majority of the participants are not offered quality supervision by their supervisors in the Giyani region. The participants, amongst other reasons, attributed the poor quality to the fact that they never attend formal supervision sessions resulting in supervision being sporadic. It was also revealed that supervision contracts are merely done for compliance purposes. Based on the research findings recommendations for social work profession, policy-makers and future research were made to improve the provision of quality social work supervision. Dissertation 2025-03-20T00:00:00Z http://hdl.handle.net/123456789/1595 The perceived impact of Training and Development on Employee Performance at the Department of Social Development in the Limpopo province Mabilu, Tshimangadzo Azwianewi Reuben The focus of the study has been on training and development, and their impact on employees’ performance in the Limpopo Department of Social Development (LDoSD). The study’s argument was that although the Department invests in employees training and development programmes, available Departmental training reports are silent on post training evaluation. Thus, this study was conducted to understand employees’ perceptions on the importance of training and training. Again, the study identified the factors that affect training and development of employees and determined the impact of training and development on employees’ performance. The results of this study are crucial to the management LDoSD and all employees since they will have deep understanding of the factors that affect training and development in the LDoSD. Additionally, the management and all employees will have a comprehensive understanding of the impact of training and development on the performance of employees. The study employed a qualitative approach, and a thematic analysis was used to analyse qualitative data. The study reveals that most of the respondents indicated that they attended training offered by the Department once in three (3) years. On the impact of training and development on employees’ performance, most respondents confirmed that training improved their performance. Basically, most of the respondents indicated that the training they have attended was relevant to their job functions. However, the study findings indicate mixed feelings about alignment of training offered by the department with employees’ training needs. Thus, recommendations that were made include the following: the LDoSD should ensure that employees attend training and development interventions identified by employees in their annual PDPs. This will assist in ensuring that employees’ specific skills gaps are address and their performance improves. The department should make sure that the skills audit is conducted regularly so that the training plan is aligned to the appropriate training needs of the employees in the department. The department should make sure that one percent (1%) of the Compensation of Employees budget for training and development is set aside for supporting implementation of training programs. The study findings contribute to the existing body of knowledge in that the study provides key findings regarding employees’ views on the factors affecting employees training and development in the public sector setting. Furthermore, the study ascertained the impact of training and development on employees’ performance in the public sector setting. Thesis 2024-01-10T00:00:00Z