Annexure A

Human Development Index Scale 0 to 0.8

Years

Table 1: Human Development index

trends

Source: United Nations Development

Programme. (2011) Human
Development Report. Retrieved: April
10, 2016, from
http://hdr.undp.org/en/data/explorer/.

Strategic Inputs
Transformational Process
Strategic
Outputs

Organizational
Development

Performance
Leadershi Training
p Development
Resource-based
Effectiveness
theory of firm Talent Commitment
and HR Development
Developme Satisfaction
nt Performance
Development
 Theoretical Developing Strategy Strategic Objectives
SHRD OUTCOMES
INPUTS
Shaping
SHRD1:Practices:
Figure Strategic Human Resource Development Model (Organizational Level)
organizational
Integration missions and
with Theorizing Strategic Human Resource Development:
Source: Hu, P., (2007) Linking Financial Performance and
goals.
organizational
Sustainable Competitive Advantage. Online Submission. Top management
missions and
leadership.
goals. Environmental
Top management
scanning by
support.
Environmental senior HRD
management.
scanning.
HRD strategies,
HRD plans and
TRANSFORMATI policies and
policies.
Line manager ON plans.
Strategic
commitment and
Organizational partnerships with
involvement.
Learning: line
Existence of
complementary management.
Knowledge Strategic
HRM activities. acquisition
Expanded trainer partnerships with
Knowledge
role. HRM.
distribution Trainers as
Recognition of Interpretati
culture. organizational
on
Emphasis on change
Organizatio
evaluation. consultants.
nal Ability to
Figure 2: Frameworks for Strategic HRD Practices in Organizational Learning

Source: Towards a redefinition of strategic HRD, by M. McCracken and M. Wallace, 2000, Journal of European
Industrial Training, 24(5), p. 287. Copyright 2000 by the MCB University Press. Adapted with permission of the
author.
 Strengths Weaknesses
Opportunities Achieve opportunities that Overcome weaknesses to
greatly match the companys attain opportunities.
strengths.
Threats Use strengths to reduce the Prevent weaknesses to avoid
companys vulnerability to making the company more
threats. susceptible to threats.

Figure 3: Two-by two matrix: SWOT analysis

Source: Chermack, T.J. and Kasshanna, B.D. (2007) The Use and Misuse of SWOT Analysid and Implications for HRD
Professionals. Human Resource Development International, Vol. 10, No. 4, 383-399. ]

Strategy Implementation HR Practices

Recruitment Job analysis

Strategy Formulation Training Job design

Performance Selection
External
analysis management Development

Opportunities Labour Pay structure

Relations Incentives

Employee Benefits Firm

Goals Strategic Human Performanc
Mission
Choice Resource e
needs
Productivity
Skills
Quality
Behaviors
 Human Human Resource
Resource actions
Capability
Behaviors
Skills
Internal Results SE
analysis Abilities
(Productivity,
Strengths Knowledge absenteeism,

Emergent strategies

Figure 4: Strategic Management Process Model SE: Strategy Evaluation

Source: Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M. (2015) Human Resource Management: Gaining a
Competitive Advantage 9th Ed. New York: McGraw-Hill.

4. National Systems of Innovation, Research and Development

Supports Industrial and employment growth policies

HRD STRATEGY
3. Demand for skills from employers
Intervention programmes
2. Securing a supply of skills
Ongoing reporting Articulated demand
Provision of Quality Interaction Generated by needs of public and
Links made and sustained via Institutional
private sectors
Further-and Higher arrangements. Needs include social development
opportunities and small business
Education and Training
development
(F.E.T & H.E.T)

Scarce skills
Skills within the F.E.T & H.E.T
NQF training brands
Anticipating & responding to specific needs
in society, through state and private sector
participation in lifelong learning.
 1. Solid Basic Foundations of General Education
Early childhood development
General education at school (compulsory)
Adult education and training

Figure 5: Human Resources Development Strategy

Source:Department of Labour (2001) Towards a National Skills Development Strategy: Skills for Productive
Citizenship for all, A draft consultation documents prepared by the National Skills Authority, Department of Labour,
Pretoria. AFFILIATION

Organization

Commitment
COMPENSATION
Work environment WORK CONTENT
Base Salary
Citizenship Variety
Incentives
Trusdt Challenge
Cash Recognition
Autonomy
Premium pay
Rewards Meaningfulness
Pay process
Of Work Feedback
 BENEFITS CAREER

Health Advancement

Retirement Personal growth

Recognition Training

Perquisites Employment

Security

Figure 6: Attributes of EVP

Source: Hill, B, & Tande, C (2006) "Total rewards: The employment value proposition." Workspan 10.06: pp19-22.