Developmental needs of HRD practitioners in the South African Public Service

Abstract

The purpose of the study was to determine the developmental needs of HRD practitioners in selected departments of the South African Public Service. Developmental needs as an independent variable and the role of HRD practitioners – marketing HRD interventions, conducting training needs analyses, designing and developing HRD interventions, implementing HRD interventions, and monitoring, evaluating and giving feedback on HRD interventions - were investigated. A sample of seventy (70) HRD practitioners working in seven public service departments was drawn. The developmental needs to market HRD interventions, conduct training needs analyses, design and develop HRD interventions, implement HRD interventions, and monitor, evaluate and give feedback on HRD interventions were determined within and between HRD practitioners and public service departments to establish differences and similarities. Results averred that HRD practitioners have developmental needs to perform the abovementioned functions. However, compared to Blacks and Whites, Coloureds and Indians seem to have more developmental needs in marketing, conducting training needs analysis, implementing HRD interventions and generic HRD skills. HRD practitioners from the departments of Health and Transport seemed to have more developmental needs in conducting training needs analyses and designing and developing HRD interventions when compared to other public service departments. Females need more development in marketing and implementing HRD interventions than males. HRD practitioner developmental needs in implementing, monitoring, evaluating, and giving feedback on HRD interventions were the same for all age groups. HRD practitioners in the department of Health and Transport need more development in generic skills compared to other departments. However developmental needs on generic skills are the same for all age groups.