20 results for Du Plessis, Andries, Conference paper

  • A longitudinal comparison of aspects of diversity in two common wealth countries.

    Nel, Pieter; Fourie, Leon; Du Plessis, Andries (2013)

    Conference paper
    Unitec

    Commonwealth countries have a common colonial background with accompanying problems and opportunities. Recognising and addressing diversity and equal employment opportunity are common issues in these countries. The focus is on four empirical research projects over 10 years in New Zealand and South Africa between 2000 and 2010 with forecasts up to 2020 enabling comparative analyses in a longitudinal manner. The overall results show a heightened awareness of particularly diversity and equal employment opportunity which highlights an increased rolefor HR practitioners in both countries. Opportunities are created for business leaders to take note of the commonality between New Zealand and South Africa which could lead to enhanced inter-country business activities and improved returns

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  • The use of the balanced scorecard to enhance performance culture in a New Zealand information technology organisation.

    Du Plessis, Andries; Tachiwona, G.; Sukumaran, Sukesh; Marriott, Jeff (2014)

    Conference paper
    Unitec

    This paper shed light on how managers can use the balanced scorecard to transform low performing information technology service teams into highly productive and profitable units that meet customer service expectations. Two research questions are answered: what were the major drivers of low business performance, and how were they addressed? How did managers get the necessary buy-in from employees for the balanced scorecard to be successful? An exploratory research was executed covering three years of the balanced scorecard implementation in a New Zealand Information Technology Service Organisation interviewing managers, employees and a customer director. Some findings are: a lack of process and management leadership; communication was poor; relationships between engineers, managers, Medicare and NZIS were also tensed and distrustful. Some recommendations are made and the conclusions form the last part of the paper.

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  • The roles, goals and activities of employers and HR practitioners in New Zealand for organisations to be successful and competitive: empirical evidence from a longitudinal study

    Du Plessis, Andries; Fourie, Leon; Nel, Pieter (2013)

    Conference paper
    Unitec

    This research considers the role, activities and contribution of HR and managers in six closely related themes that should be addressed to maintain high workplace productivity in a complex business environment in which there are many competing interests. Previously a reward approach was simple with two main streams pay and benefits. In New Zealand HR practitioners have been exposed to global competition creating the need for their roles, goals and activities to be recognised in adding value in organisations to be successful. The outcomes of this research shed light on when is an employer an employer of choice, employee empowerment, employee engagement, rewards based on individual and the whole organisation's performance including the remuneration component that is a reward system classifiable into monetary- and in-kind payments. Recommendations and the conclusion form the last two sections.

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  • Suggestion system as an HRM tool to be successful in organisations : some empirical evidence in New Zealand.

    Du Plessis, Andries; Marx, A. E.; Botha, Christoff J. (2014)

    Conference paper
    Unitec

    Employees have ideas and will not submit it if the environment is not supportive. A suggestion system is as a formal procedure encouraging employees to think creatively about their work and environment to produce ideas. HRM should be creative and innovative and use any possible tool that contributes to their survival or success. The suggestion system is an undervalued tool. The success of it depends on management's commitment and involvement, proper policies, procedures and rules, an affective administration and processing process, objective evaluation of ideas and a fair recognition or rewarding system. Research executed through a qualitative approach in organisations in New Zealand resulted in a 100% response rate. Training and involving employees in the value of the system helps to be effective in using suggestion systems. Software should be used to administer and to manage the process effectively and efficiently. A flow chart was developed by the authors to assist with the use of the system.

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  • Perceptions of older international tertiary students towards the sustainable future environment in New Zealand

    Theron, Bernhardett; Du Plessis, Andries; Toh, William; Sabarwal, Anu (2015-12)

    Conference paper
    Unitec

    Sustainability refers to utilising the earth’s natural resources wisely to meet the necessities of lives but also to save the resources for future generations to survive. This research investigated perceptions of international students towards conservation and sustainable living at an international tertiary institution, UUNZ, in Auckland New Zealand. A quantitative method was applied; 92 questionnaires were distributed. The research aims to establish what international students’ attitudes and perception towards sustainability and the environment are; a correlation between age, nationality, religion and their perceptions towards sustainable living. The results revealed a negative correlation between students’ concern and perception towards sustainability and an increase in age (age 40 and older); a decrease in sustainable living. Recommendations form the last section.

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  • SME brand management : a lack of business skills, financial support and human resources

    Du Plessis, Andries; Indavong, Somchay; Marriott, Jeff (2015-12)

    Conference paper
    Unitec

    Brand management is a means to building a strong brand and enhancing business performance. This research project aimed to investigate how brand management is exercised in SMEs in Laos especially in the handicrafts sector and to identify obstacles in building a successful brand for the SMEs. This study employed a semi-structured interview as a data collection method for a qualitative research approach. A total of 10 participants were interviewed in Laos. The study has found that SMEs in Laos create their brand identity through the visions and values of business owners. Unique and quality of the products and the country of origin are the key aspects for building and developing brand identity. A majority of the SME entrepreneurs do not have particular knowledge relating to branding and brand management. The SMEs still face a number of difficulties when creating, developing and managing their brands due to a scarcity of budget and a lack of human resources.

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  • Managing the impact of NeuroLeadership during organisational change.

    Du Plessis, Andries; Badenhorst, C. (2017-05-10T05:38:26Z)

    Conference paper
    Unitec

    NeuroLeadership focuses on individuals in a social environment making decisions and solving problems, regulating their emotions, collaborating with and influencing others, and facilitating change; NeuroLeadership engages “people” and is emerging with developments in research technologies providing researchers with the ability to observe brain activity. During organisational change staff are unsure about their job security; this stress factor can have a negative effect on the organisation; it is important to manage stress as an important factor; it has to be addressed. By managing stress while providing a better work environment and support, effective leadership will provide support to staff to be able to perform more effectively. A quantitative research method included 12 organisations; key implications, recommendations and conclusions from the last sections.

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  • The existence of the glass ceiling and the impact on the participation of female executives in the Vietnamese banking sector

    Du Plessis, Andries; Tran, Thi Thu Thao; Marriott, Jeff; Dodd, Patrick (2015-12)

    Conference paper
    Unitec

    The glass ceiling is a multifaceted phenomenon because it is the cause and effect of multiple factors. Vietnam is a developing nation and their cultural perceptions toward gender equality have had substantial impact on understanding the barriers that Vietnamese women meet in their career progression. The study focuses only on the Vietnamese banking sector. The theme for this study is to find the answer to the questions: “does the glass ceiling exist, does it affect the participation of female executives in the boardroom in the banking sector in Vietnam, and is there any relationship between gender and leadership effectiveness?” As a result of male domination of senior positions, there were few female executives; 27.9% of respondents felt the lack of female role models in the Vietnamese banking sector was an obstacle. Women’s lack of ambition in comparison with men was an obstacle for 29.4% participants. Managerial implications and conclusions form the last sections.

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  • The use of e-recruiting methods: are they in a vogue and effective? Some views

    Nel, Pieter; Du Plessis, Andries; Marriott, Jeff; Mathew, Ashish (2007)

    Conference paper
    Unitec

    Previously a person applied for a job using the traditional method of sending a posted résumé which took days if not weeks to return with an answer. Times have changed and the era of electronic recruitment is alive and well. This paper presents the ‘conventional’ method of recruiting; including views of different ‘new’ ways, with the focus on e-recruiting, its effectiveness and suggestions that the ‘old’ system used to recruit people is in need of an overhaul as well. The computerisation of human resource departments also means advertising jobs on the Internet, including the screening of applicants through various software packages. Does this imply that e-recruitment is in vogue and that it is effective? Companies like Nike have utilized the electronic recruiting methods in the best possible way. Software like ‘active recruiter’ has helped Nike to completely change their recruitment process and make it more effective. E-recruitment therefore seems to be revolutionising the way employers hire employees

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  • Some key capabilities for strategic leaders in Lao commercial banking sector to maximise competitive advantage

    Marriott, Jeff; Du Plessis, Andries; Sukumaran, Sukesh; Manichith, Phonephet (2014)

    Conference paper
    Unitec

    A commonly used approach in western countries, this paper considers the use of strategic leadership in Laos, in particular in the banking sector. The investigation looks at the understanding of banking leaders within Laos and finds many do not join the two terms of leadership and strategy together. The Laos bank leaders at senior level are aware that vision, core competencies and strategies are important to the development of their businesses in what is becoming a more competitive environment. Due to this more emphasis on developing vision and the people responsible must be implemented. Similarly leaders need to have both a short-term and long-term focus in their strategic leadership. The net result is that selection of the right person for the job is of vital importance

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  • Assessing the implementation of a turnaround management strategy in a water board

    Mokubung, Mpheteng P.; Botha, Christoff J.; Du Plessis, Andries (2014)

    Conference paper
    Unitec

    The research focused on assessing implementation of the turnaround management strategies in a water board. The location of the research was a water board located in the economic heart of South Africa, Rand Water. The research approach was quantitative methodology, which involved distribution of questionnaires as part of field work in the water board. The area of focus in the water board was Strategic Asset Management Division which was selected because of its huge impact in the planning and execution of the capital projects. Infrastructure or capital projects form the core of the business sustainability; they ensure the future of the water as well as the region of the country. Various literatures were reviewed pertaining to the turnaround management strategies and certain inferences were made. Models can be developed utilizing regression tools pertaining to the turnaround plans and adaptation of these models based on conditions or certain unique aspects is recommended to be done

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  • Empirical evidence of the perceptions and behaviours by international tertiary students towards the future environment in New Zealand

    Botha, Christoff J.; Du Plessis, Andries; Chen, Jinming; Toh, William (2014-09)

    Conference paper
    Unitec

    The purpose of this research was to determine the perceptions of international students at an international tertiary institution, UUNZ, in Auckland New Zealand. A quantitative method was applied; 92 questionnaires were distributed amongst undergraduate- and post graduate international business students who were the target population. The research aims to establish what international students’ attitudes towards sustainability and the environment are in a foreign country. Some findings are: country of origin and age affect an individual’s thinking; thinking between nationalities and age groups is not significant; demographic factors affect an individual’s thinking patterns; different religions have similar perceptions regarding protection of natural resources. Similarities are discussed and differences of opinion identified; Positive and long term impacts of sustainable development were revealed; social and cultural impacts are found to be positive. Similarities are discussed and differences of opinion identified. Trends and then recommendations for tertiary institutions that are applicable globally form the last section before the conclusions.

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  • Perceptions on Business Strategy of Small and Medium-Sized Enterprises. Paper delivered at the Auckland, New Zealand

    Du Plessis, Andries; Phasinsaksith, Sompaseuth; Sukumaran, Sukesh (2014)

    Conference paper
    Unitec

    The purpose of this paper is to examine how the perceptions of employees could have an influence in business strategy. This paper critically reviews the literature pertaining to perceptions and attitudes. Perception involves a sophisticated thinking process, starting from obtaining data from the external environment, analysing, and converting it through the cognitive process. The result of this process may vary among individuals. People’s perceptions of reality have greater influence on their behaviour than reality itself. The significance of this paper is that it is important for SMEs in Lao PDR in order to develop more understanding about the influence of employees’ perceptions on the outcome of business strategy. The findings show strong evidence that supports the relationship between employees’ perceptions about strategy and business performance. Employees’ perceptions are important and cannot be ignored. Further results demonstrated that employees who had some interest in business strategy accounted for 37%, those with a moderate interest in strategy were at 42%, and those who were very interested in strategy represented at 16%. Some recommendations are given at the end of the paper before the conclusions section

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  • Some key capabilities for strategic leaders in Lao commercial banking sector to maximise competitive advantage.

    Marriott, Jeff; Du Plessis, Andries; Manichith, P.; Sukumaran, Sukesh (2017-07-11T00:08:11Z)

    Conference paper
    Unitec

    A commonly used approach in western countries, this paper considers the use of strategic leadership in Laos, in particular in the banking sector. The investigation looks at the understanding of banking leaders within Laos and finds many do not join the two terms of leadership and strategy together. The Laos bank leaders at senior level are aware that vision, core competencies and strategies are important to the development of their businesses in what is becoming a more competitive environment. Due to this more emphasis on developing vision and the people responsible must be implemented. Similarly leaders need to have both a short-term and long-term focus in their strategic leadership. The net result is that selection of the right person for the job is of vital importance

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  • People as a source of competitive advantage during recruitment and retention of senior managers in financial services sectors in Laos

    Du Plessis, Andries; Sumphonphakdy, S.; Oldfield, James; Marriott, Jeff (2014)

    Conference paper
    Unitec

    The focus of this research paper is to identify the importance of recruiting and retaining of senior management resources in the banking industry in Laos. This paper reports on some of the findings. Both quantitative and qualitative research methods were used to collect data from three main banks in Laos. Interview section: the questions were designed to explore participants’ understanding of basic concepts of HRM and perspectives towards HRM in their organisations about recruitment and retention. Questionnaire section: part one involves the demographics data, while part two of the survey questions are focused on participants’ attitudes towards HRM processes such as recruitment in their organisations. The findings of the study demonstrate that HRM plays a critically important role in their banks in terms of keeping their competitive advantage. There is a lack of development and implementation of HRM practices and policies to recruit and retain the right people.

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  • The use of big data and HRIS by HR practitioners in New Zealand: empirical evidence from a longitudinal study

    Du Plessis, Andries; Fourie, Leon (2015-07)

    Conference paper
    Unitec

    This paper stems from a longitudinal research project over twenty years. The influence of ‘Big Data’ on the HR practitioner’s roles, goals and activities is huge in how their function is creating and adding value to the organisation. Big data offers HRM major opportunities to increase its value add in more functions and areas of HR as well as the strategic influence within the organisation, by delivering predictive analytics. HR practitioners in New Zealand have been exposed to big data and the use thereof through their HRISs. The quantitative methodology adopted was an e-survey; a questionnaire containing structured closed questions. The target population was limited to HRINZ members that had registered to participate in HR research requests that HRINZ provided links to; the total number of HRINZ members in this category was 635. Fundamental capabilities of the HRIS should be used to assist in delivering ultimate customer service and a good service to their employees. Concrete recommendations are proposed for HR practitioners and managers in the use of big data such as to use analysts to analyse the big data for them so that it becomes useable as knowledge to make wise decisions in future. Recommendations and the conclusion form the last two sections.

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  • Effective motivation practices that could enhance employee performance in the mining industry

    Du Plessis, Andries; Keovilay, Phaivone; Marriott, Jeff; Seth, Nitin (2015-12)

    Conference paper
    Unitec

    HR is the most important resources in any organisation. The goals of the company are: increase profitability, enhance quality and innovation; in contrast with the objectives of employees: increasing wages and improving working conditions. Tension between employees and employers affect the performance of individuals thus affecting the growth of the company. HRM plays a crucial role motivating employees for peak performance, improving the relationships between employees and employers. Low levels of motivation are unclear in the mining sector; this paper investigates through qualitative approach, the intrinsic and extrinsic factors that motivate employees to enhance their work performance and found five main factors that motivate most employees: remuneration, safety, social, supervision and equity. Recommendations are made to enhance employees’ performance. Problem statement; The problem is that some employees in the mining sector have low motivation levels to perform according to the company’s goals and it is unclear how to identify what it takes to influence employees in the mining industry to be more active and to use their utmost potential to accomplish company goals. It is important for management teams in the mining sector to determine solutions to improve their employee performances. The research seeks answers to the main research question: “What are the motivational factors that would influence Lao employees to enhance their work performance in the mining industry in Lao PDR?”

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  • The influence of employees' perceptions on business strategy of small and medium-sized enterprises

    Du Plessis, Andries; Phasinsaksith, Sompaseuth; Fourie, Leon; Sukumaran, Sukesh (2015-07)

    Conference paper
    Unitec

    The purpose of this research is to understand the influence of employees’ perceptions about business strategy in order to identify the factors that contribute to a successful strategy. The research also examines employees’ perceptions about strategy formulation and implementation process of SMEs in Laos, and how these perceptions would affect the outcome of strategy. This research studies the phenomenon by exploring the reality in a scientific way. As a result, this research is based on the positivist paradigm by applying a quantitative research method. The target population of this research is employees of SMEs in Lao PDR, which comprises 100 respondents as the sample size. The findings show that employees who work for profitable SMEs believe business strategy is a key factor that drives superior business performance; certain degrees of interest in business strategy among employees work for SMEs regardless of their gender, age groups, and levels of education; employees who were satisfied with the strategy of their companies performed well in their jobs; and employees who value the formulation process are those who believe in the management system of their companies.

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  • HRM in relation to employee motivation and job performance in the hospitality industry

    Du Plessis, Andries; Douangphichit, Nalinh; Dodd, Patrick (2015-12)

    Conference paper
    Unitec

    The hospitality industry refers to organisations that provide accommodation and food services for people when they travel. The hospitality industry is also known as a “people business”. The hotels and catering organisations underperform, still deliver inadequate services, and provide limited facilities compared to similar businesses in the same region. This can have a negative impact on the tourism industry in Laos. HRM potentially contributes to employee work performance in the organisation. The performance of employees in hotel organisations can be judged or measured by their attentiveness, their friendliness, their appearances, their attitudes, and the way they carry out and perform their assigned tasks. Most of the respondents feel that their organisations create the conditions whereby they are motivated to work harder. The hotel industry recognises the importance of training in relation to their work performed. The main factor that brings about high level of job satisfaction and motivation is salary.

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  • Using eLearning, blended learning and digital literacy to improve student engagement and retention

    Du Plessis, Andries; Young, Curtis; Nel, Pieter (2015-12)

    Conference paper
    Unitec

    CAA is New Zealand’s largest private tertiary education provider for the hairdressing, makeup and beauty therapy industries. CAA was used as a case study to assess the viability of eLearning innovation, using a phenomenological approach, to increase student engagement, retention and success in a work based training academy. The hypothesis was that the use of blended learning and digital literacy tools via eLearning management system would boost student engagement and improve CAA’s business goals of student retention, engagement and success. The empirical research included conducting three focus groups and 12 in-depth interviews with key stake holders. The results confirmed the hypothesis to boost student engagement to improve student retention at CAA.

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