16 results for Nel, Pieter, 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 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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  • HR practitioners’ contribution to business excellence: results spanning a quarter of a century in New Zealand

    Nel, Pieter; Fourie, Leon (2013)

    Conference paper
    Unitec

    Competent managers and human resource (HR) practitioners play a pivotal role in the success of any business. This includes a variety of business functions that ought to he identified and managed to add value to the bottom-line and harness opportunities .Empirical research was conducted in New Zealand in 2010 to repeat two similar 2000 surveys and an earlier survey conducted in 1994. The longitudinal results up to 2020 identified important areas of the business environment as perceived by HR practitioners. These are awareness of the importance of the effect of change, international competition, and customer satisfaction. It is recommended that HR managers must become dedicated change agents to continue to support management optimally, as this perception was revealed by the survey results over the 25 year period.

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  • Immigrant entrepreneurs in Malaysia : an exploratory study on their business success and prospects in small retail business

    Abdullah, Moha; Nel, Pieter; Mellalieu, Peter; Thaker, Asmy (2016-02)

    Conference paper
    Unitec

    It is commonly agreed that international migration is as old as human history. International migration also continues to define and reshape nations as well as affecting the culture and daily life of many people. While it would not be always correct to argue that its impact has always been benign, it is increasingly evident that migration consistently benefits the countries of destination and origin, as well as the migrants themselves. Similarly, it is undeniable that the economic development of a nation (both developed and developing alike) largely depends on the emergence of dynamic innovative entrepreneurs and new enterprise creation. Economic activities carried out by immigrant entrepreneurs and their enterprises could also be a huge potential source of entrepreneurial and economic impetus for the respective recipient countries. Their presence, role and contribution to the establishment and growth of new businesses, especially small business, in a country usually leads to economic prosperity and job creation (Ribeiro-Soriano & Mas-Verdú, 2015). The benefits of having immigrant entrepreneurs in the host country such as physical capital investment, job creation for local workers and contribution towards the country’s GDP receive considerable recognition (see Lin 2015). Congruent to this also, some countries provide special visas and entry programmes to the immigrant entrepreneurs in order to promote business activities and obtain foreign investment. Lofstrom (2014), for instance, notes that efforts to attract global immigrant entrepreneurs has not been limited to developed countries but also includes developing countries alike. While knowledge on the importance of immigrant entrepreneurs for socio-economic development exists from the traditional view of pull and push factors, there are at least two different views of the migratory pathways of international immigration. One argues that the push-pull factors of spatial imbalances in the distribution of production factors forces them to leave their place of origin for a relatively high expected outcome in the country of destination. In this regard, international migration offers technical skills and unskilled labour for receiving countries. Another view is that the immigrants with entrepreneurial and management skills are the basic source of entrepreneurial activities in the host country. These pathways of international migrants include those who search for the best place that offers opportunity for profit and to create their own jobs and employment for others. Like other countries, Malaysia is not exceptional in hosting many immigrants and some of them become entrepreneurs in their own ways, (Rahmandoust, Ahmadian, & Shah, 2011). As their presence in entrepreneurial pursuit is becoming increasingly noticeable, there is a need to explore their issues, challenges, and business prospects along with their antecedents. This is simply due to the fact that there is a dearth of knowledge and little empirical research that has been made available. As immigration continues to be a significant presence in Malaysia, it can be stated that some migrants are forced by circumstances to migrate. Others are attracted by the prospect of greater economic, social and educational opportunities for themselves and their families. Whilst many migrants take up positions in paid employment, a considerable proportion of them migrate specifically to initiate new venture startup activities. What are the specific characteristics of these entrepreneurs? What are their challenges, their successes, and their prospects for the future? What conclusions can be drawn? This article attempts to address these questions based on a survey on 314 immigrant entrepreneurs in Kuala Lumpur conducted early this year (2015).

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  • SHRM and capacity building and its impact on management employees in foreign companies in Laos

    Lockyer, Alan; Nel, Pieter; Vilayvong, Sonethavy (2017-05-10T05:38:00Z)

    Conference paper
    Unitec

    Strategic Human Resource Management (SHRM) in capacity building can enhance the capabilities of an organisations’ workforce, which is a key value in achieving high levels of productivity. In the Laos Peoples Democratic Republic (PDR), there are numerous foreign investments to assist the country in its economic development efforts. Investors, however, require a competent local workforce to operate their businesses, especially at the management level. The main aim of this research paper is to determine the problems associated with the implementation of SHRM in capacity building of local managerial employees working in foreign businesses in Laos and how to avoid it. Semi-structured interviews was the main data collecting technique involving eleven participants from seven foreign businesses operating in Laos PDR during 2015. The findings revealed that capacity building for local managerial employees was not executed effectively. Obstacles preventing the implementation and practice of SHRM in capacity building, include limited budgets, few roles created in HRM at a strategic level, insufficient qualifications of local managerial employees and unsuitable development programmes for capacity building. A model was developed which outlines suitable steps for capacity building of the local managerial employees working in foreign businesses in Laos, to improve their performance and productivity.

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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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  • Immigrant entrepreneurs and their perceived success in small retail businesses : preliminary New Zealand findings

    Nel, Pieter; Abdullah, Moha (2016-02)

    Conference paper
    Unitec

    As international migration continues to be a significant force in globalization, some migrants are forced by circumstances to migrate. Others are attracted by the prospects of greater economic, social, and educational opportunities for themselves and their families. Whilst many migrants take up positions in paid employment, a considerable proportion of them migrate specifically to initiate new venture start-up activities. This study highlights preliminary findings on attributes and essential elements of immigrant entrepreneurs, their issues and how they perceived their business success in small retail business. A survey comprising 262 immigrant entrepreneur respondents in Auckland, New Zealand was executed. The study found that about 40 percent had prior business experience before migrating to New Zealand with more than 30 percent migrating with a business visa. An ANOVA test conducted confirms that there are certain issues such as local business regulations, access to capital, advisory services, training facilities and access to suppliers that are important factors contributing to the perceived business success among immigrant entrepreneurs. The outcome of the study will help the training and development authorities to take the necessary steps to outline a new and productive content for potential entrepreneurial development.

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  • Social media usage by academics : some comparisons from a developing country and developed countries’ perspectives

    Nel, Pieter (2016-02)

    Conference paper
    Unitec

    Academics and students across the globe are increasingly using social media and social connections for educational purposes. This paper focusses on a comparison of particular countries regarding the use of social media in teaching by academics and whether they can utilize this platform for effective communication to engage students in learning activities as well. The objective is to identify the usage of social media tools by academics by comparing a multi developed country study (comprising the UK, Australia, New Zealand, USA, Continental Europe and Canada) and a separate developing country study being South Africa. The data was obtained by using SurveyMonkey and executed during 2014 at tertiary educational institutions. For the developing country 204 usable responses were obtained and 711 responses from the developed countries. Suggestions are made regarding the educational environment using social media tools. It is concluded that academics are communicating with students in a positive way via the use of social media tools for educational purposes, but that much scope exists to improve the use of social media for educational purposes by academics. There are also some differences in the use of social media by academics when comparing the developing country and developed countries.

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  • Management Development Practices in New Zealand: Some Longitudinal Comparisons between 2007 and 2011

    Nel, Pieter; Ruth, Damian; San Diego, Jojo (2012)

    Conference paper
    Unitec

    The core research question is whether there are differences between management development (MD) activities for a sample of private sector organisations in New Zealand (NZ) on a comparative basis for 2007 and 2011 as it is perceived in practice by line managers (LMs). The underlying question is what, if any, impact the global financial crisis (GFC) might have had on MD practices in NZ. This paper reports on longitudinal data at a national level which examines existing practice based on the collection of the 2011 data and subsequent comparative analysis with 2007 data

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  • Similarities in Developing Business Relationships in Collectivist Societies of Emerging Economies in China and India

    Bhat, Ravi; Zhu, Yunxia; Nel, Pieter (2012)

    Conference paper
    Unitec

    Relationship building has become increasingly important for cross-cultural management as many countries regularly do business across boarders. Current research findings in this regard have so far primarily focused on marketing relationships or based on cross-cultural dimensions. Given the importance of communication strategies for business relationship building, it is no wonder that relationship building attracts much study and speculation. The concept of business relationship, however is often discussed in terms of marketing relationships as a universal principal, and little attention is given to comparing communication strategies for building relationships across cultures, and even less has been done to study this issue from culture specific and ethnographic perspectives ...

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  • Implementing consumer health research: Empirical results leading to social innovation in New Zealand

    Nel, Pieter; Hansen, Jens J.; Boyd, Mary-Anne (2006)

    Conference paper
    Unitec

    Health research is often regarded as fragmented, competitive and highly specialized. However, there is often little effective communication and consultation between producers of health research and end users. Given this, a Consumer Participation and Community Engagement Framework was adopted by the Waitemata District Health Board. Local research also indicated that consumer and provider perspectives create opportunities for innovation and new co-developed knowledge. Accordingly, a mentored group was established. A long term outcome has been promoting sustainable and effective co-design for better health. Thus an innovative programme was established to co-create capacity building for consumers and professionals alike.

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  • Organising the human resources function to harness future opportunities: survey results of 2010 forecasted for 2020

    de Wet Fourie, Leon; Nel, Pieter (2013)

    Conference paper
    Unitec

    Some contemporary approaches for HR practitioners are identified in this paper in order to make use of human resources (HR) functions as a source of competitive advantage to add value to organisations. A survey was executed via an e-questionnaire using Survey Monkey in 2010 with forecasts for 2020 to obtain longitudinal results. Responses totalled 119 from members of the Human Resource Institute of New Zealand, representing 15.4%. The most important results are: HR should exhibit leadership in the functioning and organising of HR. Conclusions are that HR has a strategic function and practitioners are aware of how to increase HR effectiveness to add value to create future business opportunities.

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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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  • An investigation into employees' satisfaction regarding leadership styles in the Laos banking sector

    Nel, Pieter; Vongphanakhone, Suksavanh; Sukumaran, Sukesh (2014)

    Conference paper
    Unitec

    Leadership is one of the key management functions which enable an organisation to sustain its competitive advantage develop both its employees and organisational outcomes and has a direct impact on the performance and motivation of employees. This study identified practical leadership styles that the banking sector in Laos should apply to improve employee performance and motivation to provide better service to clients. The results based on 116 useable questionnaires revealed that poor leadership management is one of the key reasons that affect the performance and motivation of staff. It is recommended that leaders should apply four leadership styles, namely authentic, transformational, charismatic and participative. Using these leadership styles will perhaps lead to improved employee performance and motivation at work

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  • Developing a Conceptual Business Model for a Sustainable Eco-System.

    Bhat, Ravi; Nel, Pieter (2014)

    Conference paper
    Unitec

    The paper focuses on developing a strategic financial business model for the purpose of creating a sustainable forest ecosystem for CUE Haven, a farmland property located at Kaipara north of Auckland. The paper commences with an overview of the literature on the topic of restoration, and looks at various funding models for non-profits, non-profit funding and ecological restoration in the New Zealand context. Two case studies, Tiritiri Matangi Island and Oronokui Bird Sanctuary in Dunedin, are reviewed and used as examples of what can be achieved. Recommendations are provided in the concluding sections for the farm to develop a financially sustainable model to run its operations. The paper aims to find a sustainable business model for CUE Haven.

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  • International human resource management in the context of human capital of multi-national organizations in Laos

    Nel, Pieter; Sisavath, Mingkhouankham (2010-07)

    Conference paper
    Unitec

    Human resources is one of the key assets of organizations at both national and international levels and suggests that it becomes more complex once an organization is operating across borders. This research project was conducted in the context of the human capital of Laos as the host country. A questionnaire was administered to 90 employees of five international organizations in August 2013. The main finding was that the key constraint to practicing IHRM in Laos is the shortage of skilled labour. The belief also exists that education level supports employees in their job, bul the result was not significant. The result was significant that education, regardless of level, can support employees ' capacity to do their job.

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