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The study assessed the effectiveness of On-The-Job training on the performance of employees, focusing on the Integrated Tertiary Software Users at Walter Sisulu University. Data was collected using semi-structured interviews. The study employed a qualitative approach, focusing on in-depth knowledge from the participants rather than numerical facts. Participants were employees from the Registrar’s division within Walter Sisulu University, and students and a sample of twelve participants were purposefully selected. Seven of the thirteen participants were employees from the same division but different units: The examinations office, the Admissions and Registration office, and one faculty officer. Six participants were students from various faculties. Data were analyzed using Atlas ti, version 9. In this study, the light was shared on the importance of On-The-Job training and its effectiveness on employee performance and productivity. The focus of the interviews was on the effectiveness of this training method, and the study found that this method is effective in upskilling recruits and existing employees. Training and employee motivation were seen as the essential elements of increasing employee performance in this technology-infused University. It has been discovered that development programs directly influence organizational effectiveness, advancement, and development is critical for an effective organization.

An organisation's performance suffers when employees are not adequately skilled in certain job areas.  This article sought to investigate whether training and development affected the delivery of citizen-centric services in a government department in South Africa. The study adopted a mixed research methodology and a non-experimental research design. The data was collected via 20 open-ended interviews and 130 structured questionnaires. The study results indicated that shifting the government's focus to citizen-centricity would improve efficiency and service delivery. One of the significant findings suggests that training in service delivery requirements awareness could positively improve and motivate public officials' performance to remain relevant to the needs of citizens.

The integration of artificial intelligence produces a significant transformation in the workplace, which presents obstacles to the performance of intrapreneurs and the productivity of the organisation, in response to disruptive technological developments. The objective of this paper is to examine the correlation between intrapreneurship development and training initiatives and the end result for organisational performance and productivity. By employing a simplified random sampling method and a quantitative research design, this study examines the intricacies of interdepartmental relationships and emphasises the importance of development and training programmes in equipping intrapreneurs to meet the challenges of the fourth industrial revolution. The collected primary data, which was structured using a 5-point Likert scale, were analysed using Statistical Package for the Social Sciences version 26. An intelligent strategy for increasing performance and productivity in order to gain a competitive edge, the study demonstrates that fostering and improving intradepartmental relationships is effective. This finding also indicates that training and development programmes focused on the implementation of advanced technologies significantly enhance the performance of intrapreneurs and the productivity of organisations. In order to adapt to the changing employment environment of the twenty-first century, the results underscore the necessity for organisations to give precedence to technical proficiency while cultivating an environment that promotes inventive thinking, action learning, and progress.

The objective of this article is to investigate obstacles that hinder the assessment of return on investment (ROI) for academic staff development initiatives in public universities in South Africa. The primary objective of this study is to address the following research inquiry: What are the obstacles hindering the assessment of return on investment (ROI) for training and development interventions offered to academics within the higher education landscape of South Africa? The study employed a qualitative research methodology, which was based on an interpretive philosophical standpoint. The researchers employed purposive sampling to carefully select a total of fourteen participants who were selected to represent a range of cases or institutions. These included six universities and government institutions, namely the Department of Higher Education and Training (DHET), the Department of Science and Innovation (DSI), and the Education, Training, and Development Practices Sector Education and Training Authority (ETDPSETA). The interview data was subjected to thematic analysis using ATLAS.ti. The factors that hinder the measurement of ROI include the intricacy of the process, insufficient capacity, time lag between training and improved performance, lack of motivation, financial limitations, absence of processes, fragmentation of training and development interventions, interventions producing non-financial advantages, and insufficient data. The study enhanced the existing information on human resource development and practice by identifying the obstacles to measuring return on investment (ROI). Additionally, it offered practical advice and suggestions for future research.

Talent management impacts on service delivery in the hospitality industry. The aim of the study was to assess the effect of learning and development on service delivery in the hospitality industry in Nyeri County, Kenya. The study employed a cross-sectional survey design to determine the relationship between the variables. The target population was 310 employees of three hotels who comprised of supervisors, room stewards, food and beverage managers, waiters, storekeepers, and chefs in three hospitality establishments in Nyeri County. The research used a stratified sampling technique to select 104 participants for the study.  The main instrument for data collection was a semi-structured questionnaire. The findings of the study revealed that learning and development have a significant and positive influence on service delivery. The study recommends that organizations should stress and develop robust learning and development interventions to mitigate performance-related challenges, realize the desired quality service delivery and stability, and gain a competitive edge. It is hoped and desired that this journal will lead to a supplementary examination of the bene?ts of this refocus on talent and management, including the development of useful de?nitions.     

This study aimed to develop an integrated framework for measuring the ROI of T&D interventions for academic staff in South African public universities. Measuring the ROI and impact of T&D on employee performance is critical for demonstrating value. T&D professionals face increasing pressure from top management to show tangible business benefits for their interventions. An interpretivist approach was adopted using qualitative methods. Fourteen participants were purposefully selected from six universities, the Department of Higher Education and Training (DHET), the Department of Science and Innovation (DSI), and the Education, Training and Development Practices Sector Education and Training Authority (ETDPSETA). Data were collected through interviews and document analysis and were analyzed thematically. Four themes that emerged from data included T&D interventions, management of interventions, support for interventions, and ROI measurement. Universities assessed impact at multiple levels (reaction, learning, behavior, and results) but did not fully implement Phillips’s ROI methodology. While some ROI elements, such as training costs and benefits, were considered, government institutions supporting universities did not directly measure ROI but expected universities to evaluate interventions against set objectives. The study provides an integrated ROI framework suitable for T&D interventions in South African public universities. It provides practical recommendations for improving ROI measurement and accountability and suggests directions for future research.

A subtle inherent contest exists between supervisors and subordinates during performance appraisal sessions. Examining the moderating effect of training on employees' self-appraisal to foster curiosity. This study seeks to analyse the value proposition of self-appraisal in the context of 360-degree organisational performance. A self-appraisal was conducted among a random sample of employees from five companies in South Africa. The research employs a positivist paradigm, utilising a deductive approach characterised by quantitative methods. It incorporates a longitudinal study and a pre-post quasi-experimental survey design to gather data from a randomly sampled population of 526 participants. Utilising diverse multivariate statistical methods, such as analysis of variance (ANOVA) and correlation and regression modelling, for data analysis. This study illustrates that training improves self-efficacy, learning outcomes, and performance. Additionally, it highlights the integrity of self-appraisals in the post-training context, with 66% of participants favouring self-rated performance over supervisor assessments due to perceived bias. This paper offers insights for both practitioners and scholars, highlighting how a strong culture of human capital development (T&D) enhances self-efficacy and predicts positive organisational behaviours and optimal performance.      

Modern banking requires constant reskilling of employees because new technologies like automation and artificial intelligence together with digital banking demand competitive organisations. South Africa faces difficulties with insufficient training evaluation processes and restricted resources which prevent advancement especially because employee insights about reskilling are not thoroughly examined. Grounded in Human Capital Theory (HCT), this study suggests that investing in employee skill development enhances productivity, innovation, and organisational flexibility to adapt to evolving industry demands. Utilizing a quantitative research approach, the study surveyed South African financial sector employees, applying Chi-Square tests to assess perceptions of reskilling's influence on skill development, talent retention, diversity, and digital competence. Results indicate that employees associate reskilling with enhanced skill sets and a reduced need for external expertise. While reskilling is seen as a significant factor in promoting workplace diversity, its impact on talent retention is less conclusive. Furthermore, hybrid and online learning methods proved more effective for digital skill acquisition than traditional face-to-face training. The study recommends that financial institutions adopt structured, technology-enabled reskilling initiatives, prioritizing hybrid learning platforms and AI tools to cultivate a dynamic workforce. Additionally, it advocates for policy measures that incentivize corporate training investments to strengthen industry resilience and calls for further research into the long-term effects of reskilling on employee morale and organisational innovation.

The integration of artificial intelligence produces a significant transformation in the workplace, which presents obstacles to the performance of intrapreneurs and the productivity of the organisation, in response to disruptive technological developments. The objective of this paper is to examine the correlation between intrapreneurship development and training initiatives and the end result for organisational performance and productivity. By employing a simplified random sampling method and a quantitative research design, this study examines the intricacies of interdepartmental relationships and emphasises the importance of development and training programmes in equipping intrapreneurs to meet the challenges of the fourth industrial revolution. The collected primary data, which was structured using a 5-point Likert scale, were analysed using Statistical Package for the Social Sciences version 26. An intelligent strategy for increasing performance and productivity in order to gain a competitive edge, the study demonstrates that fostering and improving intradepartmental relationships is effective. This finding also indicates that training and development programmes focused on the implementation of advanced technologies significantly enhance the performance of intrapreneurs and the productivity of organisations. In order to adapt to the changing employment environment of the twenty-first century, the results underscore the necessity for organisations to give precedence to technical proficiency while cultivating an environment that promotes inventive thinking, action learning, and progress.

The objective of this article is to investigate obstacles that hinder the assessment of return on investment (ROI) for academic staff development initiatives in public universities in South Africa. The primary objective of this study is to address the following research inquiry: What are the obstacles hindering the assessment of return on investment (ROI) for training and development interventions offered to academics within the higher education landscape of South Africa? The study employed a qualitative research methodology, which was based on an interpretive philosophical standpoint. The researchers employed purposive sampling to carefully select a total of fourteen participants who were selected to represent a range of cases or institutions. These included six universities and government institutions, namely the Department of Higher Education and Training (DHET), the Department of Science and Innovation (DSI), and the Education, Training, and Development Practices Sector Education and Training Authority (ETDPSETA). The interview data was subjected to thematic analysis using ATLAS.ti. The factors that hinder the measurement of ROI include the intricacy of the process, insufficient capacity, time lag between training and improved performance, lack of motivation, financial limitations, absence of processes, fragmentation of training and development interventions, interventions producing non-financial advantages, and insufficient data. The study enhanced the existing information on human resource development and practice by identifying the obstacles to measuring return on investment (ROI). Additionally, it offered practical advice and suggestions for future research.