A generic competency framework for labour relations practitioners in the South African public service

• Jurisdiction: South Africa
• DOI: 10.10520/EJC-1269af4c54
• Date: 01 November 2018
• Author: Cecile Schultz,Adéle Bezuidenhout,Chris Botha
• Pages: 1-28
• Record Number: labour1_v42_n1_a3

Article

African Journal of Employee Relations

https://doi.org/10.25159/2520 -3223/4848

https://upjournals.co.za/index.php/AJER/index

ISSN 2520-3223 (Online)

Volume 42 | 2018 | #4848 | 28 pages

© Unisa Press 2018

A Generic Competency Framework for Labour

Relations Practitioners in the South African Public

Service

Chris Botha

Cecile Schultz

https://orcid.org/0000-0002-9652-2035

https://orcid.org/0000-0002-7048-7892

Tshwane University of Technology

Tshwane University of Technology

Pretoria

Pretoria

bothact@tut.ac.za

schultzcm@tut.ac.za

Adéle Bezuidenhout

https://orcid.org/0000-0002-2693-9425

University of South Africa

Pretoria

bezuia@unisa.ac.za

Abstract

This article reports on the findings of a qualitative content analysis study that

explored the generic competencies required of labour relations practitioners in

the South African public service with a view to developing a generic

competency framework for these practitioners. Data were gathered through

conducting semi-structured interviews with 17 labour relations experts from

different institutions. The data were coded and categorised, and themes were

identified that characterised the participants’ experiences, perceptions and

views, providing evidence about the competencies of labour relations

practitioners. From the data, 44 competencies were identified that could be

regarded as essential to labour relations practitioners’ successful and efficient

fulfilment of their role, and these competencies were grouped into nine themes.

A generic competency framework for labour relations practitioners was

developed based on the results obtained. The findings of this study could

potentially form the foundation of new theory for the advance ment, training and

development of labour relations practitioners.

2

Keywords: labour relations; labour relations practitioner; competency; competency

framework; qualitative content analysis

Introduction

Labour relations, which are relevant to most work situations, such as in shops, offices,

factories, mines, hospitals, public service departments, on farms and in private

households, refer to the relationship between employers and employees. For this reason,

the concept of labour relations is a complex and dynamic one (Finnemore, 2013, p. 1).

The complexity of the discipline of labour relations is due to the fact that it exists in the

broad context of many roles, rights, expectations, obligations and duties in the

workplace, and what makes it even more complex is that these roles, rights,

expectations, obligations and duties may apply to either an individual or a group

(Bendix, 2015; Van der Westhuizen & Wessels, 2011). As the authors acknowledge the

diverse nature of labour relations, they propose that the following definition be

considered for the purposes of the current study:

Labour relations is the study and practice of the relations between the parties in the

labour relationship, the roles and interactions, the processes, procedures, rules and

regulations which govern the relationship, as well as the legislation, structures and

institutions involved. (Botha, 2016, p. 31)

From its inception in 1919, the International Labour Organization (ILO) has worked to

ensure labour justice by promoting tripartite agreement as a means of giving a voice to

all parties (ILO, 2013). This tripartite relationship involves three core players, namely

employees, employers and the state (Finnemore, 2013; Tustin & Geldenhuys, 2000). In

the public sector, the state itself is an employer, a role which may conflict with its other

roles of legislator, conciliator and regulator (Bendix, 2015). This creates unique

challenges in labour relations management that organisations in the private sector do

not typically encounter (Bendix, 2015).

Conflict between labour and management in the public service is not a narrow labour

relations issue of interest to the parties alone (Adler, 2000). With over 1.5 million

employees, the public service is the biggest single employer in South Africa (Statistics

South Africa, 2014). Through its procurement policies, the public service is also the

biggest single consumer of goods and services. Its wages and the benefits it provides

have a significant influence on demand, particularly in provinces where public servants

make up a large proportion of the total workforce (Adler, 2000; Van der Westhuizen &

Wessels, 2011). In 2007, the then Minister of Public Service and Administration, Fraser-

Moleketi, cautioned that harmonisation of labour relations in the public service was

crucial. The endeavour to advance and improve service delivery to the people through

a unified system of public administration and management will be seriously

compromised if harmonisation of labour relations practices and policies cannot even be