Abstract
The urgent need to develop South Africa's human resources in the public service has been conceptualized in many policy documents. The underlying objective of efforts to strengthen the human resources in the public sector, is the delivery of effective services to the people of South Africa. In line with the White Paper on the Transformation of the Public Service, 1995, the effective mobilization, development and utilization of human resources are stressed as important factors in the transformation of the public service because of their contribution to individual and institutional capacity to ensure effective governance. Financial resources are important in order to develop and sustain the skills of the public servants; however, there is a tendency to cut the budget for human resource development programmes. Alternative methods should be developed to obtain additional sources of income.
Highlights
The urgent need to develop South Africa's human resourCes in the public service has been conceptualized in many policy documents
With reference to financial resources, the White Paper on Public Service Training and Education (WPPSTE), determines that a specific percentage of the annual budget of public service departments be allocated towards training and development of human resources
Given the urgent need to overcome some of the problems mentioned above and to build individual and institutional capacity for the new public service, the White Paper on the Transformation of the Public Service (24 November 1995) regards the development of South Africa's human resources as one of the five key programmes of the Reconstruction and Development Programme (RDP)
Summary
The training programmes for public servants inherited from the former regime, lacked a proper strategic, needs~based and outcomes-based focus. The policy documents underpin a strategy that coordinates the broader process of transformation and institution building, with human resource development in the public service and emphasize that education and training should be strategically planned and effectively resourced. With reference to financial resources, the White Paper on Public Service Training and Education (WPPSTE), determines that a specific percentage of the annual budget of public service departments be allocated towards training and development of human resources. This percentage is not sufficient to address the backlog that has developed over the years. The Public Finance Management Act, 1999, creates an opportunity to generate additional sources of income for public service departments
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