One of the challenges facing government departments is the high loss of scarce-skilled employees. When examining departmental processes and procedures, observations were that the organization concerned was experiencing a leadership transition crisis in the absence of the implementation of succession planning. In order to ameliorate this challenge, it is prudent that research into factors and perception of employees on succession planning be conducted to assist with planning of retaining scarce skills and training of employees. A corresponding research study was performed to determine factors related to succession planning, the perceptions of employees and the way different demographic categories perceived succession planning.The response rate of a questionnaire was 34.72%. The items that loaded high were investigated for common themes and four factors emerged after factor analysis, namely organizational support programs, supervisor support, attraction of talent and a performance management system. The findings also indicated that there was a significant difference between groups in the organizational support program in terms of years of service and supervisor support among employees varying in position at the 5% level of significance. The most important implications for managers resulting from this study are that management development by way of succession planning contributes to employee satisfaction and improves the overall outcomes of the organization. Therefore, it can be recommended that there should be personal involvement by top and senior management in terms of personal accountability and responsibility for growing leaders and linking factors related to succession planning to organizational strategy and human resources strategy.

The purpose of this study is to measure employee engagement of low-income workers either working at or visiting Marabastad Mall in the City of Tshwane Metropolitan Municipality (CTMM). The literature review revealed that in the South African context there is a dearth of research on predictors of employee engagement. The research design was a survey and the sample size was six hundred and forty-nine (n=649). The descriptive statistics show that the respondents were moderately disengaged, disaffected, and committed. The descriptive statistics also revealed that respondents moderately disagreed that they had training opportunities and they had a good quality of work life. The inferential statistics showed that males were more engaged than their female counterparts, part-time employees were slightly more engaged than full-time employees and employees who were unionised were more engaged than the non-union members.  It was also found that job satisfaction was the highest predictor of employee engagement (β = 0.28, p<0.05). The study has implications for policymakers that employees earning between R1 000.00 and R10 000.00 are less engaged and committed and their job satisfaction levels were low. The implication for managers is that they must be aware that development and recognition of employees and job satisfaction predict employee engagement. Quality of work life and labour relations did not predict employee engagement

The purpose of this study is to measure employee engagement of low-income workers either working at or visiting Marabastad Mall in the City of Tshwane Metropolitan Municipality (CTMM). The literature review revealed that in the South African context there is a dearth of research on predictors of employee engagement. The research design was a survey and the sample size was six hundred and forty-nine (n=649). The descriptive statistics show that the respondents were moderately disengaged, disaffected, and committed. The descriptive statistics also revealed that respondents moderately disagreed that they had training opportunities and they had a good quality of work life. The inferential statistics showed that males were more engaged than their female counterparts, part-time employees were slightly more engaged than full-time employees and employees who were unionised were more engaged than the non-union members.  It was also found that job satisfaction was the highest predictor of employee engagement (β = 0.28, p<0.05). The study has implications for policymakers that employees earning between R1 000.00 and R10 000.00 are less engaged and committed and their job satisfaction levels were low. The implication for managers is that they must be aware that development and recognition of employees and job satisfaction predict employee engagement. Quality of work life and labour relations did not predict employee engagement

Employees attach value to their job features/total job and when they perceive threats to these and experience feelings of powerlessness, their level of job insecurity increases.  Since job insecurity is a subjective phenomenon, the study aims to assess who is more susceptible to experiencing job insecurity by assessing biographical correlates.  The research adopts a formal, hypothesis-testing approach where quantitative data were collected using a cross-sectional, survey method from a sample of 1620 employees.  The results, generated using the ANOVA model, indicate that biographical influences do exist in terms of job insecurity. The implication is that change managers need to take cognisance of these influences and develop suitable strategies for each group to reduce the prevalence of job insecurity.  Recommendations are made in this regard.