In 2016/2017 financial year KwaDukuza Municipality received unqualified report with a few matters of emphasis. In response to concerns raised in Auditor General’s report, KDM management developed an action plan in order to address concerns. 3.4.10. MUNICIPAL TRANSFROMATION AND INSTITUTIONAL DEVELOPMENT SWOT ANALYSIS STRENGTHS WEAKNESSES to LGSETA grants structure that may not be •Access •A Access to external funding for learner appropriately linked to strategy • ships e.g. DBSA, etc level of appropriate skills and •Low Different training packs for willing educational qualification of staff • employees. of higher learning institutions •Absence of succession planning, recognition •Lack and incentives. management of human •Ineffective resources by municipal departments. OPPORTUNITIES THREATS & well trained employees after training •Qualified •Staff retention immediately employees interventions •Motivated development plans for ease of of employees due to contractual •Personal •Loss reference/ tracking. positions vs permanent ones. management of human •Improved resources TABLE 30 - MUNICIPAL TRANSFORMATION AND ORGANIZATIONAL DEVELOPMENT SWOT ANALYSIS 3.5. BASIC SERVICE DELIVERY AND INFRASTRUCTURE DEVELOPMENT The primary components for KwaDukuza infrastructure development programme are:
In 2016/2017 financial year KwaDukuza Municipality received unqualified report with a few matters of emphasis. In response to concerns raised in Auditor General’s report, KDM management developed an action plan in order to address concerns. 3.4.10. MUNICIPAL TRANSFROMATION AND INSTITUTIONAL DEVELOPMENT SWOT ANALYSIS STRENGTHS •Access to LGSETA grants • Access to external funding for learner ships e.g. DBSA, etc • Different training packs for willing employees. WEAKNESSES •A structure that may not be appropriately linked to strategy •Low level of appropriate skills and educational qualification of staff •Absence of higher learning institutions •Lack of succession planning, recognition and incentives. •Ineffective management of human resources by municipal departments. OPPORTUNITIES •Qualified & well trained employees •Motivated employees •Personal development plans for ease of reference/ tracking. •Improved management of human resources THREATS •Staff retention immediately after training interventions •Loss of employees due to contractual positions vs permanent ones. 30 - MUNICIPAL TRANSFORMATION AND ORGANIZATIONAL DEVELOPMENT SWOT ANALYSIS 3.5. BASIC SERVICE DELIVERY AND INFRASTRUCTURE DEVELOPMENT The primary components for KwaDukuza infrastructure development programme are: TABLE
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