|dc.description.abstract||The Constitution of the Republic of South Africa, 1996 (Act 108 of 1996), in Section 152, states that a municipality must strive, within its capacity, to achieve the objectives regarding efficient service delivery, and the South African Local Government Association's (SALGA) objective is to build the capacity of local government to contribute towards a developmental democratic governance system that addresses and meets basic human needs. In this way, increased pressure is being placed on local government, especially in Metsimaholo, Moqhaka and Ngwathe in the Northern Free State, to provide more and improved services to their communities. This can be ascribed to changes taking place within the country, and which, in the spirit of Batho Pele require the municipalities to adapt to such changes in a manner that will ensure that proper services are provided to the communities. One way to relieve the pressure on the Northern Free State is to ensure that the statutory and regulatory framework for human resources provisioning is known and practiced in the municipalities; principles of municipal policy-making are strongly adhered to and executed; and theory and principles of human resource provisioning understood and implemented correctly, for proper services to be delivered to the communities. This realization resulted in the objectives as outlined in this study. During the study it was determined that the process in policy-making for the Northern Free State municipalities was not adhered to, was influenced by political interference and thus led to poor performance by municipalities. It was also determined that, due to lack of adherence to steps in the policy-making process in these municipalities skilled and professional people were not being employed. A further objective with the study is to construct a single human resource provisioning policy for the Northern Free State municipalities through which shortcomings in human resource provisioning can be limited and uniform human resource provisioning arrangements can be determined for these municipalities.
It was determined that the universal human resource provisioning model offered scientifically based guidelines for human resource provision policy-making. The aforementioned determination lead to the conclusion that the human resource provisioning policy model created an ideal framework within the three municipalities; could identify problems; determine objectives; and formulate, implement and evaluate human resource provisioning policies. In fact, it creates a framework within which policy-makers and human resource provisioning officials can work to determine human resource provisioning policies. The policy-making model and the human resource provisioning policy are of universal value because they offer guidelines which can be applied by any other municipality in the Free State province and the entire Republic of South Africa's municipalities.||