Dar es Salaam Campus College (DCC)

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Start date: 2009

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    Procurement and information communication technology in rural areas: The case of Kibaha district council
    (Mzumbe University, 2014) Mkonyi, Norah P.
    The purpose of this research was therefore to look at the challenges facing the application of Information and Communication Technology (ICT) in procurement process, in rural areas specifically Kibaha District Council. In order to come out with a clear conclusion the study had to identify current procurement practice and existing application of Information Communication Technology in procurement process, activities/areas in which ICT is currently applied, benefit of ICT application and challenges facing ICT application in Procurement Process. In the study primary and secondary data were collected from fourty seven respondents including; Kibaha District Council Staff and their suppliers through questionnaires, interview and observation. The analysis was done qualitatively where summary of results was drawn in frequency and percentage tables, bar graphs and pie charts with the use Excel program. The results of the study show that the rate of ICT application in procurement process in rural areas is low due to; inadequate knowledge of staff on the use of ICT tools, inadequate availability of ICT tools, high cost of maintaining the use of ICT tools and poor ICT policy. However, low rate of ICT adoption in procurement process, has resulted to late delivery of goods and services from suppliers, problems in keeping and tracing procurement documents and inaccuracy of procurement data. According to this study results, to increase the existing rate of ICT application in procurement process, Kibaha District Council needs to provide trainings to staff, establish ICT policy relating to procurement proceedings, and include cost of ICT tools and installation in their budget.
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    Service quality and brand loyalty in the telecommunication industry: A case study of Tigo and Vodacom,
    (Mzumbe University, 2014) Mwinchumu, Farida
    This study was carried to evaluate the impacts of service quality on customer loyalty in the telecommunication industry in Tanzania by using case studies of Vodacom and Tigo, this study was guided by four research objectives which are to identify the firms strategies, techniques and policies for service quality at VODACOM and TIGO, to find out the internal and external factors affecting customer loyalty at VODACOM and TIGO and the to find out the relationship between customers and employees on creating customer loyalty. The research used probability sampling particularly simple random technique to obtain the sample size of 75 respondents, the data was obtained from the sample size by using questionnaires, interviews the Data was analyzed and presented by using both qualitative and quantitative approached. This study concludes that service quality is among the most difficulty issue to measure hence it requires a number of issue to be looked upon. Never the less it is becomes even harder to measure the level of service quality hence in the long run the provision (manufacturing of the services) the customer is involved in the middle of provision so measuring it becomes difficult, since this study was evaluating the service quality on customer loyalty therefore a number of issue have be looked upon the research used tenfold dimension, the study has found that the level of service quality is excellent to both of the firms under study, the study revealed that the nature and modality of service provision, the quickness of service provision, the reliability of service, affordability of the service are key internal factors that influence customers to make choice of the firms although analysis show that the internal factors from VODACOM are more strong that from TIGO on the other hand, service quality has a direct relation with loyalty, and nearly 45 percent of loyalty changes can be explained by service quality changes. Another point is that if the satisfaction variable enters the model, the resulted determination index will be higher in figure than other cases (0.803)
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    Training and Ministry of Home Affairs (MOHA): Exploring the Effectiveness of the Training Programmes to Employees: The Case of Ministry of Home Affairs (Head Office)
    (Mzumbe University, 2013) Mwangara, Felix S
    The quality of Human Resource is an asset to any organization and as a result training has become an issue that has to be faced by every organization. The amount and quality of training carried out varies enormously from organization to organization due to factors such as the degree of external change, for instance, new markets or new processes, the adaptability of existing workforce and importantly the extent to which the organization supports the idea of internal career development. Most organizations meet their needs for training in an ad hoc and haphazard way whiles others set about identifying their training needs, then design training activities in a rational manner and finally assess the results of training. This study, therefore, sought to determine the Training and Ministry of Home Affairs (MOHA): Exploring the Effectiveness of the Training Programmes to Employees, a Case Study of Ministry of Home Affairs. The research was intended to explore the role and impact of training on employees with emphasis on the lower, middle level staff and the administrators of MOHA, who were randomly selected. The study assessed the training and development process of MOHA and whether training has improved employee’s performance. A questionnaire was designed using structured questions to collect primary data from employees of MOHA. Personal interviews were held with some management staff of the organization. The results indicated that MOHA’s employees were not well informed about training and development programmes in the organization.
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    Impact of performance appraisal systems used in utility companies on employee job satisfaction: The case of performance development programme used by TANESCO, Ilala region, Dar es Salaam, Tanzania,
    (Mzumbe University, 2013) Mwinuka,Elizabeth
    The only task for utility companies is to make progressive steps and necessitate them to alleviate dissatisfaction amongst their employees by extensively restructuring their actually used performance appraisal systems. This study was in fact; mainly concerned with findings out the impact of Performance Appraisal System (PAS) used by utility companies on employee job satisfaction in Tanzania: the case of Performance Development Programme used by Tanzania National Electric Company Limited (TANESCO) Ilala Region, Dar es Salaam. The methodology employed by this study had involved the use of questionnaire, focus group discussion in gathering data from the sample size of 60 respondents. Likewise, tables, graphs/pie charts, both illustrated by percentage were used in presenting, and in illustrating facts from respondents upon which further analytical and discussion steps were performed as well. Meanwhile, the study was tasked to achieve four specific objectives including; to determine the impact of PDP used by TANESCO on employee job satisfaction, to find out the level of employee performance as resulted from PAS used by utility companies, to establish the outcome of having specific PAS on employee job attitude in utility companies, and to suggest strategy to be adopted by TANESCO in restructuring its performance development programme to improve employee job satisfaction. Based on the findings, the study had concluded that; there is an impact derived from the use of PDP in TANESCO which had resulted into job dissatisfaction amongst many employees and marked by tendencies like; complaints as being dissatisfied, others have depleted their attendance to their job placement, the likelihood of labour turnover which might occur in the near future and so on. Based on findings, the study had also concluded that; the overall job performance had gone lower after the integration of PDP than it was before its coming-in. The study further concluded that; the attitude of employees towards their job was quite negative following the integration of PDP since many of them seemed to be dissatisfied with it. And finally, one of the suggestions obtained thorough findings have included; utility companies vii would pay incentives to employees based on other grounds like; hour spent by an employee (being extra or any other) in achieving any duty.
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    Relationship between donors funding and business performance in Tanzania:
    (Mzumbe University, 2013) Msinga, Flanswazi A.
    Given the increasing donor funding to most of the SMEs in Tanzania: there has been an increase desire overtime to know whether or not there is any relationship between this donor funding and business performance. The main purpose of this research therefore was to identify the relationship between donor funding and business performance. This study was guided by three research objectives. The general Objective was to determine if there is any relationship between donor funding and business performance. Specific research objectives were; to identify the relationship between donor funding and business performance in Tanzania. Other objectives are to identify other factors rather than donor funding that may contribute to business performance in Tanzania and lastly is to identify challenges facing business performance in Tanzania. Data collection methods comprised both primary and secondary sources. Questionnaires were distributed to SMEs that received funds and those who did not receive such funding. Both open and closed ended questions were used to collect demographic and data related to donor funding and business performance to SME’s. Qualitative and quantitative techniques were employed for collecting and analyzing data. The research findings indicated that donor funding has both positive and negative contribution to business performance. The negative effect of donor funding to business performance is due to various reasons such as inability to utilize funds received, seasonal variation, weak economic climate or business competition and lack of business experience. The study also found that; the other factors that contribute to business performance apart from business donor funding includes availability of ready markets, availability of raw materials, establishment of microfinance institutions, training on Business and Entrepreneurship, skills and experience in current Business.
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    The relationship between local and central government in Tanzania particularly how it affects recruitment of staff in LGAs: A case of Kinondoni Municipal council
    (Mzumbe University, 2019) Ntumbala, Lilian
    This study examined the relationship between central and local government in Tanzania particularly how it affects recruitment of staff in LGAS in Kinondoni municipal council. Specifically, the study examined and identified the roles and position of Local Government Authorities (LGAs) in the recruitment function, how do councils (LGAs) implement in their roles in the recruitment function and the challenges encountered by Local Government Authorities (LGAs) in implementing their roles in the recruitment function. A qualitative research approach coupled with some elements of quantitative techniques was deployed in this research under taking that made use of a case study design. The sample of this study included100participants. The necessary data were collected using questionnaires and interviews. Data were analyzed using percentages and frequency distribution tables and narrations. Basing on the findings, the study concludes that LGA perform recruitment function in the respect manner as to the directive of central government like conducting orientation, promotion and considering retirement issues in the area of LGA jurisdiction. From the findings, it can be concluded that some components of the recruitment function are strongly performed by LGAs, other than advertising, short listing, selection and calling for interview for new employees the work which is done by Public Service Recruitment Secretariat (PSRS). The study concludes that many LGAs in Tanzania are encountered by lack of full autonomy, interference from the central government. Thus, the study recommends that the government should ensure that administrative autonomy should be fully exercised to the council as to the scenario of decentralization by devolution (D by D) aspect of giving full mandate to LGAs as one of full arm of the government in Tanzania. If not the case is minimal interference from central government to local councils must be observed. The contract of check and balance from each other between the central government and Local Government Authorities should be supportive, trustful and be more freedom to each other.
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    Recruitment process and the performance of Tanzania Petroleum Development Corporation,
    (Mzumbe University, 2014) Naburi, Elinaike Geofrey
    The purpose of this study was to explore the contribution of recruitment process in the performance of an organization. A specific case study of Tanzania Petroleum Development Corporation (TPDC) has been used in the course of this research. Hence the study is based on the recruitment and selection practices and procedures of TPDC and how they contribute to its performance. Specifically the study sought to identify the recruitment and selection practices of TPDC; to investigate how the recruitment and selection practices at TPDC affect its performance; the effectiveness of the recruitment and selection practices of TPDC; to examine the challenges associated with the recruitment and selection process at TPDC and ways to help improve human resource planning and development. The study collected data through the use of questionnaires from fifty (50) respondents’ majority being staff members of TPDC. Among them ten (10) respondents were staff from Corporate Management department, selected from Human resource and Administration section and forty (40) were staff from other departments. The information from respondents was analyzed using Statistical Package for Social Sciences whereby tables and graphs were used to present the data. The results indicated that, advertising of job vacancies through newspapers and government exchange of employees are mostly the mode for recruiting potential employees at TPDC, it was also realized that the method used in the recruiting and selection process was very effective and moreover helped improve employee performance. The study revealed that the selection and recruitment process are also characterized with a number of challenges including: competition and lack of key talents; labour turnover; and availability of key talents in the job market for specialized areas within TPDC. Among the recommendations made were that potential employees should all be treated fairly in the recruitment and selection process, more so employees must be appraised constantly to ensure that they improve upon their performance
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    Promoting organization competitiveness through employee recruitment: A case of Airtel Tanzania limited
    (Mzumbe University, 2013) Njovu, Furaha
    Employee recruitment is the process by which firms, organizations hires employees to ensure that the required number and types of employees are available to perform organizational activities and accomplish organizational objectives successfully. This research paper focused on the assessment “Promoting organization competitiveness through employee recruitment: A case of Airtel Tanzania limited” the objectives of the study were to show the applicability of modern tools in recruitment process, to identify factors which hampers modernization of employee recruitment processes to show the link between recruitment and business competitiveness. The study reviews literature that explores what has been done in relation to evaluating the effectiveness of employee recruitment in enhancing competitiveness in the organization. The study provides theoretical and conceptual contributions from different studies Also empirical findings from various literatures were reviewed. Data were collected from 100 respondents were interviewed and use of questionnaires and these consisted of Directors, Managers, Operating officers and operational staff. Data collection methods used were interviews and documentary analysis while Data collection instruments used was interview questions, questionnaires and documentary review schedule. It was revealed from the study that, the employment recruitment particularly the competency based recruitment have played a great role on the promoting the organizational competitiveness, to the extent that it has managed to attain the so called sustainable competitive advantage, that it performing better than its rivals in the Tanzania communication industry. The study recommended organizations and other stakeholders should rely on competency based recruitment as well combining effort to alleviate unethical behaviors which is facing recruitment process such as favoritism and corruption so as to be in position to promote organizational competitiveness
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    Recruitment and management in local government authorities of Tanzania in Masasi district council
    (Mzumbe University, 2013) Mboyi, Wishega
    Recruitment and Management in Local Government Authorities of Tanzania is experiencing a serious factors which affecting it and this is problem study. This study was conducted at MDC located in Mtwara. The selection of this district Authority was based on consideration of the available resources dissertation, both materials and non-materials. The population of (40) respondents participated who were purposively and randomly selected. The main objective of the study was to explore factors affecting Recruitment and Management in Tanzania’s Local Government Authorities. Specific objectives were: to determine the level of understanding of the aim, procedure and expected outcome of Recruitment and Management to both supervisors and employees, to evaluate if the HR Department support to HODs match with Recruitment and Management Strategic Plan and to identify the economic, environmental, social, political and psychological factors that are affecting Recruitment and Management in the Tanzania’s Local Government Authorities. The study used a case study method to gather data. Other data collection methods were questionnaires; interviews and documentary review. The SPSS were used for data analysis. The key study findings indicated that bureaucracy has been the major hindering factor for effective recruitment process in the local government authorities. Other factors included lack of qualified personnel, lack of sufficient budget for supporting recruitment process and the government’s intervention. It has been identified that most of the human resource officers lack sufficient skills regarding recruitment and selection of suitable candidates for a particular vacancy. Also, the government intervention has been too much which causes the delays in process thereby hindering effective recruitment. The financial budget for public service recruitment is also not adequate to cater at once for all recruitment needs of all local government authorities. Also, this study identified that apart from the economic factors, psychological and social factors also contributed in affecting recruitment and management process in Tanzania’s LGAs. The major recommendations include the followings: There is a need for reviewing Public Service Management and Employment Policy in Tanzania and the Public Service Reform Program so as to cope with the dynamic changes of the recruitment and selection process. Also, the Public Service Recruitment Secretariat requires more improvements in their undertakings; also, there is a need for insisting and giving HP planning process great attentions before any other HR practices and the need for the central government to allot more financial resources for supporting recruitment in the local government authorities
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    Low back pain: A myth to employees work performance: A case of employees working at Muhimbili Orthopaedic Institute
    (Mzumbe University, 2014) Swai, Flora
    Background: The aim of the study was to assess the occurrence of low back pain (LBP) in relation to work performance among employees at the Muhimbili Orthopaedic Institute. Low back pain is the pain limited to the region between the lower margins of the last rib and the gluteal folds, regardless of the presence or absence of leg pain. Methodology: The study adopts a descriptive cross sectional study design and simple random as well as convenience sampling technique was used to obtain results from study participants. The research findings were obtained through self-administered questionnaires as well as face to face interviews. Results: Majority of respondents in this study are nurses, constituting 40% of the total. Hence, the leading group in this study are nurses. However, in drawing experience of Low back pain among employees, 117 (64.3%) experienced low back pain in their life time. On cross tabulation between age group and experience, it was found that the age group ranging from 30 to 35 (29.1%) are mostly affected. The research study also revealed that among respondents with low back pain, nurses are the leading group (46.1 %) followed by health attendants and administrators (21.3% and 12.8% respectively). In this study Low back pain is reported to be attributed to long hours of standing and sitting, lifting, as well as stressful working hours (30.8%, 26.9% and 20.0% respectively). Further analysis revealed that bending to lift patients from the bed or items from floor level, lifting style, sitting style are also main contributors to low back pain. Contributing to lower back pain in relation to sitting, bending and lifting is the fact that staff has not had requisite training on lifting and handling, or the proper recommended positions and height when sitting at the desk, which include monitor positioning for those using computers. Conclusion and Recommendation: This study recommends that there should be the mandatory provision of health education on how to maintain posture as this is vital in contributing to reduce occurrences of low back pain. Proper manual lifting and handling techniques should be taught, with the appropriate and necessary equipment provided to properly carry out the tasks required in the workplace. This is with the aim of reducing manual work and promoting correct body positioning with the overall result of reducing lower back pain. Regular and appropriate exercise is also recommended.