Dar es Salaam Campus College (DCC)

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Start date: 2010Subject: search.filters.subject.Recruitment

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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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    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