Institutional strength of the public service recruitment secretariat in managing the recruitment and selection functions in Tanzania

Abstract

The Public Service Recruitment Secretariat is an independent department which is charged with the major role of facilitating recruitment and selection processes in the public service. Since its establishment, there have been some complaints with regards to its staff quality and quantity, structure of the secretariat and its effectiveness in carrying recruitment and selection functions. The main purpose of the study was to investigate the PSRS institutional strength in managing the recruitment and selection functions in Tanzania. Specifically, the study aimed at identifying the institutional and structural effectiveness of the PSRS in managing recruitment and selection functions and identifying the mechanisms used by PSRS in carrying out recruitment and selection activities in the public service. The study was carried out at PSRS headquarters; Dar Es Salaam and data was collected by using questionnaires and interviews. The findings revealed that the respondents were aware of the functions of the Secretariat. Most employees agreed that the institution has the ability and capability of managing the recruitment and selection functions. However, some respondents indicated that there was a need of more manpower in order to meet the deadlines during the process of selection due to greater workload than the number of staff. Also, it was revealed that recruiters and selectors at PSRS were inadequate or none of PSRS employees was particularly trained as a recruiter or selector. The employees were specialised in various fields such as human resources management, public administration etc something that necessitates PSRS to train its employees in specific areas for efficiency and effectiveness of the institution. Moreover, the mechanisms used seem to hinder or delay the process of recruitment in various institutions because when there are urgent cases for having a post filled, institutions have been failing to fill the vacancy hence deterioration of services to be rendered. This study recommends the recruitment of more staff for PSRP which should include deploying more staff in the regions, as well as increasing the budget for the recruitment process. The researcher argues for recruitment and selection that meet the changing time especially with the changing economic and technological climate. This being the case, the need for participation of all stakeholders in order to make these changes a reality is important.