Dissertations (Masters)-HRM-SOPAM
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Item The role of client service charter in health service delivery: A case of Tingi health center in Kilwa district council(Mzumbe University, 2019) Mdibwa,JacobThis study sought to examine “the role of client service charter in health service delivery: a case of Tingi Health Center in Kilwa District Council. The study was guided by three specific objectives which aimed to: examine awareness of both internal and external customers on CSC, find out the existence and accessibility of CSC at Tingi Health center, and solicit the attitude/perception of both internal and external customers on the role of CSC for enhancing service delivery. A case study design was adopted whereas a sample of fifty (50) respondents was selected through purposive, stratified and convenient sampling techniques. Questionnaires, observation and interviews were employed for data collection. Qualitative data were analysed through content analysis, while quantitative data were analysed through SPSS programme version 21. Then data were presented in tables. The findings of the study reveal that, the internal customers (health services providers) are aware of the term CSC, but external customers (patients) are not aware of it; thought they are capable of mentioning information which in turn is on the components of CSC. Also, internal customers are aware that CSC enhances health service delivery, while the external customers are not aware of it. CSC is present and accessible at the center, and it has helped both internal and external customers to know how to go with the provision of health services to the former, and how to access it to later. Both internal and external customers have positive attitude towards CSC in health service delivery, since the standards of the services, patients‟ responsibilities and rights that has led to quality health services provision and created a corruption free environment at the center. The researcher observes that despite the existence of CSC, the awareness of it is missing; hence it could fail to play its role in health service delivery. Nevertheless, for CSC to play its cordial role positively in health service delivery among other things; more public education on CSC is needed, provision of reliable resources, and top management support from Tingi health center and the government. Also, Tingi health center should make and provide a number of copies of CSC to both internal and external customers in order to promote the accessibility and awareness to themItem Efficiency and effectiveness of human capital management information system in managing ghost workers fraud: A case of President’s Office, Public Service Management and Good Governance (POPSMGG)-Tanzania(Mzumbe University, 2018)The government of Tanzania introduced HCMIS as solution to manage and eradicate the problem of the ghost workers fraud it has been facing in its public sector. The system facilitates to know the exact nature of workforce and wage bill on a monthly basis and storage of human resource information hence increase efficiency and effectiveness of public services. Despite this initiative done still challenges of the ghost workers fraud persists. Therefore, this study specifically intends to investigate the efficiency and effectiveness of HCMIS in managing the problem of the ghost workers fraud at POPSMGG. Specifically, the study sought to find out how the ghost workers appeared in the payroll systems; examine how HCMIS can improve efficiency and effectiveness in managing human resource; and to explore persistence of ghost workers on payroll systems. The study adopted case study research design and qualitative approach was used in order to achieve the study objectives. Purposive sampling and random sampling techniques were used to a sample of 10 respondents. The data was collected through indepth interview and documentary review methods, and then qualitative data were analysed by using content analysis and presented with direct quotations. The study revealed that ghost workers appeared in the wage bill because they were not removed from the payroll systems. Additionally, the study revealed that HCMIS successfully combats the ghost names in payroll systems, and able to identify and remove automatically the staff who have reached age of retirement 60 years. However, the findings show that HCMIS fail to identify and remove other forms of ghost workers such as deceased, voluntarily retired and dead employees. Further, the study revealed that ghost workers persist into the system because did not integrate with other human resource systems. The study recommends that HCMIS was maximum inefficiency and ineffectiveness on managing the ghost workers frauds, it need others systems from public institutions to support the operations.