School of Public Administration and Management (SOPAM)

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    A study on local government autonomy in recruitment and selection functions in Ilala Municipal Council
    (Mzumbe University, 2013) Herman, Valerian
    Local Government Reform Programme of Tanzania centered on the basic assumption of decentralization of political, administrative and financial powers and functions in the structure of a unitary state. Administratively local authorities expected to have mandate and free to carry out responsibilities concerning provision of public services and social development along its area of influence authorized under legal framework (LGRP, 1998). This study investigate on the degree at which Ilala Municipal is independent in recruitment and selection functions as directed in administrative decentralization as well as to other legal provisions. The study carries six chapters sequentially, from chapter one the introductory part of the study; there are, background of the problem, statement of the problem, objectives of the study, research hypotheses, research assumptions, significances, limitations, delimitations of the study, conceptual framework, and definition of the key terms and concept. Chapter two is on literature review, also there is theoretical/philosophical review, operationalization of concepts, literature review from earlier studies and the synthesis. Chapter three talks about research methodology which provides information about, research design, research area, population of the study, sampling procedures and sample size, data collection methods and data analysis methods. Chapter four is about presentation and analysis of the findings. Chapter five is about discussion of research findings and chapter six is about conclusion and recommendation. Finally, the Bibliography and appendices.
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    Institutional strength of the public service recruitment secretariat in managing the recruitment and selection functions in Tanzania
    (Mzumbe University, 2015) Kiwara, Magreth A.D.
    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.
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    Employee retention: Challenges facing small and medium enterprises in retaining employees at Tunduma town, Tanzania
    (Mzumbe University, 2015) Katunzi, Fidelina Francis
    The main objective of the study was to examine challenges facing small and medium enterprises in retaining employees at Tunduma town, specifically, to examine factors for employee retention in SMEs, to examine strategies used by SMEs to retaining employees and to investigate the challenges facing SMEs in retaining employees. A case study research design was applied, the study employed interview and questionnaire methods to collect data for the study. Quantitative data collected were analysed by using descriptive Statistics technique and Qualitative data were analyzed by using thematic technique. The sample size of the study was 109 respondents. The study found that employee retention in SMEs at Tunduma town has been negatively affected by small salary paid to employees, the absence of health insurance, bonus and retirement benefits. Also, the study found that SMEs employees face difficulty working environment. Moreover, employees in SMEs at Tunduma town are not provided with opportunities for career development. Delegation, challenging job, attractive working equipments and transparency have been used as strategies by SMEs at Tunduma town to retain employees. Furthermore, financial constraints, competition with large organisations, monetary dissatisfaction and employee mobility have been challenges facing SMEs in retaining employees at Tunduma town. The study recommends that SMEs should devote enough funds for improving the working environment and paying employees with competitive compensation. Further study is needed to be conducted to include other towns from other parts of Tanzania to have a wider understanding about the challenges facing SMEs in retaining employees.
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    Do centralized recruitment in Tanzania recruit competent staff in local government authorities? A case of Kinondoni municipal council
    (Mzumbe University, 2017) Arnold, Christina M
    This study aimed to investigate on whether the centralized recruitment in Tanzania recruit competent staff or not, with a focus on Kinondoni Municipal Council. The main objective of the study was; do centralized recruitment in Tanzania recruit competent staff in Local Government Authorities? The specific aims was to identify the qualifications of recruited staffs in Local Government Authorities and to find out to what extent the level of qualification match the job requirement. The study employed a case study design which gave chance the researcher to use various methods of data collections including interview, focus group discussion and documentary review. In order to accomplish her studies the researcher used a sample size of 15 respondents. Data was analyzed by using qualitative methods of thematic and content analysis. The study result revealed that centralized recruitment have tried much to recruit competent staff to LGAs.This is done through a critical consideration of skills and knowledge that match with the job requirement. The system also brings up some positive outcomes like reduced corruption, equality of all people in application of vacancy and recruitment of qualified staff. The system however face some challenges like delays in filling the vacancy position and employee allocation problem. The recommendations under this study requires that Local Government Authorities should participate more in the recruitment process so as to be able to fill the vacancies of high priorities position because HR of LGAs are the one who are capable of identifying the need of the new staff from various categories. The government should create and provide more jobs to the youth so as to reduce the problem of unemployment and skill mismatch with the job requirements. The government should also make some investigation and feasibility study in order to come up with the better recruitment system for the public staff.
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    Recruitment and management in local government authorities of Tanzania: A case of 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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    Factors affecting women in acquiring leadership positions in workplaces: A human resource management perspective
    (2023) Mwita, Kelvin M; Mwakasangula, E
    Under-representation of women in leadership positions in the corporate world has been a global concern. Scholars have explored many institutional barriers that women face in climbing the career ladder with limited studies assessing HR related factors. This study intended to assess HR related factors that affect women progressing to leadership positions in organizations, with specific reference to Tanzania. Guided by qualitative approach and human capital theory, the study involved semi-structured interviews to collect data from eight (8) respondents who were sampled by using a purposive sampling technique. The sample included female leaders and HR practitioners from seven (7) organizations in Tanzania. Thematic data analysis was employed. The study found that HR practices play a vital role in enhancing or limiting the number of female employees who reach leadership positions. The study recommends that organizations put in place fair and objective hiring systems that create fair grounds for both male and female employees. Training and development opportunities should be fairly distributed to both female and male employees with consideration that women play multiple leadership roles at home and at work as well. Organizations should consider employee promotion based on merit. Government, through its various agencies, should put in place measures that intend to control practices that discriminate against women, and hinder them from enjoying equal opportunities available at their workplaces.