The practice of succession planning in Tanzania’s higher learning institutions: A case of Local Government Training Institute (LGTI),

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dc.contributor.authorNdunguru,Geofrey
dc.date.accessioned2024-11-01T11:13:02Z
dc.date.available2024-11-01T11:13:02Z
dc.date.issued2018
dc.descriptionDissertation submitted to Mzumbe University, in partial fulfilment of the requirements for the award of the degree of Master of Science in Human Resource Management (Msc-HRM) of Mzumbe University
dc.description.abstractThe Purpose of this study was to assess the practice of succession planning in higher learning institutions in Tanzania. Three research objectives guided this study: (1) to describe the workforce characteristics at the Local Government Training Institute (LGTI), Dodoma, Tanzania. (2) To identify and analyse the succession planning steps/ activities at LGTI, (3) to identify the challenges facing the LGTI in developing and implementing succession plans Data were collected through interviews, questionnaires and document review. The study revealed that, there is lack of awareness about succession planning at LGTI. Moreover, the study found that LGTI does not have a systematic and formal succession planning programmes. What exist are some informal succession planning practices driven by the initiatives and goodwill of individual leaders. Generally, the study found that succession planning at LGTI is affected by two major factors which are lack of commitment of leaders and unfriendly organisational culture of the institute. The study came up with four major recommendations: (1) LGTI should establish a deliberate policy to formalise succession planning and ensure that the succession planning practices are entrenched in the culture of the institute, (2) The institute is advised to launch outstanding leadership development initiatives that prepare the junior staff to take over the leadership positions based on the actual leadership needs, and (3) An efficient succession planning programmes should be introduced at the institute that involves the basic succession planning practices discussed in this study. (4) Top management in this organisation must support establishment and implementation of succession planning programs for different carders.
dc.description.sponsorshipPrivate
dc.identifier.citationAPA
dc.identifier.urihttps://scholar.mzumbe.ac.tz/handle/123456789/1627
dc.language.isoen
dc.publisherMzumbe University
dc.subjectLocal Government Training Institute
dc.subjectSuccession planning practices
dc.subjectTanzania’s higher learning institutions
dc.subjectTalent Management
dc.subjectWorkforce Planning
dc.titleThe practice of succession planning in Tanzania’s higher learning institutions: A case of Local Government Training Institute (LGTI),
dc.typeThesis
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