Dissertations (Masters)-HRM-SOPAM

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    Outsourcing human resource management functions in Tanzania: A case study of Precision Air, Dar es Salaam
    (Mzumbe University, 2015) Mwangi, Samwel Gachengo
    Outsourcing of HR functions in organizations is still evolving in Tanzania and the rationale for outsourcing is essentially the same in both public and private sectors. Precision Air has adopted the outsourcing of its HR Functions in order to keep services at higher level and meet customers’ maximum satisfaction and cut costs. However, the vital question of whether outsourcing affects airlines performance positively has not been solved. Challenges and implications of this outsourcing decision are not yet entirely understood. This study sought to find out the challenges of outsourcing human resource functions in Precision Air in Dares Salaam. The study had the objectives of bringing out the understanding of how outsourcing is executed at Precision Air, finding out the significance of outsourcing at Precision Air and determining the challenges facing Precision Air when performing outsourcing of HR functions. The study used case study research design for data collection. The Research was conducted at Precision Air Services Plc (operating as Precision Air) situated in Dar es Salaam region, Tanzania. The target population was 125 management level employees of Precision Air. A sample of 95 management level employees was selected. Data collection was through questionnaires and interviews. Qualitative data was grouped and analyzed qualitatively which involved descriptions and clarifications to the observed data. Quantitative data was tabulated and presented into percentages and frequency distributions. Presentation was through tables and figures. Study findings indicate that Precision Air has laid down procedures that must be followed in any outsourcing decision. Challenges faced by Precision Air in HR outsourcing included loss of organizational learning, loss of command on the outsourced activities and disintegration of internal competence. Other challenges included loss of control in decision making, motivation loss of employees in regard to the outsourced services and loss of employee loyalty. The study has the following policy implications. First, organisations should be aware of which HR functions to be outsourced. Secondly, an organization should have laid down procedures and steps in any HR outsourcing decision process. Finally, the organization needs to have a useful hierarchical categorization and logical framework on how to assess and analyse outsourcing.
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    Effectiveness of human resource management practices on the retention of mathematics teachers: A case of public secondary schools in Arusha city council
    (Mzumbe University, 2013) Mleli,Aggrey Adelbert
    Employee retention is one of the challenges facing many organizations today. For many organizations, strategic staffing has become a concern because the ability to hold on to highly talented employees can be critical to the future survival of the organization. This study assess the effectiveness of human resource management practices namely Employee empowerment, Training and development, Performance appraisal and compensation on the retention of public secondary schools mathematics teachers, taking Arusha city council as a case study. The research aim was to study how Mathematics teachers regard the effectiveness of the mentioned HRM practices on their decision to remain or quit. Data were collected using questionnaires consisting of questions with 5-points Likert scales distributed to samples of 61 mathematics teachers in Arusha City Council. Analysis of data was done using SPSS Version 16.0 descriptive statistic software. The study revealed that Human resource management practices namely compensation, empowerment, training and development and appraisal system in the education sector, as observed from Arusha City council were not effective to facilitate retention of mathematics teachers. It was further revealed that compensation plays a vital part on the decision of employee (mathematics teacher) to stay or quit. However, not all private schools are paying well compared to the public schools, other factors such as good working environments, leadership and more non-financial benefits that are offered by private schools encourages mathematics teachers to run away from public to private schools and other institutions that needs them.
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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.