Dissertations (Masters)-HRM-SOPAM

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    Factors influencing employee retention in public organizations in Tanzania: The case study of Mwanza regional secretariat
    (Mzumbe University, 2013) Shao, Lilian Stanford
    Employee retention is a concern for organizations in this competitive job market because there are a great number of employment opportunities for talented professionals, the higher skilled the employees, the greater the demand for their services. In order to retain the best talents, strategies aimed at satisfying employee’s needs are implemented, the problem remains on how great is the effect of each strategy having toward overall employee’s retention. The primary aim of this study was to assess the factors that most significantly influence employee retention in public organizations in Tanzania, by using Mwanza Regional Secretariat as a case study. The sample size of forty employees, involving top, middle and lower level employees were the respondents in this study. The results of the study shows that job security, training opportunities, salary amounts, working environments, participative decision making, availability of allowances, relationships at work place, retirement benefits plans and promotion opportunities are some of the factors that basically influence employee retention at Mwanza Regional secretariat. The difference come from the implementation, those implemented as required like job security and retirement benefits plans their influence on retention is positive and those poorly implemented they act as a limit to employee retention efforts, which results to labour turnover, transfer of employees, low working moral and partial fulfilment of the organisation objectives. The solution to retention problems at the secretariat is to put more emphasis on financial incentives like increasing employee’s salary because according to the findings the respondents value them more than non-financial incentives. The findings of this study can be used by organizations to develop policies, practices, and strategies that would enable higher levels of employee retention and create greater efficiencies in meeting strategic objectives in the public sector, mainly at Mwanza Regional Secretariat.
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    The effects of social networks on employee performance: A case of regional secretariat-Mara Tanzania
    (Mzumbe University, 2017) Eliringia, Kombe H.
    This study sought to explore the effects of social networks on employee performance in Public organisations; a case of Regional Secretariat-Mara. The specific objectives were to: determine the use of social networks between employees in an organisation; solicit HOD's views on the use of social network, to examine benefits use of SNs at work place and, identify challenges of using SNs at work at RS-Mara. The study employed case study design involving 63 respondents selected through judgemental and stratified random sampling techniques. Interviews, questionnaires and observation were used to collect data. Qualitative data were analysed by content analysis while the quantitative data were analysed by SPSS programme version 16 and data were presented in tables. The findings showed that the majority of employees at RS-Mara use SNs during working hours, WhatsApp and Facebook were leading SNs; views of HoDs on the use of social networks at work place are valuable; the benefits of SNs at work place include: easy means of communication, information sharing, collaborative problem solving, sharing experience, increase job knowledge, creativity, innovation, decision making and accountability. The disadvantages of using SNs at work place were wastage of time, loss of productivity, lower job concentration, circulating wrong information, lack of confidentiality and misunderstandings at work. Lastly, challenges of using SNs at work place were lack of SNs policy, poor infrastructure, lack of SNs knowledge use, cost, cybercrime and virus attacks. The study recommended that the government should officiate use of SNs at work places; it should take initiatives to institute directives to regulate SNs use and provide education to newly hired and old employees on the best use of SNs at work place and having SNs policy at work places.
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    Effectiveness of training programmes in public organisations in Tanzania: A case of Morogoro municipal council
    (Mzumbe University, 2013) Habi, Lukas
    This study examined the effectiveness of training programmes in Public Organizations. It involved case study design where Morogoro Municipal Council was selected. The study was guided by four research objectives which are: To determine factors affecting implementation of a training programme in MMC; to find out how trainees perceive the implementation of a training programme in MMC and lastly to suggest strategies to be employed by MMC in the implementation of a training programme. Data collection methods comprised of interview, questionnaires, and documentary review. Random sampling and purposive sampling techniques were used to select a sample of 77 respondents for the study. Respondents were chosen from ordinary employees, heads of departments and the head of Human Resource Management on behalf of the director of Morogoro Municipal Council. After data analysis the findings of the study revealed that, most of the employees were aware of the existence of the training programme while few of them never noticed its existence. On the other way, to some extent the identification of training needs was administered, but also it has been evidenced that the selection of employees in some cases didn’t prove to have elements of fairness and transparency as such there were a lot of complaints from employees insisting that the selection of employees for training was dominated with evil acts including presence of elements of corruption and favouritism. However, the study found that Morogoro Municipality faced various challenges in the implementation of the training programme including; small budget for training, lack of clear organisation policy, lack of management support, unwillingness of some employees to be trained and finally there was small efforts made in identifying training needs. This research has made some recommendations for implementing well a training programme by the Morogoro Municipality. These include; soliciting for donors’ funds, preparation of good organization policy, soliciting for management support, cost sharing and soliciting for employees willingness.