Dissertations (Masters)-HRM-SOPAM

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    Roles of individual employees in the management of employment records in Kilwa district council
    (Mzumbe University, 2015) Mvulla, Adolphina L.
    This study was an attempt of revealing the roles of individual in the management of employment records in Kilwa District Council (KDC). Sample of the study consisted of 120 respondents. Data gathering was done through interview and questionnaire methods; data analysis was done each for each study objective where by the simple qualitative classifications of data, distribution and the measures of dispersions was used in the measure of various study variables. Descriptive statistics including simple percentages, descriptive analysis and explanations to establish relationships of the variables employed in the study were also employed. Furthermore the study employed descriptive statistical analyses and inferential statistics including logistic regression model towards revealing influence, relationship and effect of the study variables The study findings revealed adequate level of awareness of the employees on the responsibility of managing individuals own employment records among the respondents in the study area. Results indicated that majority of employees (75.7%) at KDC were aware of the responsibility of keeping their own employment records. Also, the study revealed factors which hinder the practices of employees managing their own employment records including ignorance on the importance of keeping records, lack of technical know-how and lack of appropriate record keeping facilities. The study findings revealed perceived roles of individuals‟ participation in keeping own employment records such as Ensuring records security and safety, Ensuring consistency and accuracy, Employment rights and responsibilities, Ensuring confidentiality of personal records and Maintain records integrity. Furthermore the study concludes that majority of workers are aware of what is stipulated in the employment act and laws concerning their rights and responsibilities towards employment record keeping. However it was concluded from the study findings that majority of workers are not used to the modern and reliable records keeping methods including internet and electronic devices. Finally the study recommends that the KDC should provide capacity building programs on modern and reliable records keeping methods to her employees. Also individual employees should enhance their ICT capabilities to be able to adopt new records keeping methods
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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.