| dc.creator |
Mazzuki, Upendo |
|
| dc.date |
2019-03-15T07:42:19Z |
|
| dc.date |
2019-03-15T07:42:19Z |
|
| dc.date |
2013 |
|
| dc.date.accessioned |
2021-05-05T08:08:13Z |
|
| dc.date.available |
2021-05-05T08:08:13Z |
|
| dc.identifier |
http://hdl.handle.net/11192.1/2464 |
|
| dc.identifier.uri |
http://hdl.handle.net/11192.1/2464 |
|
| dc.description |
This dissertation is copyright material protected under the Berne Convention, the
Copyright Act of 1999 and other international and national enactments, in that
behalf, on intellectual property. It may not be reproduced by any means, in full or in
part, except for short extracts in fair dealings, for research or private study, critical
scholarly review or discourse with an acknowledgement, without written permission
of Mzumbe University, on behalf of the author.A Dissertation Submitted in Partial Fulfillment of the Requirements for the
Degree of Masters of Science in Human Resource Management (MSc HRAM) of
Mzumbe University. |
|
| dc.description |
This study intended to analyze appraising human capital using Balanced Scorecard
(BSC) in Tanzania organizations with the following specific objectives; to analyse
process used in appraising human capital in Tanzania Organizations; to evaluate the
link between employees job objectives and their performance target set; to examine
employees perception towards appraising using balanced scorecard and to ascertain
the effectiveness of balanced scorecard system towards improving organization
performance.
The study revealed that 98 percent of respondents identified define organization
vision, mission and strategy as the first step towards appraising human capital using
BSC while 94 percent of respondents pointed out developing performance objectives,
measures and goals as another step towards appraising human capital and 90 percent
of respondents identified the last stage of appraising human capital as performance
evaluation. Likewise, improved organization performance (OP) constituted
significant beta value of 0.692 which meant improved organization performance
contributed 69.2 percent of the efficiency of BSC.
The study revealed further that TRA, PPF and Stanbic Bank were below
recommended standard efficiency rate of >95% in using BSC packages. Therefore,
the study advised the same to increased usage of the packages in BSC system they
have in order to attain a high standard performance. However, basing on the research
findings, application of BSC in evaluating customer satisfaction and effectiveness of
BSC in human resources retention were suggested as areas for further studies. |
|
| dc.language |
en |
|
| dc.publisher |
Mzumbe university |
|
| dc.subject |
Bank |
|
| dc.title |
The Practice of Human Capital using Balanced Scorecard in Tanzania Organizations: The case of TRA, PPF and Stanbic Bank |
|
| dc.type |
Thesis |
|