A Research Dissertation Submitted in Partial Fulfillment of the Requirements for the
Award of the Degree of Master of Business Administration in Corporate
Management (MBA-CM) of Mzumbe University
Effective utilization of employees in local government sector in relation to performance has been questionable and as a result, there is a lot of complain behind performance in local government sectors for instance in Ilala Municipality. The trend of poor performance within local government municipalities has raised a concern on the significance of staff training and development towards bringing the intended performance. The literature of McGhee and Thayer (1961) on training in organizations suggests a three-fold approach to determine the types of training and development experiences that should be implemented. This includes organizational analyses, task analyses, and person analyses.
The methodology used in the study involves the use of both qualitative and quantitative for data collected from primary and secondary sources. The population from which the sample size was drawn were from employees of Ilala Municipality Council and from Training Needs assessment consultancy agency. This is where a total number of 65 respondants were obtained. In the course of the study, interviews questionnaires and documentary were used as data collection methods and questionnaires and interview guide as data collection instruments. The qualitative data collected was mainly analyzed through editing, coding and drawing interpretations from findings in relation to research objectives and the quantitative data was mainly analyzed by the statistical package for social sciences (SPSS).
The findings indicated that there is a policy that guides staff training and development in the Local government although it is only effective at 46 percent. Further, the Ilala Municipal Council complies with the TNA procedures at 62 percent. Financial resources influence staff training and development towards performance at 77percent and staff training and development evaluation program is done at 54 percent.
Therefore, the study recommends that the organization trains and develops their staff to the fullest advantage in order to enhance their effectiveness and achieve high performance. Likewise, it is imperative that the IMC policy on training and development be reviewed by all trainees. Most importantly policy review should include a plan outlining how the trainee will integrate the training results into their job performance.