A Dissertation Submitted to in Partial Fulfillment of the Requirements of the award of Degree of Master of Science in Human Resource Management (MSc-HRM) of Mzumbe University.The purpose of this research project was to investigate on the problem of Labour turnover in Public Organizations in Tanzania. The study was conducted at the Ministry of Education and Vocational Training which is located in Dar es Salaam. The objectives were to assess the level of staff turnovers in the Ministry of Education and Vocational Training, the factors that lead to staff turnover in this ministry, its implication for the ministry’s performance and how to prevent or reduce the problem. The data collection methods comprised of documentary sources and questionnaires which were instituted by the researcher. The case study design was chosen. Quantitative and qualitative data analysis was also opted in this study. The results showed that there is moderate rate of staff turnover in the ministry. However there were some challenges in maintaining and retaining maximum staff because labour movement is due to different reasons and its implications for organizations performance are so high. Several recommendations have been made to enhance and prevent the government from having high turnovers in order to compete with other organizations. Recommendations include, improving the monetary benefits and staff development efforts, work on improving the policies, systems and procedures, interviewing candidates carefully, not just to ensure they have the right skills but also to make sure that they fit well with the company’s culture, managers and core workers. Also to set the right compensation and benefits to employees and review of compensation when necessary. Furthermore, recognition and praise have been considered to be effective way to maintain a happy and productive workforce, also paying attention to employee’s personal needs, rewarding work environment, and respect from managers.