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This study assessed the roles of training and development on improving employee’s
performance in primary schools in Tanzania the case of Ilala Municipal. Specifically,
the study assess the extent to which lack of training and development have
contributed to poor performance of employees in primary school in Tanzania,
examining types of training given to employees in relation to new subjects and
curriculum, analyzing the systematic and structural problems that hinders training
and development to primary school Teachers in Tanzania. The study was qualitative
with some aspects of quantitative approach with 100 respondents. They were 95
teachers, 4 school inspectors and 1 Municipal education officer. Data were collected
through questionnaires, semi-structured interviews, focus group discussion and from
documentary evidence.
Evidence from the findings show that, training and development is not a priority in
the sector for example there are neither training strategic plan nor policy guide for
the same, teachers were obliged to teach new subjects prior to the training on how to
teach them. Also the government does not allocate funds for training, teachers are not
permitted to go for training even at their own costs and there are no proper
formalities and procedure for training.
The study has also revealed that types of training provided to teachers is not
compatible with their knowledge and skill gap as a result they can neither deliver nor
meet intended ends as well as be in a position to overcome the ongoing changes and
challenges. The study also uncovers the systematic and structural problems that
hinder training and development of teachers in Tanzania. They include governance
particularly decision making, lack of training tools, as well as inconsistence in the
number of employees and pupils which results into overloading teachers. Thus, poor
employee performance is a result of lack of training of teachers in Tanzania.
Based on findings the study recommends for the education sector to increase the
allocation of resources for staff training, which in turn would increase its
contribution towards improving employee performance. |
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