Management of succession planning in higher learning institutions Tanzania the case of College of Business Education

Msemo, Neema

dc.creator	Msemo, Neema
dc.date	2019-08-19T06:41:56Z
dc.date	2019-08-19T06:41:56Z
dc.date	2015
dc.date.accessioned	2022-10-20T12:07:26Z
dc.date.available	2022-10-20T12:07:26Z
dc.identifier	Msemo, N. (2015). Management of succession planning in higher learning institutions Tanzania the case of College of Business Education. Dodoma: The University of Dodoma
dc.identifier	http://hdl.handle.net/20.500.12661/826
dc.identifier.uri	http://hdl.handle.net/20.500.12661/826
dc.description	Dissertation (MA Public Administration)
dc.description	This study aimed at assessing the Management of succession planning in the Higher Learning Institutions especially in the specific areas of short-term and long term training, recruitment and retirement, Job description and the Performance Management System to see how they are applied as a complete circle for HR development, replacement and utilization in the organisation. The study was conducted at College of Business Education –Dodoma Campus Tanzania. Questionnaires and documentary review were used to collect both primary and secondary data for this study. The study objectives, together with the research questions, were the major guidelines for deciding appropriate methods of data collection to make this study a success. The findings of this study revealed that, although short-term training and long term trainings are provided in CBE, Short –term trainings are given less weight compared to long-term training when it comes to the preparation of future leaders. The study also reveals that balancing the rate of retirement with employment is still a challenge in CBE. There are still gaps caused by retirement. Regarding job descriptions, this study reveals that although a majority of employees do possess job descriptions, they are neither updated nor related with the current organisational objectives or strategic plans, as well as other national adopted strategies and policies. Regarding whether the available performance management system (OPRAS) results are used as a base for consideration when doing HR Development activities such as Training and Coaching and HR Replacement activities such as promotion and transfer of employees, this study discloses that it is either not done or unknown within CBE.
dc.language	en
dc.publisher	The University of Dodoma
dc.subject	High learning institutions
dc.subject	Management plan
dc.subject	Succession management
dc.subject	Human resource training
dc.subject	Recruitment
dc.subject	Tanzania
dc.subject	College of Business Education
dc.subject	CBE
dc.subject	Human resources management
dc.title	Management of succession planning in higher learning institutions Tanzania the case of College of Business Education
dc.type	Dissertation