The Practice of Human Capital using Balanced Scorecard in Tanzania Organizations: The case of TRA, PPF and Stanbic Bank
| 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.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.identifier | http://hdl.handle.net/11192.1/2464 | |
| dc.identifier.uri | http://hdl.handle.net/11192.1/2464 | |
| 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 |