A Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Master of Business Administration in Corporate Management (MBA-CM) of Mzumbe University.Training and development of employees is critical in organizations in this era of competition due to the fact that organizations need to survive, grow and develop. Consequentially, has become an issue of strategic importance. The overall objective of this study was to examine factors hindering effective implementation of training programmes in public sectors. The case of Tanzania Electric Supply Company (Tanesco). Specifically the study aimed at determines strategies used for selecting prospective trainee in Tanesco; to find out the significance of the employee training and to find out challenges of the employee training programme in Tanesco. A structured questionnaire was administered to 37 operations staffs at Tanesco. Interviews were used to collect data from 29 respondents including 6 managers, 10 Head of departments and 10 Supervisors from Tanesco. A case study design was used. Tanesco being the key area of the study. Sampling techniques used were Purposive sampling and Snow ball sampling. Result of this study revealed that; less output/productivity, poor job performance of employees was the results of unsuccessful training programme implementation at Tanesco. This is because of shortage of skilled competent training officer to properly coordinate training activities at Tanesco. Moreover the strategy used for selecting prospective trainee includes; increase Sponsorship and Announcement of Training Vacancies, Giving permission for training purposes, Consultation and advice to individual employees and in Meetings and Promotion after completion of studies. The significance of training includes; enhance staffs knowledge and skills, staffs motivations, effectiveness and efficiency and employee commitment. Some challenges were noted including; lack of enough budgets on training, age, marital status, low level of education, Bureaucracy in sponsorships and permission, official responsibilities, lack of training evaluation practice and lack of comprehensive policy on training. Finally, the study recommends that; the management should ensure a well-planned and implementable training programme is in place and the training is done and implemented effectively, Training should be substantial investment separate from human resource. The training policy should be clear as well as Staff training annual budgets should be clearly spelt out and stated.