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This study attempted to assess the effectiveness of recruitment and selection process
in public sector. The research was done at Tanzania Revenue Authority (TRA) at Dar
es Salaam. A study sample consisted of 39 TRA employees.
The main purpose of the study was to find out the effectiveness of the whole process
of recruitment and selection in public sectors. Basically this was achieved by
assessing all procedures involved in conducting the process. Specific objectives
were: to identify procedures involved in recruitment and selection process; to assess
the effectiveness of applied sources of recruitment; to investigate time taken to
accomplish recruitment and selection process; to assess selection procedures
involved; and to examine the awareness of recruitment and selection processes
among Human Resource Officers, Administration Officer and Head of departments.
Research data was collected through interviews, questionnaire and documentary
reviews. Qualitative data was subjected to content analysis and quantitative data was
summarized in tables and charts.
The research findings showed that, at TRA recruitment and selection processes still
contain a number of challenges as such the processes are not effective. The
challenges have led to unnecessary complains towards the organization. The worst is
that the organization has ended up with hiring individuals who were less competent.
The study therefore concluded that, public institutions should improve their
recruitment and selection procedures and techniques to rescue the good reputation of
public sector.
It is also recommended that management team members who lacked the necessary
skills should acquire them through on job training so as to improve working ability.
However, there is a need for more comprehensive research for assessing the
effectiveness of recruitment and selection process in public sectors in a wider
perspective, a comparison study can be more effective instead of just depending on a
single case study. |
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