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A study on Assessment of the Effectiveness of Staff Utilisation was done at Tanzania
Revenue Authority and the general objective was to investigate the effective and efficient
use of staff and provide the actual situation of utilisation levels based on time, job
challenges, working environment, skills and competencies. Along side this, the study
specifically intended to determine the actual time spent by staff working on core business
activities, determine the level of utilization of the available workforce in order to know
whether their work challenges are proportional to their skills and competencies, assess the
usage of technology in improving staff service delivery to stakeholders and to assess whether
work environment affects staff utilization.
Both theoretical and empirical literature was reviewed. The study was based on the Flow
Theory framework and Person – Environmental Fit Theory to ascertain whether TRA
operational employees are optimally utilized. It employed case study design that covered the
population of all 700 Dar es Salaam Domestic Revenue Tax Regions population by selecting
a sample of 250 employees as units of inquiry. The study assessed the utilization of available
workforce proportionate to skills and competencies, established the actual time spent by staff
working on core business activities, assessed the usage of technology in improving staff
service delivery to stakeholders and assessed whether the work environment affects staff
utilization.
The study revealed that, operational staffs under the Domestic Revenue Department in Dar
es Salaam are generally not utilized at optimal level. The findings from the analysis indicate
that 47.2% of the staff are overstretched, while 43.5% are fully utilized and 9.3% are
underutilized. This means that overall, 56.5% of staff are not optimally utilized. The main
reason for under utilisation is lack of flow in operations complimented with shortage of staff;
systems downtime; inadequate working tools and poor working environments.
In order to address the anomalies the study recommends the following for policy
implications: Conducting Workload analysis as an on-going activity, redeployment of staff
who are out of flow to areas where their competency can better be utilized, improve working
environment, establish induction programs and formalized coaching and mentoring programs
and introduce motivational schemes that shall enhance staff morale. In order for the
organisation to utilise its staff effectively there must be a match between a job, skills and
qualification which results to balanced work flow and person fit. |
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