| dc.creator |
Temba, Gloria |
|
| dc.date |
2020-11-10T11:14:28Z |
|
| dc.date |
2020-11-10T11:14:28Z |
|
| dc.date |
2020 |
|
| dc.date.accessioned |
2021-05-05T08:08:43Z |
|
| dc.date.available |
2021-05-05T08:08:43Z |
|
| dc.identifier |
APA |
|
| dc.identifier |
http://hdl.handle.net/11192/4514 |
|
| dc.identifier.uri |
http://hdl.handle.net/11192/4514 |
|
| dc.description |
A Dissertation Submitted in Partial/Fulfilment of the Requirements for Award
of the Degree of Master of Business Administration in Corporate Management
(MBA-CM) of Mzumbe University |
|
| dc.description |
The study was motivated to examine the implementation of training and career
development as a strategy of employees’ retention in Tanzania public sector and was
guided by three specific objectives which are; to examine the extent of employee
retention, to examine mostly applied employees’ training and career development
methods and to examine the contribution of training and career development methods
in retaining employees. A case study research design was adopted based on a single
public organization namely; Dar es Salaam Water and Sewerage Authority
(DAWASA). A study population comprised a total of 1980 employees among them,
95 were selected into the samples using non-probability sampling techniques. A
closed ended questionnaire was used to collected primary data which were then
analysed quantitatively with the aid of descriptive statistics and mathematical
computations using SPSS program version 20 and Microsoft Excel program 2013.
The findings showed that there was very high employees’ retention at the
organization and which stood at 77.8%. This translated that there were about 78
employees out of 100 could retain with the organization to a maximum period of
time even until retirement age of 55 years to 60. It was also found that the
organization implemented several methods of employees’ training such as job
rotation, coaching and seminars as well as career development methods such as
succession planning, promotion opportunities and professional advancement courses.
Further, the current study found that majority of the respondents would increase their
retention decisions due to the implementations of various training and career
development methods which were covered by this study. For instance, a total of 69
(76.7%) respondents could retain due to involvement in training program through job
rotation. Meanwhile, it was showed that a total of 66 (73.3%) respondents could
increase retention decision due to implementation of career development program
such as promotion to higher job posts. Based on these findings, it is recommended
that management should increase commitment in the implementation training and
career development programs for more retention of employees. Also, the
management should ensure that employees appreciate contributions of training and
career development programs to them for high retention. |
|
| dc.language |
en |
|
| dc.publisher |
Mzumbe University |
|
| dc.subject |
Implementation of training |
|
| dc.subject |
Employees’ retention in Tanzania public sector |
|
| dc.subject |
Dar es Salaam Water and Sewerage Authority (DAWASA) |
|
| dc.title |
Implementation of Training and Career Development as A Strategy of Employee retention in Public Sector of Tanzania: A Case of Dar es Salaam Water and Sewerage Authority |
|
| dc.type |
Thesis |
|