| dc.creator |
George, Chomola N |
|
| dc.date |
2019-08-27T12:06:30Z |
|
| dc.date |
2019-08-27T12:06:30Z |
|
| dc.date |
2013 |
|
| dc.date.accessioned |
2022-10-20T14:39:57Z |
|
| dc.date.available |
2022-10-20T14:39:57Z |
|
| dc.identifier |
George, C.N. (2013). Performance of recruitment process in public sectors in Tanzania: a case of Dodoma municipal. Dodoma: The University of Dodoma |
|
| dc.identifier |
http://hdl.handle.net/20.500.12661/1137 |
|
| dc.identifier.uri |
http://hdl.handle.net/20.500.12661/1137 |
|
| dc.description |
Dissertation (MA Business Administration) |
|
| dc.description |
This study assessed the performance of recruitment process in public sector in
Tanzania: a case study of Dodoma municipal. This study focused on three research
objectives. These include an assessment of the use of the strategies put in place by
the Municipal management/local government institutions for employees‘
recruitments, determination of the outcomes of the employee recruitment strategies
on the work force and the organization/management in terms of performance and
determination of the outcomes of the employee retention strategies in retaining the
work force. The study applied qualitative and less quantitative approaches and cross
survey research designs was employed. The sample size was 50 respondents. The
study used primary and secondary data. Data were collected through questionnaires,
interview and documentary review. Data were analyzed using Statistical Package for
Social Science (SPSS) version 16.0 and the use of description was employed.
The study observed that the public sector normally use oral interview after
advertisement on the position. Public sector focuses on academic performance and
response to interview question before selection is done. This questions the quality of
recruited employees on their performance. On the aspect of the determination of the
outcomes of the employee recruitment strategies on the work force, it was perceived
that employees‘ performance were not satisfactory in regard to competitive
environment. It has been concluded that LGA have strategies which were identified
as used to retain employees; seniority, presents to performance, promotion, good
relation, motivation and trainings. This study has recommended that policy makers
should formulate policies which could enable to recruit suitable workers in Dodoma
Municipal Council for development. |
|
| dc.language |
en |
|
| dc.publisher |
The University of Dodoma |
|
| dc.subject |
Public sectors |
|
| dc.subject |
Tanzania |
|
| dc.subject |
Dodoma municipal |
|
| dc.subject |
Recruitment process |
|
| dc.subject |
Recruitment strategies |
|
| dc.subject |
Employee recruitment |
|
| dc.subject |
Employee retention strategies |
|
| dc.subject |
Work force |
|
| dc.subject |
Local government institutions |
|
| dc.title |
Performance of recruitment process in public sectors in Tanzania: a case of Dodoma municipal |
|
| dc.type |
Dissertation |
|