Recruitment and selection procedures and employee performance in the Ministry of finance, Tanzania
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Date
2011-09
Authors
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Journal ISSN
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Publisher
Kampala International University,College of Humanities and Social Sciences
Abstract
The historical trend of Recruitment and selection in the Tanzania Public
Service can be traced back from the period after Independence. During this
period, the Government did not have clear and well defined Human Resource
Policies governing recruitment and selection. It was operating with Public
Administration System which was inherited from colonial period. The traditional
recruitment system before 1999 recruitment policy had following challenges: (a)
Recruitment and appointment into Public Service were not based on competence
and ability, (b) There was no established criteria for the administration of
vacancies, so employment was done to fill improperly determined vacancies, (c)
The operations of Appointment committees were not very transparent thus
limiting the effectiveness of management in employment decisions in Ministries
and Regions, (d) Promotions were based more on longevity of service than merit.
Decision on who to promote were often based more on intuition and subjective
criteria than on institutional development. In order to redress the above
Description
A Thesis Presented to the School of Postgraduate Studies and Research
Kampala International University Kampala, Uganda
In Partial Fulfillment of the Requirements for the Degree
Masters of Arts in Human Resource Management
Keywords
Employee perfomance, Recruitment, Tanzania