Recruitment and selection procedures and employee performance in the Ministry of finance, Tanzania

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