Causes and impact of inadequate workforce on organizational performance: a case study of Bukoba Urban District Council, Tanzania
Loading...
Date
2008-10
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
Kampala International University, College of Humanities and Social Sciences
Abstract
This study carried out an investigation on the causes and impact of inadequate workforce
on organizational perfbrmance in Bukoba Urban District Council found in Tanzania. The
study was guided by the following specific objectives: to identi& the causes of vacant
positions in BUDC. examine the effect of inadequate workforce in BUDC. and to assess
the measures put forward by BUDC in filling the vacant positions. This study employed
Descriptive Research Design utilizing 114 respondents chosen randomly and purposively.
Questionnaires, interview guides and documentary reviews were used to get the views
and opinions from the respondents on the subject of investigation. Research findings revealed that staffing practices at BUDC faces several challenges and some of them
include: rigid and bureaucratic procedures on acquiring staff, lack of a detailed
assessment on human resources requirement, acute shortage of stalL poor remuneration
which does not attract stafffrom private sectors, inadequate preparation ofstaff for open
competition in filling up vacant promotional outlets among other challenges. On the other
hand, it has been found out that it is significant to the organization to have all its
established vacant posts filled as it improves performance by rationalizing the workload
to required human resources strength. It was also noticed that different steps have been
taken to curb the existing human resource requirement. Some of these include among
others: spending extra hours to cover the pending assignment. rescheduling of the job
description to the existing stalL collaborating with other staff from other institutions,
contracting out certain assignment and forfeiture ofemployee? annual leave. Basing on
the findings, the researcher put forward the following recommendations: shortening the
recruitment process. selection and placement of qualified strait waving out bureaucratic
procedures in recruitment processes, improving staff salaries and benefits. developing
training and development programmed for employees which will among other things
restrict the trained staff from transferring to other district councils in Tanzania
Description
A research thesis submitted to the School Of Post Graduate Studies In partial fulfillment of the requirement for the Award of the Degree of Masters Of Arts in Human Resource Management Of Kampala International University
Keywords
Inadequate workforce, Organizational, Performance, Tanzania