Masters Dissertations

Permanent URI for this collection

http://192.168.13.253:4000/handle/123456789/1209

Browse

Browsing Masters Dissertations by Author "Bakar, Abubakar Diwani"

Now showing 1 - 1 of 1
  • Thumbnail Image
    Item
    Development of an integrated web and gis based data visualization tool to improve existing district health information software in health sector of Zanzibar
    (University of Dar es Salaam, 2010) Bakar, Abubakar Diwani
    Today, neither employees nor employers seem to take for granted that a person will stay with the organisation until retirement. Given this fact, one of the current concerns is high employees' turnover across banking industry which results into inefficiency in customer services; low productivity and inconsistence financial performance are likely to translate into instability of human capital that derives decision, strategies and operations within the banking sector. We found necessary to ascertain reasons for such instability of human capital (Employee turnover) in banking industry taking case study SCBT whereby we have compared findings with chosen theories in order to make information from theories more valid. Data was collected from 27 respondents (ex — standard chartered employees) through self-administered questionnaires. Other sources of data were from documentary reviews, interviews and observations. The findings revealed that high employee turnover in banking sector in Tanzania is one of the great challenge and the major reasons behind this high employee turnover included skills gap challenge in the market as the rate of industry growth (banking) is inversely proportional to the skills needed to support growth, compensation and benefits, excessive workload and career growth. The findings were consistent even after controlling respondents' demography such as age, sex and length of services The study recommends that standard chartered Bank Tanzania Ltd management together with other banks should improve its policy specifically on compensation and benefits, career growth and advancement, work life balance and recruitment policy to incorporate strategies to bridge the skills gap challenges through Diaspora recruitment. Further the researcher recommend long run retention strategies which will incorporate all the employee's motivation factors revealed under this study. This will lead to employee trust the organisation which will have positive impact on employee's commitment, organisation citizenship behaviour and achievement of organisation goals.