Human resource planning in higher learning organizations: a case of the University of Dar es Salaam
| dc.contributor.author | Njau, Dorah Lucas | |
| dc.date.accessioned | 2019-11-06T11:24:20Z | |
| dc.date.accessioned | 2020-01-08T09:51:15Z | |
| dc.date.available | 2019-11-06T11:24:20Z | |
| dc.date.available | 2020-01-08T09:51:15Z | |
| dc.date.issued | 2014 | |
| dc.description | Available in print form, East Africana Collection, Dr. Wilbert Chagula Library, Class mark (THS EAF HF5549.2.T34N52 ) | en_US |
| dc.description.abstract | The main objective of this study was to assess the effectiveness of Human Resource Planning in higher learning institutions in Tanzania. Specifically, the study investigated whether is there is an effective Human Resource Plan (HRP) at the University of Dar es Salaam (UDSM); assessed the factors inhibiting the implementation of effective HRP at the University of Dar es Salaam; and investigated the consequences of having poor HRP practices at the University of Dar es Salaam. In this study, data was collected through questionnaire involving review a sample size of 50 respondents and documentary review. The findings of the study show that nearly half 20 (40%) of the total respondents reported that the number of employees they have in their organization/units fell short of the required number. Also, 27 (54%) of the respondents disagreed that employee records at the UDSM were updated annually. Moreover, 31(52%) of the respondents reported that human resource policy at the UDSM was not well-implemented. Furthermore, more than half 30(60%) of the respondents reported that lack of information inhibits the implementation of effective human resource planning in higher learning institutions. On the whole, the study established that more efforts were necessary to make human resource planning at the UDSM much more effective. On the basis of these findings, it is recommended that human resource officers must always analyse business needs and project future workforce trends. Also employers in higher learning organisations should ensure that, employees’ records (name, date of commencement of employment, job title, wages, and period of leave and period of notice required for termination of contract) are well kept and updated annually. Furthermore, employees in higher learning institutions to be trained often and equipped with requisite information so as to increase their efficiency and effectiveness in service delivery. | en_US |
| dc.identifier.citation | Njau, D. L (2014) Human resource planning in higher learning organizations: a case of the University of Dar es Salaam. Master dissertation, University of Dar es Salaam, Dar es Salaam. | en_US |
| dc.identifier.uri | http://localhost:8080/xmlui/handle/123456789/5277 | |
| dc.language.iso | en | en_US |
| dc.publisher | University of Dar es Slaam | en_US |
| dc.subject | Personnel management | en_US |
| dc.subject | Manpower planning | en_US |
| dc.subject | Higher learning institutions | en_US |
| dc.subject | University of Dar es Salaam | en_US |
| dc.title | Human resource planning in higher learning organizations: a case of the University of Dar es Salaam | en_US |
| dc.type | Thesis | en_US |