A comparative analysis of HRM recruitment practices in small and large firms in Tanzania

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University of Dar es Salaam
The main objective of this study was to explore and compare recruitment practices of small medium films and those of large private firms in Tanzania. The approaches used included a sample survey. Case studies and in depth interviews with owners, managers and employees of the responding institutions in Dar es Salaam. As expected, the study found significant differences between SMEs and large companies in terms of the recruitment and selection practices. However, some interesting similarities were also noted, particularly with regarding to using some informal approaches in recruitment. SMEs’ preference to low cost, informal and personal approaches to recruitment is attributed to their limited expertise and resources to engage in complex and costly formal processes, the fact that prospective employees are not typically attracted to SMEs (hence the limited value of advertisement), the lower levels of awareness knowledge of the operators , lack of appreciation of social responsibility, and lower productivity which make it difficult for them to meet associated costs of compliance. It is recommended to regulators and policy makers to allow some degree of flexibility in human resources management for SMEs to adjust them to their own situation, to provide education for SMEs to become aware and have the capacity required for compliance with good practices in human resources management SMEs are also advised to have a structure and practice that enables them to secure and retain a productive workforce as soon as it is practical to do so.
Available in print form, East Africana Collection, Dr. Wilbert Chagula Library, Class Mark (THS EAF HF5549.5.R44M852)
Small businesses, Business enterprises, Recruiting
Mwanri, V. N (2009) A comparative analysis of HRM recruitment practices in small and large firms in Tanzania, Master dissertation, University of Dar es Salaam