The effectiveness of training needs analysis in social security schemes in Tanzania: the case study of national social security fund (NSSF)

The study aimed at finding out effectiveness of training needs analysis in social security schemes especially in National Social Security Fund (NSSF). Two research hypothesis guided the study in investigating whether or not lack of clear identification of training needs and properly planned gaining programmes leads to resignation and abscondment of trained star, and underutilization of trained staff leads to their resignation and abscondment. The study involved employees at NSSF headquarters and those in the NSSF Dar es Salaam region offices namely Kinondoni, llala and Temeke. The total number of respondents was 76 that included directors and managers at headquarters, managers at Dar es Salaam regional offices, employees who are on training, employees who were trained and then resigned, and employees who are currently on job. Data were gathered through questionnaires, interviews, and documentary review. Findings revealed that major factors that contribute to abscondment or resignation of NSSF employees are lowly paid salaries; underutilization of acquired knowledge; and looking for green pastures. It has been revealed that the majority of employees are motivated to go for further studies because they have self conviction for career development and capacity building. Secondly, it was revealed that then was no proper training needs analysis in NSSF. Lastly, it was found out that majority of employees have not been better rewarded and utilized according to their new qualifications. Therefore they opt to search for other places where their skills can be fully utilized. The study concluded that there was lack of a systematic training needs analysis as per ASDICE model, which is a universal training model. Employees have been trained without first establishing the objective(s) to be achieved after training, their placement or their reward.