Effects of staff training on labour turnover: the case of Tanzania Revenue Authority

Organizations train its staff as part of human capital investment for future economic benefit. In the long run these staff quit their organizations searching for greener pastures. This leads to recruitment of new staff in turn to replace the staffs that have left. Recruited staffs are later trained to match their job requirement and their qualification to perform better. This is a sample survey study conducted in Tanzania Revenue Authority Head Offices located in Dar es Salaam Region. The study relied solely on primary data collected from 50 staff whereas 47 responded to questionnaires sent to them. Also respondents were interviewed in testing validity prior to using the questionnaire to collect data. Data were analysed using content analysis method. Results from the study show that staffs have sets of expectations to be met by the organisation; if the expectations are unmet they may quit or request to be re-categorized to another job. The study concludes that in order to retain trained staff, the organisation has to utilize skills acquired through training, increase pay package, promote trained staff and recognize employees’ effort in training. Finally the study recommends that organisation needs to design and manage career development programmes that use training programmes to prepare employees for promotion.