The Impacts Of Hrm Practices Of Organisation Performance In Tanzania: A Case Of Nmb And Crdb In Dodoma Urban

ABSTRACT

This study aimed at exploring the impacts of HR practices towards the business and services organization in Tanzania context. And this is because for a number of years Tanzania services and business organization have had severe problems between the organization growth and labor performance thus encountering a number of firms or institutions extinctions or ineffective performance. And in recent years some business and services organization developed interest on the use of various HR practices as the tool to increase the organization performance through motivated employees to effect on the firm development and growth.

Based on that notion above, the researcher developed interest on assessing the extent at which, if any, specific HRP had contributed to the BSO performance in Tanzania. Such HRP like (1) Training and Development (2) Information sharing (3) Employee voice (4) Selection and recruitment and (5) Overtime compensation and allowance were each evaluated to determine how much they contributed to the organization performance. However, the researcher was able to review literatures on the link between the stated HRP above and the organization performance in question.

The HR managers like senior /middle-level managers, lower-level managers and the first line supervisors in the most successively business organizations i.e NMB and CRDB in Dodoma urban recoded their perception about the level at which the HRP above had influenced their business firm performance. The findings were then analyzed using SPSS 16.00 and Window excel program through linear regression and arithmetic average mean methods with the help of tables, pie charts and other statistical graphs like histogram along with data interpretation for the researcher to draw conclusion.

At list 50 sample of the identified population were included in the study. Such methods like purposive and stratified random sampling procedures were used to obtain the sample; and that questionnaires in form of open and closed formats more specifically Likert, bipolar and open format questions were used to access the opinions from the respondents to determine the extent at which the identified HR practices had contributed to the organization performance in Tanzania setting.

The results of the findings show that HRP had positive impacts on the organization performance in relation to the calculated 57 average mean of the overall contribution level on the organization performance, growth and development. On the other hand, the findings discovered that HRP had a strong relationship with the organization goals to affect on the organization growth and development.

The researcher strongly suggested that managements should in this regard make use of HRP by making a clear policy and implementation plan on the available HRP to impact the organization, however, the study added new insights enabling the organization management to understand the value of HR practices and their effectiveness on the organization management to influence development and growth.