Welcome to TIA
The TIA’s Repository is intended to collect, preserve and disseminate electronic copies of research and scholarly works created at TIA. The Repository will serve as a gateway to disseminate similar learning resources created elsewhere. Publications stored in the Repository include conference papers, journal articles, theses and dissertations, working papers and research reports. TIA staff are requested to contribute their research outputs to the Institute repository. Kindly, contact the repository administrator/s for any enquiries at: admin@tia.ac.tz. To deposit your publication (s) in TIA repository, make sure you create an account by registering in the repository or by supplying your email address to admin@tia.ac.tz for the same.
Communities in TIA Repository
Select a community to browse its collections.
- Accounts Community
- Management Studies Community
- Procurement Community
Recent Submissions
THE INFLUENCE OF SYSTEM USERS’ COMPETENCIES ON THE PERFORMANCE OF HUMAN CAPITAL MANAGEMENT INFORMATION SYSTEMS IN TANZANIAN
(African Journal of Applied Research, 2024) Matimbwa, Hadija; Kamala, Mugisha
Purpose: Human Capital Management Information System (HCMIS) performance in Tanzanian
Local Government Authorities (LGAs) is investigated in this study, with a focus on the effect of
user competency.
Design/Methodology/Approach: This study used an explanatory cross-sectional methodology.
Mwanza, Arusha, Dodoma, Morogoro, Iringa, and Kagera were the six regions of Tanzania that
were included in the study, which included 37 LGAs. A total of 201 Human Resource Officers
(HROs) were randomly chosen from each of the sampled districts to fill out a questionnaire that
provided the bulk of the study's data. Six (6) HRO "approvers" and two (2) directors from the
Human Capital Division were among the eight (8) key informants who were in-depth interviewed.
Ordered logistic regression and content analysis were used to analyse the data.
Findings: The study found that 21% of the HROs had sufficient IT skills, 52% claimed to have a
deep understanding of HR, and 56% had 4–7 years of experience. System users' abilities, including
their degree of IT skills, commitment, and experience, significantly affect HCMIS performance in
terms of completeness, accuracy, and timeliness of information, according to the results of the
ordered logistic model.
Practical Implications: The study underscores the need for comprehensive and ongoing training
programs to improve user competency. By regularly updating the knowledge and skills of
employees, LGAs can ensure more efficient and effective use of the HCMIS.
Social Implications: Individuals can be empowered to take charge of their professional
development, leading to increased job satisfaction, employee motivation, improved HCMIS
competencies, and, in turn, fostering diversity and inclusion.
Originality and Value: The paper identified, cognitive abilities, and behavioural competencies,
tailored to the needs and realities of Tanzanian organisations. This holistic approach to assessing
competencies is relatively novel and adds depth to understanding how different aspects of user
capabilities contribute to system performance.
Ethical Dilemmas in African Human Resource Management: A Literature Review
(East African Journal of Education and Social Sciences (EAJESS), 2024-06) Matimbwa, Hadija; Kamala, Mugisha
Abstract: In the African context, the management of human resources (HR) involves the navigation of
intricate ethical issues influenced by a myriad of social, cultural and economic factors. This study,
based on systematic literature review, scrutinized ethical dilemmas in Human Resources Management
in Africa. Specifically, the study assessed the areas within HR practices that are predisposed to
unethical conduct and identified the core ethical issues prevalent in organizations, thereby giving rise
to ethical dilemmas. The study utilized a systematic qualitative synthesis, employing the nomothetic-
based content analysis, to scrutinize data extracted from 65 journal articles. The findings delineate
two primary domains in which HR practices are susceptible to unethical conduct. The first is the
management of core HR functions, such as recruitment, performance appraisal and remuneration,
which are vulnerable to unethical practices like favoritism and corruption. The second domain involves
balancing the often-conflicting interests of employers and employees. Four primary ethical issues
emerged as significant sources of dilemmas: bribery and corruption, misconduct (physical, verbal, and
sexual), nepotism and discrimination. These challenges suggest a pressing need for transparent, merit-
based recruitment processes and regular ethics training HR professionals to navigate the complex
landscape of organizational and employee interests. Implementing gender and diversity policies is
crucial in addressing discrimination based on gender, ethnicity or disability. Additionally, establishing
robust whistle-blowing mechanisms can enable employees to report unethical conduct confidentially,
thereby strengthening organizational integrity and fostering a more inclusive professional
environment. Comprehensive ethical frameworks will not only mitigate dilemmas but also enhance
the overall credibility and effectiveness of HRM practices in the African context.
Technological Determinants of Human Resource Information System Effectiveness in Tanzania
(Journal of Policy and Development Studies (JPDS), 2024) Kamala, Mugisha; Matimbwa, Hadija
Organizations are increasingly moving from traditional paper files to digital filing systems to gain a competitive edge and improve access to human resources and HR-related information. This digitalization process not only makes data more accessible but also enhances its utilization for HR decision-making. As a result, HR-related information becomes more comprehensive, accurate, and up-to-date. This study specifically investigates the impact of technological factors on the effectiveness of human resource information systems (HRIS) within local government authorities (LGAs) in Tanzania. The research utilized a combination of descriptive and inferential statistics, including ordered logistic regression analysis, to examine the impact of technological characteristics on the effectiveness of Human Resource Information Systems (HRIS). The findings revealed that factors such as compatibility, complexity, usefulness, and reliability play a crucial role in determining the timeliness, comprehensiveness, and accuracy of data retrieval within HRIS. The study offers valuable insights for improving human resource management practices in LGAs) through the adoption of computerized HRIS. The discussed approach enhances decision-making and improves access to information, contributing to the achievement of organizational goals. It also emphasizes the importance of regularly updating systems to keep pace with changing technological landscapes.
The Performance of Training Executive A gencies in Tanzania: Do Skills and Skill-based Organizational Strategies Matter?
(Journal of Education, Society and Behavioural Science, 2024) Kamala, Mugisha; Mustafa, Ajali
questionnaires and interview to examine five training EAs: Tanzania Public Service College
(TPSC), Agency for Development of Education Management (ADEM), Tanzania Institute of
Accountancy (TIA), Livestock Training Agency (LITA), and Fisheries Education and Training
Agency (FETA). Regarding the sampling technique, the study adopted the multi-stage sampling
design. In the first step, training EAs were divided into two strata (basing on establishment age).
From the old aged stratum, three EAs were selected, and two from the newly aged stratum. In the
second step, the academic staff from the training executive agencies was sampled purposefully.
The cross-sectional explanatory analytical survey was used to collected data once without tracking
data changes. While descriptive and inferential statistics were used to analyze data from the
questionnaires, thematic analysis was employed to analyze the qualitative data. Regarding the
skills availability among the Tanzania’s training executive agencies, the findings showed that the
majority of the employees possessed the necessary professional, project management, inventive,
and interpersonal skills. Few employees possessed pedagogical, technological, and multicultural
skills. The findings on the degree of performance of Tanzania's training executive agencies
revealed unsatisfactory performance, and it was determined that these agencies had not
significantly enhanced the delivery of public services. The findings also showed that training EAs
underinvested in skill-based organizational strategies. Notably, when individual competence levels
rise, executive agencies' performance is likely to increase. Furthermore, the findings showed that
human resource strategies and partnerships were the most important factors in improving the
Tanzania’s EAs performance.
The Influence of Human Resources Officers’ Attributes on Understanding and Usage of Human Resource Information Systems Outputs in Decision-Making in Tanzania
(African Journal of Accounting and Social Science Studies (AJASS), 2024-12-07) Matimbwa, Hadija; Kamala, Mugisha
This paper evaluated the nexus between Human Resource Officers' (HROs)
attributes and their comprehension and usage of Human Resource Information
Systems (HRIS) output. The study was conducted across 37 Local Government
Authorities (LGAs) in six regions namely: Mwanza, Arusha, Dodoma, Morogoro,
Iringa and Kagera. 201 structured questionnaires were distributed to HROs
between May and July 2020. Additionally, in-depth interviews were scheduled
and undertaken with eight (8) key informants to accrue additional data on
Human Resources Management (HRM) practices. The findings from the ordered
logistic model indicate that all four HRO attributes examined (HRIS experience,
Information Technology (IT) Skills, IT Knowledge, HR Knowledge) exhibited
positive β-values and are statistically significant in influencing HRO
understanding of HRIS outputs. Furthermore, all four HRO attributes exhibited
positive β-values demonstrating that they significantly influence HRO decision making processes. However, only IT knowledge and HR knowledge were
statistically significant. The study asserts that HRO attributes significantly
influence their understanding of HRIS outputs and utilize the same to inform
decision making in Tanzania’s LGAs.