Felician Barongo Mutarubukwa’s scientific contributions

Training and development programmes play a crucial role in enhancing staff performance within an organization. These programmes are designed to improve employees’ knowledge, skills, and abilities, ultimately leading to increased productivity, efficiency, and overall organizational success. One of the primary reasons why training and development programmes are crucial for staff performance is that they contribute to the enhancement of employees’ skills and knowledge. Through targeted training initiatives, employees can acquire new skills, stay updated with industry best practices, and gain a deeper understanding of their roles within the organization. It is in this context, this study assessed the influence of training and development program on staff performance: a case of Tanzania Revenue Authority, coast region. The study focused on three specific objectives including to identify existing practice of training and development programmes offered by TRA coast region, to determine whether training and development programmes have effects on employees’ performance at TRA coast region and to investigate the current challenges the TRA coast region experiences in training it employees. The study was done at TRA Coast region where by a sample of 92 respondents from the population of 120 senior and operational employees who randomly and stratified sampled participated. The study was guided by transformative learning theory. Descriptive research design was employed. Questionnaires and interview questions were used to collect data. Data was analyzed using descriptive and regression analysis. Findings suggest that on-the-job training at TRA allows employees to acquire specific job- related skills in a real work environment. Through engaging in actual tasks and responsibilities under the guidance of experienced mentors or supervisors, employees can develop a deeper understanding of their roles and responsibilities, Findings further suggest that off-the-job training opportunities have played a significant role in enhancing employees’ overall professional development at the Tanzania Revenue Authority (TRA). It was revealed from the study that TRA is relevant to employees’ job responsibilities, and that the feedback received during on-the-job training is constructive while training and positively impacted employees’ job performance. Findings revealed that off-the-job training opportunities enhanced employees’ overall professional development. The study concludes that on-the-job training programmes at TRA are relevant to employees’ job responsibilities, and for that case the feedback received during on- the-job training is constructive. The study also concluded that induction training provided by TRA Coast Region adequately familiarizes new employees with organizational policies and procedures. It was recommended that the management of TRA should continue investing in training and development programmes since Training and development programmes leads to improved employee performance by equipping them with the necessary skills and knowledge to carry out their duties effectively.

The study on monetary and non-monetary rewards for employees’ motivation in Tanzania public sector was done in Kakonko district council. A case study research design, mixed research approaches were used and eighty employees participated. Both qualitative and quantitative data was collected. Close ended- questionnaire, documentary review and documentary review guide were used to collect data. Quantitative data was analyzed by using descriptive statistics, Spearman’s correlation and regression methods while qualitative data was analyzed by using contents analysis method. The study reveals that paid leave, merit pay and salary increments were among monetary rewards provided to employees. It was also revealed from the study that promotion, appreciation, training and development were non-monetary rewards provided to employees. It was also revealed from the study that salary increment and merit pay had positive and significant effects on employees’ motivation while paid leave had negative and significant effect on employees’ motivation. Also, appreciation and promotion had positive and significant effect on employees’ motivation. It was also revealed from the study that training and development had no significant effect on employee’s motivation. Conclusively, there is no significant difference in motivational effects between monetary and non-monetary rewards among employees and it is therefore recommended that the integration between monetary and non-monetary to be emphasized and provided equally to employees.

The business case study on the extent human resource and organization behavior ensure organizational long-term sustainability at the workplace was done at WAMATA. The general objective of the case study was to assess the impact of human resource management practices and organizational behavior on organizational sustainability. Specifically, a business case study aimed to determine possible challenges and propose relevant solutions to mitigate those challenges. The business case study was driven by the situation faced by WAMATA of alarming trend of employee turnover. A descriptive case study design was employed to gather insights into the organizational dynamics at WAMATA. Primary data was collected through interviews with key stakeholders, while secondary data was obtained through documentary reviews. Data collection instruments used included interview questions and documentary review schedule. Data collection methods used to gather information from organizational records and reports included interviews and documentary review. Thematic analysis was used to analyze collected data, allowing for the identification of key themes and patterns related to human resource management and organizational behavior. Proposed solution include developing of friendly organization policies, create career paths and growth opportunities, flexible work hours, WAMATA should enhance employee involvement in decision- making, WAMATA should prioritize on work-life balance, and creation of learning and development programs. The business case recommends to WAMATA to improve working environment and to integrate ICT into business environment to enhance productivity and sustainability. The study concludes the practice of critical importance of human resource management and organizational behavior in achieving long-term sustainability at the workplace. The study recommends for continuous monitoring and evaluation of HR practices, fostering a culture of innovation and adaptability