Mugisha Kamala

On-the-job training is widely regarded as a critical factor in enhancing employee performance and organizational productivity. It equips employees with practical skills and knowledge relevant to their roles, fostering efficiency and effectiveness in service delivery. The study examined the effect of on-the-job training on employee performance at the President’s Office Public Service Management and Good Governance (PO-PSMGG) in Dodoma. Utilizing a pragmatic philosophy and a mixed-methods research approach, data were elicited from 189 respondents and five key informants through questionnaires and interviews. The research employed simple random sampling to select respondents, and the data were subsequently analyzed utilizing frequencies, percentages, multiple linear regression, and content analysis. The results revealed that coaching has a positive yet minimal effect on employee performance, characterized by a coefficient of 0.059 and a significance level of 0.032. Conversely, mentorship emerges as a significantly more robust contributor to performance enhancement, with a coefficient of 0.304 and a highly significant p-value of 0.000. In contrast, job rotation exhibits a negative impact, reflected by a coefficient of -0.069 and lacking statistical significance. This study concludes that mentorship is the most influential factor among the three variables analyzed, significantly improving employee performance. Job rotation appears to have a negligible and potentially adverse effect on performance. The study recommends that organizations invest in comprehensive coaching programs, establish formal mentorship initiatives, encourage job rotation practices, and consistently assess the effectiveness of coaching, mentorship, and job rotation strategies. These measures should ensure alignment with organizational goals while effectively addressing the needs of employees.

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.

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.

The performance of training executive agencies in Tanzania is assessed in this study with a focus on the influence of skills and skill-based organizational strategies. The study was conducted in Tanzania, at the Headquarters of the selected Executive Agencies capitalized on the belief that the headquarters hold great deal of information about issues of central importance to the organization. The study used a partially mixed concurrent dominant status approach by combining both quantitative and qualitative aspects altogether within a single study for comprehensiveness. Given the nature of the study's objectives and scope, 263 academic staff from five selected training executive agencies were sampled to fill in the questionnaires where 238 (i.e. 91%) copies of the questionnaire were filled and returned. Both quantitative and qualitative data were collected but more attention was placed to the quantitative facet. The study administered structured 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.

Trust in the context of business-to-consumer (B2C) electronic commerce (EC) is complex and a multidimensional construct. It is affected by many internal and external factors. These factors might change overtime. Therefore trust value becomes dynamic and creates a big challenge. Although, many researchers studied the effect of different factors on consumerspsila trust, the trust literature lacks clear differentiation among the factors contributing to trust and fails to capture its multidimensional nature. Thus, this research presents a holistic approach that study trust empirically in the context of B2C EC and attempts to determine the major factors that affect consumerspsila trust. The research provides a valuable feedback for e-commerce Web site designers and for e-vendors as well.

Today, biometric technology, which uses physical or behavioural characteristics, could be considered as a reliable individual secure authentication method that helps to determine the identity of an authentic user especially in e-commerce technology. Along with a variety of modalities of biometrics, fingerprints are well-known to be the oldest method used in law enforcement with a verified performance. This paper continues this tradition by using an extending Technology Acceptance Model (TAM). For this work, which is part of a larger body of research, 306 Saudi participants were involved in a large scale experiment, consisting of men and women between the ages of 18 and 55. The experiment included the development of a fingerprint authentication system to examine the differences in male and females and their acceptance of biometric authentication systems within online environments.