The Impact Of Selected Human Resource Management Practices On Performance Of Public Water Utilities In Tanzania

Abstract

Public water utilities are faced with human resource management practices challenges that have led to a public outcry. Public water utilities in Tanzania have never performed at the level of customer satisfaction and anticipated level of performance. The purpose of this study was to analyze the impact of selected human resource management practices on performance of public water utilities. The study was guided by six objectives; to determine the role of human resource planning and performance of public water utilities, to examine the effect of recruitment and selection on performance of the public water utilities, to determine the effect of training and development on performance of the public water utilities, to determine the effect of compensation and benefits on performance of the public water utilities, to examine the role of performance appraisal on the performance of the public water utilities, to establish the combined effect of human resource management practices on performance of the public water utilities. The study adopted and used a mixed method design which composed of quantitative and qualitative approach. Stratified, proportional sampling, simple random and purposive sampling techniques were used in selecting 370 employees for data collection through questionnaire instrument. Five data collection instruments were used and that involved questionnaire, focus group discussion guide, interview schedule, observational guide and document review. 20 line managers participated in the focus group discussion and five managing directors were interviewed. SPSS version 20.0 was used as a tool for data analysis. Data were analyzed through descriptive, correlation and inferential statistics and presented in tables. The findings revealed that there is a positive significant relationship between the selected human resource management practices and organizational performance as revealed by the coefficient of determination r=.83. In this multiple linear regression analysis revealed that organizational performance will improve when human resource management practices such as human resource planning, recruitment and selection, training and development, compensation and benefits and performance appraisal were implemented effectively. The study came up with the model which can be applied in the public water utilities in regards to HRMP. Hence the study suggested that in order to increase the performance of the public water utilities human resource management practice should be given a top priority. Water utilities’ management should enhance employees’ participation on formulating matters related to HRMP and take account to the effective operationalization of human resource management practices. Board of directors and management should adopt ethical practices on recruitment and selection process by avoiding political interference; also Tanzanian government should formulate a harmonized operational scheme of service that can be used for all public water utilities in Tanzania.