Friday, December 14, 2012


HIV means The Human Immunodeficiency Virus, or HIV, is the virus that causes HIV infection. During HIV infection, the virus attacks and destroys the infection-fighting CD4 cells of the body’s immune system. Loss of CD4 cells makes it difficult for the immune system to fight infections. Acquired Immunodeficiency Syndrome, or AIDS, is the most advanced stage of HIV infection. (www.aidsinfo.nih.gov/guidelines; retrieved on 12/12/2012)

According to Dyk (2008), “AIDS is a short form of Acquired Immune Deficiency Syndrome. We say that this disease is acquired because it is not a disease that is inherited. It is caused by virus (the Human Immunodeficiency Virus HIV) that enters the body from the outside. Immunity is the body’s natural ability to defend itself against infection and disease. A deficiency is shortcoming-the weakening of the immune system so that it can no longer defend itself against passing infections. A syndrome is a medical term for a collection of specific signs and symptoms that occur together and that are characterized of particular conditions.”
Hill at el; (2002) argued that; “HIV is the virus which attacks the T-cells in the immune system.
AIDS is the syndrome which appears in advanced stages of HIV infection.  HIV is a virus. AIDS is a medical condition.
Generally, AIDS (Acquired Immune Deficiency Syndrome or Acquired Immunodeficiency Syndrome) is a disease caused by a virus called HIV (Human Immunodeficiency Virus). The illness alters the immune system, making people much more vulnerable to infections and diseases. This susceptibility worsens as the disease progresses.

HIV is found in the body fluids of an infected person (semen and vaginal fluids, blood and breast milk). The virus is passed from one person to another through blood-to-blood and sexual contact. In addition, infected pregnant women can pass HIV to their babies during pregnancy, delivering the baby during childbirth, and through breast feeding.
HIV/AIDS is a major development crisis that affects all sectors. HIV/AIDS epidemic has spread relentlessly and affecting people in all walks of life and decimating the most productive segments of the population particularly women and men. The followings are different perspectives of HIV/AIDS illness on how it affects our nation;

The HIV/AIDS lead to absenteeism from workplaces; It also accelerate deaths reflects the early manifestation of the epidemic leaving behind suffering and grief. Others include lowering of life expectancy, increasing the dependency ratio, reducing growth in GDP, reduction in productivity, increasing poverty, raising infant and child mortality as well as the growing numbers of orphans.
(The National Policy on HIV/AIDS; 2011)

The children under the age of ten years bear the brunt of the impact of AIDS and for them the impact is much longer lasting than for adults. The epidemic is a serious threat to the country’s social and economic development and has serious and direct implications on the social services and welfare. Given the high HIV prevalence in the society, and in the absence of cure, the devastating impact of the epidemic is incomprehensible. (The National Policy On HIV/AIDS; 2011)

It accelerates poverty in most societies in Tanzania; HIV/AIDS influences the spread and impact of poverty. In many ways it creates vulnerability to HIV infection, causes rapid progression of the infection in the individual due to malnutrition and limits access to social and health care services.

It lead to the economical stagnation; HIV/AIDS influence the economical setback as it leads to death of the economically active segments of the society and bread winners leading to reduction in income or production. The human capital loss has serious social and economic development in all sectors and at all levels. Ultimately the high cost of care and burials leave heavy burden on the already overburdened households, orphans and dependants, people living with HIV/AIDS (PLHAs) and vulnerability to HIV infection. Therefore the ‘poverty factor’ at the household level has to be addressed simultaneously with the National efforts to combat the HIV/AIDS epidemic. (The National Police on HIV/AIDS; 2011)

It leads the demise/loss of productive labour force; ESRF; (2004) A study on the impact of HIV/AIDS on agricultural performance in Ulanga and Kilombero districts reveals that the death in the household and time taken to take care of HIV/AIDS related problems have negatively impacted on agricultural productivity. Duration of HIV/AIDS related illness covered a total of 479 man-days, which were equivalent to a loss of agricultural labour force of 20 farming households. Putting it differently, 20 farming households could not attend their farming activities at all in the last 6 months prior to the survey due to illnesses related to HIV/AIDS pandemic. Further, a total of 533 man-days were used to attend and/or care for HIV/AIDS patients. This is equivalent to a loss of productive labour force of 23 households in 6 months.

It cause Lower life expectancy; the trend in most developing countries is towards older people out numbering younger people, but the decrease in life expectancy caused by the AIDS epidemic means that the reverse will remain true in sub-Saharan African countries like Tanzania. By 2020, nearly 90 per cent of the world’s children aged fewer than 15 will be living in developing countries. As a consequence, the impact of the HIV/AIDS epidemic on children and families will be much more severe in these countries. In sub-Saharan Africa, there will be twelve times as many children under 15 as adults over 64. This is likely to lead to increased dependency ratios within households (Graiger  at.el; 2001)

It increases the rates of orphaning; as many parents dies and leave their children, the number of orphans increases. According to UNICEF and UNAIDS 1999 argued that “By the end of 2000, 13million children, 10.4 million of them aged under 15 will have lost their mother or both parents.” This is what we experience now in Tanzania because the numbers of orphans are increasing and the centre of orphans care increases day to day. The burden now sent to the government as fails to help them to acquire their basic education (Hill  at.el; 2002).

It leads to the demise in the number of teachers and quality of education; HIV/AIDS impacts not only on the ‘demand’ for education, but also on the supply. A World Bank study in Tanzania projected that 14,460 teachers would die from AIDS by 2010, costing US$21 million in training for replacements. Furthermore, policies intended to support children affected by HIV/AIDS, such as Uganda’s introduction of free primary education for all children, have overstretched the education system and dramatically reduced the quality of education available to all children. In addition, anecdotal reports suggest that parents may be claiming that (Graiger at. al; 2001)

Loss of productivity due to the deaths of health workers; The health workers who died had been in service for periods ranging from less than a year to 44 years. Half of those who died had worked for between one year and 16 years. The large majority of the deaths (70%) were among those who had worked between 10 and 24 years. It is apparent therefore that the health services are losing health workers who have many years of working experience, especially among the males (Mhondwa and Fimbo; 2006)
It increases the number of dependents ratio; HIV/AIDS affects the welfare of households through illness and death of family members, which in turn leads to the diversion of resources from savings and investments into care. The HSRC has argued that it is expected that the premature death of large numbers of the adult population, typically at ages when they have already started families and become economically productive, can have a radical effect on virtually every aspect of social and economic life. This is clearly indicated by an increase in the number of dependents relying on smaller numbers of productive household members and increasing numbers of children left behind to be raised by grandparents or as child-headed households (Hill at el; 2002)
 It cause the child labour and street beggars; Intensive use of child labour increases as a major strategy typically used by the afflicted household during care provision. Children may be taken out of school to fill labour and income gaps created when productive adults become ill or are caring for terminally ill household’s members or are deceased. Drawing from another study in Tanzania, Rugalema confirms that the illness affects time allocation, puts pressure on children to work, divert household cash and the disposal of household productive assets. HIV/AIDS is therefore an impoverishing process that leads to other problems such as malnutrition, inaccessibility to health care, increased child mortality and hence intergenerational poverty. (Hill at.el; 2002)

Bollinger. at el; (2009), argued that;  HIV/AIDS leads to the hardship and highly life costs; the direct costs of AIDS include expenditures for medical care, drugs, and funeral expenses indirect costs include lost time due to illness, recruitment and training costs to replace workers, and care of orphans. If costs are financed out of savings, then the reduction in investment could lead to a significant reduction in economic growth. The economy Tanzania is heavily based on agriculture, particularly subsistence farming. By 1996, 83% of the labor force was still employed in agriculture, with the sector contributing 52% of GDP. The main cash crops are coffee, cotton, cashew nuts, and cloves. Food crops include cassava and maize, along with cattle rearing. Very little mining activity exists, while the small amount of manufacturing activity consists mostly of food processing and textiles. The services sector was the second largest US$170 in 1996

It leads to the demise of Government Health Facilities; Hospital Based Data indicate that up to 50% of beds are occupied by patients with HIV/AIDS related illness. Consequently the demand for care and hospital supplies is enormous and by-and-large government health facilities are facing inadequate funding and manpower. It is estimated that in Tanzania the ideal lifetime and nursing-care costs for HIV/AIDS is US $ 290 for adults and US$ 195 for children. Gains made during 1980's in TB control have been lost due to HIV/AIDS. TB case rates had been declining steadily up to 1982 but since then there has been a sharp increase the number of reported TB cases and in most urban areas these have more than doubled (tacaids report-2007)

Failure for the government to provide other social services in a good manner rather than helping those HIV/AIDS victims; The health sector in particular is experiencing an increased demand for its services, as AIDS patients occupy an ever-increasing number of beds in hospitals. And given illness episodes per AIDS patient, the public expenditure on AIDS treatment is high. In the education sector we find children pulled out of school either due to a lack of money or needed to help at home. The social welfare sector is experiencing a large increase of AIDS orphans.

Generally; Women frequently are carrying a double burden of generating income outside the home and for care giving as well as maintaining family land. In this regard, women are responsible for caring for sick members of the household, for childcare, as well as being heavily involved in generating money and supplying food for their households through agricultural production.








REFERENCES:

The National Police on HIV/AIDS; (2011)

Dyk A.V.(2008) HIV/AIDS Care and Counselling, 4th edition. Maskew Miller Longman (pty) ltd

ESRF; (2004) The Impact of HIV/AIDS on Food Poverty in Rural Tanzania: The Case of Ludewa District. Final Report

Grainger C. (2001) Children Affected by HIV/AIDS: Rights and responses in the developing world. Working Paper Number 23

Bollinger L. (1999) The Economic Impact of AIDS in Tanzania. Research Triangle Institute (RTI), Tanzania

Ruhweza A. (2002) The Impact of HIV/AIDS on Education and Institutionalizing Preventive Education. International Institute for Education Planning/UNESCO, Paris.

Muhondwa E.P.Y and Fimbo B.N (2006) Impact of HIV/AIDS On Human Resources for Health In Tanzania. ECSA Health Community, Arusha.

Tacaids Report, 2007












Friday, October 12, 2012

DEBORAH



ECKERNFORDE TANGA UNIVERSITY

DEPARTMENT OF HUMAN RESOURCES MANAGEMNT





PROGRAM                                      :         CHRM

SUBJECT                                 :         BLOCK FIELD WORK

TYPE OF WORK                      :         FIELD WORK REPORT


NAME OF STUDENT               :         DEBORAH MANYAMA MTANI
                                                          REG. NO. 165/T2011

FIELD WORK CONSULTANT  :         EMMANUEL KIARIRO

AGENCY                                :         TAZARA


FIELD SUPERVISOR                :         MR. ERICK MWASOGYE


DURATION                             :         17TH SEP, TO 12TH OCT, 2012



ACKNOWLEDGEMENT



I am very much indebted to the following individuals for their valuable assistance during my field work practice activities:

First, my gratitude should go to Mr. Jillo  Mwanakatwe the field work coordinator and Mr. Emmanuel Kiariro my consultant for their assistance they gave me up to the accomplishment of this report.

Also, my thanks should go to the TAZARA employees and management staffs for their kindness and generosity they expressed to me all the time I worked with them. Few names to mention are; the Head Human Resources Mr. H.Y. Mabewa, Senior Human Resources Officer (IR) Mr. Erick Mwasyoge, Human Resources Officer, (MP) Mrs. Grace Mkaukula, Senior Human Resources Clerk Ms Furaha Kadege, Open registry Clerk, Ms. Catherine Materego, Confidential Registry clerk, Mr N. Mbetwa, Regional Administration officer Mr. Mkuyu, messengers Mr. Billo, Rashidi Kimbunga, and Charles Migako.

I must admit from my heart that, the above mentioned persons have contributed their moral and material assistance for the successful performance of my fieldwork practice and the ultimate production of this field work report.



TABLE OF CONTENTS

Page
Acknowledgment ………………………………………………………………                        i
Table of contents ……………………………………………………………….                        ii
List of Abbreviations ……………………………………………………………                        iii
CHAPTER ONE ……………………………………………………………………                     1-2

1:0      Introduction ……………………………………………………………..             1
1:1      Aims and objectives ……………………………………………………           2

CHAPTER TWO……………………………………………………………………..        3-5     
2:0      Location of TAZARA ……………………………………………………..          3
2:1      Historical Background of TAZARA…………………………………….           4
2:2      Mission and Vision of the Agency ……………………………………          5
2:3      Objectives and functions of the Agency ……………………………         5
2:4      Organization structure …………………………………………………..         5

CHAPTER THREE ……………………………………………………………...........       6-8

3:0      The HRM functions practiced……………………………………………        6
3:1      Leave calculations and preparation of Benefits…………………….       6         
3:2      Disciplinary procedures …………………………………………………         6
3:3      Employee Motivation Strategies ……………………………………….      7-8
3:4      Human Resources Training and Development ………………………       8
CHAPTER FOUR ………………………………………………………………………    9-10

4:0      Problems …………………………………………………………………….        9
4:1      suggestions ………………………………………………………………….       9
4:2      Conclusion and Recommendations ……………………………………      10




LIST OF ABBREVIATIONS



TAZARA         -          Tanzania Zambia Railway Authority
RGM               -          Regional General Manager
CME               -          Chief Mechanical Engineer
TM                   -          Transportation Manager
HRM                -          Human Resources Management
CIA                -          Chief Internal Auditor
RAO                -          Regional Administration Officer
CCE                -          Chief Civil Engineer
SLC                 -          Senior Legal Canceller
SSO                 -          Senior Supply Officer
HHR                -          Head Human Resource
HC                  -          Head Commercial
HO                  -          Head Operation
HF                   -          Head Financial
RME                -          Regional Mechanical Engineer
RCE                 -          Regional Civil Engineer
RSTE                -          Regional Signaling Telecommunication Engineer
RSO                 -          Regional Safety Officer
IR                    -          Industrial Relations
MP                  -          Manpower Planning
NSSF               -          National Social Security Fund 




CHAPTER ONE

1:0      INTRODUCTION

Human resources management can be defined as a management philosophy, policies procedures, and practices related to the effective management of people for purposes of facilitating the achievement of results in the work organization.

Field work is a training process in which the students of learning institutions are given an opportunity to apply in a practical situation what they have learned theoretically in the class.

In the course of field work practice the student of human resources management is given an opportunity to combine theory and principles of HRM in a practical situation.

Apart from the opportunity, the student also learns how the organization works by gaining experiences from other expertise within the organization like the management staffs and the other co-workers and employees. Therefore the student in the field has to learn and work in respect to the Agency’s policy.

Human resources management profession encompasses many functions. It covers seven core functions namely planning, recruiting, training and development, performance evaluation, compensation, safety and health, and labour relations. It also includes the non-care functions of job design and analysis, orientation and placement, career planning and development, motivation, job satisfaction, quality of work life programmes, employee supervision, communication, disciplining and management of termination of employment contracts.




1:1      AIMS AND OBJECTIVES

 1.1.1  Aims of field work
The aim of field work practice is to transform student’s theoretical understanding into practice.

1.1.2   Objectives of field work
The objectives of field work are as follows:-
(a)      To provide opportunity to student to integrate theory and practice so as to obtain training and experience in real life situation.
(b)      To strengthen the student’s skills by attending different activities.
(c)       To make student become capable in different tasks
(d)      To strengthen the student’s ability to work in collaboration with other members of different professional background.





CHAPTER TWO

2:0      LOCATION OF TAZARA
The Tanzania Zambia Railway authority (TAZARA) agency is located in Temeke District. It is near the junction of Nyerere road and Mandela road. It is opposite the Azam Mills.
 

 
The sketch map of the TAZARA agency location.

Not shown



  2:1  HISTORICAL BACKGROUND OF TAZARA

The idea to connect central and Southern African states with the eastern cost of Africa through a rail link started as far back as 1947.

On the Tanganyika side, plans for this had been discussed for many years while on the Northern Rhodesian side the suggestion was beginning to receive prominence and support by 1963 through the advocacy of Kenneth Kaunda.

The Western countries were first approached for assistance to build the line, but rejected on the understanding that the project was economically not viable.

The Democratic People’s Republic of china, then under the leadership of Chairman Mao. Tse-tung (Ze Dong) was approached and readily accepted. It offered to finance and builds the line.

Hence on 5th September 1967, an agreement for the construction of TAZARA was concluded in Beijing between the three governments of china, Tanzania and Zambia.  

The Tanzania – Zambia Railway Authority was established in March 1968 and the survey and design work was commenced in October 1968 and completed in May 1970.


Construction of the line started in October 1970 and presidents Julius Nyerere of Tanzania and Kenneth Kaunda of Zambia officially inaugurated the commencement at Kapiri Mposhi in Zambia and Dar es Salaam in Tanzania respectively.
                 
The construction of the line was completed in June 1975 and the TAZARA was formerly handed over to Tanzania and Zambia by the People’s Republic of China in July 1976 where by the full operations commenced.

   
2:2      MISSION AND VISION OF THE AGENCY

2.2.1   Mission
To satisfy customer needs through the provision of an efficient and quality transport service.
2.2.2   Vision
To be the most preferred transport organization in the sub-region.

2.3      OBJECTIVES AND FUNCTIONS OF THE AGENCY

2.3.1   Objectives

(a)      To increase tonnage to 71,000 per month from December 2012 to June 2013 and thereafter target an annual growth rate of 30% until 2014.
(b)          To transport 1.5 million passengers per annum with a projected growth rate of 10% per annum until 2013
(c)          To develop a safety policy in six moths
(d)          To review various rules and regulations by July 2013
(e)          To devise measures to improve security by March 2014
(f)             To devise an efficient marketing strategy to retain and attract customers up to the end of this year.

2.3.2   Functions
(a)      The major function of TAZARA is transportation of Cargo and passengers. TAZARA transports two types of freights which are the local goods and foreign goods.
(b)             The train carries Cargo originating from Dar Es Salaam and other areas in Tanzania to new Kapiri Mposhi in Zambia and vice versa.

2.4      ORGANIZATION STRUCTURE
TAZARA is divided into two regions (Tanzania and Zambia) with regional offices in each country. The Head office of TAZARA is in Dar es Salaam Tanzania. All the Regional General Managers in both Tanzania and Zambia are responsible to the managing Director at the Head office in Dar es Salaam Tanzania.

CHAPTER THREE

3:0      THE HRM FUNCTIONS I PRACTISED
The human resources management functions which I practiced during my field work were as follows:-
(a)                   Leave preparations and calculations of benefits
(b)                   Disciplinary procedures
(c)                   Employee motivation strategies
(d)                   Human resources training and development.

3.1      LEAVE CALCULATION AND PREPARATION OF BENEFITS
I was given task to calculate leave benefits of employees such as payments of fare money for the employee and his/her family from the place of work to his/her place of domicile and back to the place of work. Then I prepared and filled in the leave forms for the employees.

EXPERIENCES ACQUIRED
In the classroom I did not leant anything that employees leave rights and benefits should be accurately calculated, but at the field work agency, I was assigned to perform myself those employee leave benefits and filing them for further actions.

3:2      DISCIPLINARY PROCEDURES
During my field practice, I leant that TAZARA has a collective Agreement which outlines that the employees who misconduct will be sued to the disciplinary committee which will decide the penalty to be imposed up on the offender, and sometimes if the offence is a criminal one the case will be taken to the court of law. This was the new experience to me because we did not learn it during the class.
   
EXPERIENCE ACQUIRED
I learned about the employee who was dismissed because she used forged certificates to get employed by TAZARA.

3.3      EMPLOYEE MOTIVATION STRATEGIES
In the classroom we learnt the importance of motivation of employees. During my field work practice, I learnt and observed the motivation strategies of TAZARA for the employees. Some of such strategies are as follows:-

            3.3.1   Issuing of free passes to employees.
When employees are traveling by TAZARA train, they are given free passes to travel freely. Also the retiree employees are offered free passes to travel by TAZARA train twice a year.
3:3:2   Leave benefits
Workers are paid transport fares when they are traveling on leaves from their work place to their place of domicile and back to their workplace.
            3.3.3   Issuance of sick sheets
When the employee or his/her family is sick, he/she is provided with free medical treatment by being given a sick sheet which authorize free treatment for the employee whereby all the experiences will be paid by the management of TAZARA.
            3.3.4   Training of employees
There is a schedule for training workers from various departments in the agency. Workers are sent to various training institutions so as to upgrade their skills, knowledge and experience to suit their promotion.
    

            3.3.5   Golden handshake
On retirement the retiring employee is given 36 sheets of corrugated irons or the value of money equal to 36 sheets of corrugated irons as a thanks giving from the organization to the worker for having been willingly working for the organization up to the compulsory retirement period.

EXPERIENCE ACQUIRED
In classroom we learnt motivation strategies theoretically, but in my field work practice, I practiced the above motivation strategies practically by preparing sick sheet and free passes for the employees and by calculating leave benefit for the employees.

3.4      HUMAN RESOURCES TRAINING AND DEVELOPMENT
Training is a learning process in which employees acquire knowledge, skills, experience and attitudes that they need in order to perform well their jobs for the achievement of their organizational.
In my field work practice, I observed that TAZARA has a training plan for workers from all the departments every year to enable them to acquire required skills, knowledge’s, experiences and attitudes to achieve organizational and individual goals.

EXPERIENCE ACQUIRED
I learnt that training to the employees increases the productivity in the organisation. That training of employees should base on the demands and performance capabilities.



                                         CHAPTER FOUR

4:0      PROBLEMS
4:0:1   Lack of sufficient orientation
During the course of field work practice I was not introduced to all the departments of the agency. Such as financial department, commercial department Engineering department, operational department and supply department. I was introduced to registry, Administration, HHR and SHRC offices only.
4:0:2   Lack of sufficient information Technology equipment (Computer)
Some offices do not have computer, systems for data collection and storage.
             
4:1      SUGGESTIONS

4:1:1   SUGGESTIONS TO ECKERNFORDE TANGA UNIVERSITY
I would like to advise the Eckernforde University to assist the students to get the field work placement agency on time. This is because some students find it difficult to get the suitable agency for field work placement.

4:1:2   SUGGESTIONS TO TAZARA AGENCY
First, orientation of field work practice students, should involve the introduction of students to all the departments so that the student and the employees can know each other.

Second, I recommend that the agency should ensure that each office is fitted with computer systems to simplify data collection, storage and distribution.   

4:2      CONCLUSION AND RECOMMENDATIONS

I conducted my field work practical; training at TAZARA from 17th September, 2012 to 12th October, 2012.

All the process of my field work involved the assimilation and practice of what I had learnt theoretically in the classroom in realism and practical situation.

My supervisor instructed me many things and assigned me various duties relating to the functions of HRM. This helped me to acquire knowledge skills and experience, about HRM in a real life situation.

Lastly, this field work report is designed for academic requirement and aimed at demonstrating the trend of activities which I perform during my field work practices.