(ISW)

FIELD WORK REPORT CONDUCTED AT ECO BANK DAR ES SALAAM

DEPARTMENT OF HUMAN RESOURCE MANAGEMENT

TRAINEE COURSE: BACHELOR DEGREE IN HUMAN RESOURCES

MANAGEMENT

SUPERVISOR NAME: ABDALAH KICHUI

CONSULTANT: LUCAS MWAKAJINGA

TRAINEE NAME: ANNA L RUGAILA

REGISTRATION NO: BHRMB / T.2015/ 159

FIELD DURATION: 24TH JULY TO OCTOBER 13TH

YEAR: 2017
 TABLE OF CONTENTS

Preface........................................................................................................................................I

Declaration.................................................................................................................................II

Dedication.................................................................................................................................III

Copyright..................................................................................................................................IV

Abbreviation..............................................................................................................................V

Acknowledgment......................................................................................................................VI

CHAPTER ONE

1:0 INTRODUCTION; ..…...………………………………………………………...........................................……………......1

1.2 AIM OF FIELD WORK..........................................................................................................................1

CHAPTER TWO

2:0 HISTORICAL BACKGROUND OF ISW; ……..……………………………………………...........................................3

2:1 VISION OF ISW: ……………..……………………………………………………………...................................................3

2:2 MISSION OF ISW: …………..…………………………………………………………….............................................4

2.3 FUNCTION OF ISW.............................................................................................................................4

CHAPTER THREE

3:0DESCRIPTION OF AGENCY; ………………………………………………………...……...............................................5

3:1BACKGROUND OF AGENCY; ……….……………………………………………...……...............................................5

3:1:1 LOCATION OF AGENCY; …………………………………………………………...…...............................................6

3:3 MISSION AND VISION AGENCY; ………………...………………………………...……..........................................7

3.3.1MISSION OF AGENCY; ………………………………………………………………..…..............................................7

3:3:2VISION OF AGENCY; ……………………………………………………………...…….................................................7

3.4Services offered by the agency
…………………………………………………………...................................................8

3.5OBJECTIVE OF THE AGENCY..............................................................................................................11

3:6 ORGANIZATION STRUCTURE; .…………………………………………………………............................................13

CHAPTER FOUR

4:0 ACTIVITIES PERFORMED; …………………………………………………..…….............................................14

4:1EXPIRIENCE GAINED; ………..………………………………………………………….................................................15

4:2CHALENGES ENCOUNTERED; ……………….……………………………...………….............................................15

CHAPTER FIVE

5:0 CONCLUSION AND RECOMMENDATION; ...………………………………………….........................................16

5:1 CONCLUSION; …………………………………………………………………….……….................................................16

5:2 RECOMMENDATIONS; …………………………..………………………………..……...............................................16

5:3 RECOMMENDATION TO THE HRD; ……………………………………………………...........................................16

5.4 RECOMENDATION TO ISW...............................................................................................................17

 PREFACE

This field study is carried out by the students after the second semester of their study to the
partial fulfilment of their award of certificate of Bachelor Degree in Human Resource
Management at Institute of social work.

The Agency is ECO BANK in Dar Es salaam, Tanzania

Field practice is conducted in order to integrate theoretical training obtained in their classroom
with real work situation, to put into application through job training, the knowledge and skills
learnt.
 DECLARATION

I Anna L Rugaila declare that, this is my field report conducted at ECO BANK. It is my
partial fulfilment for the award of Bachelor degree in Human Resources Management at Institute
of Social Work Dar-es-salaam.

For no reason should anyone is required to use this report to present for the purpose of acquiring
award at learning Institution without consulting me

Candidate Supervisor

Full name: Anna L Rugaila Full name:

Signature: …………………. Signature: ……………………
 DEDICATION

This field report is dedicated to GOD for his strength and my beloved parents and guardians for
their financial assistance and advice that made me work through my report effectively.

But also I dedicate this to the institute for their cooperation and solid support for allowing
students at the institute to perform their field practice as part of the fulfilment in attaining their
awards during the time spent at the agency
 Copy right

Anna L Rugaila

2017

All Rights Received

 ACKNOWLEDGMENT

Firstly I would like to thank GOD for giving me hope and faith toward the accomplishing the
field. I would like to thank my family for being there for me and their encouragement.

I would like to thank the entire Human Resource Department of ISW without forgetting, the head
of human resource department Dr. SALIEL KANZA and my field consultant Mr. LUCAS
MWAKAJINGA for their support during the entire period of field.

Lastly much thank, to ECO BANK for their support and accommodation during my field
practice especially to the Human Resource Department
 ABREVIATION

HRTS Human Resource Training Section.

HRO Human Resource Officer

HRM Human Resources Management

ISW Institute of Social work

HR Human Resources

HRIS Human Resources Information System

ADMN Administration

HRD Human Resources Department

ETI Eco bank Transnational Incorporated

 CHAPTER ONE

1:0 INTRODUCTION OF FIELD WORK PRACTICE

Fieldwork is the studies, which enable student, transmit what they are taught in class into
practical of everyday activities. However, it well defines as the subject, which enable student,
personnel to practice what have been taught in theory learning into practical of daily activities.

1.1The aim of conducting field work to students are as follows:

to increase knowledge, ideas and understanding about the study and all practice
concerning human resource management, this enables the students to see things in reality
of performance.
To provide the room to the student to explore personnel attribute particularly values
attitudes and personality in complex roles of organization.

To strengthen understanding of student about power relationships and chain of command

at work place, such as superior- subordinate relationship cultivate teamwork spirits
through shared responsibilities at working place
To promote creativity to student in the course of attending complex issues in service
provision particularly in the world diversity
 CHAPTER TWO

2.0 HISTORICAL BACKGROUND OF INSTITUTE OF SOCIAL WORK

According to Prospectus (2015/16) the Institute of social work is one of the higher learning
institutions in Tanzania. The Institute was established by the National Social Welfare Training
Institute Act No. 26 of 1973 (as amended by the Miscellaneous Act No. 13 of 2002) herein
referred to as the Act. The Institute was established to prepare qualified human resource for
strengthening the social service delivery structure in Tanzania.

The Institute started operating in 1974 in rented buildings of the Tanzania Episcopal Conference
at Kurasini before moving to the present premises at Kijitonyama, Dar es Salaam in 1978.

The first programme was the ordinary diploma in social work, which was designed to address the
manpower problem facing the social welfare department. In 1977 the Institute began offering the
advanced diploma in Social Work. This was necessitated by the need to meet social work
professional standards. In 1982 the Institute introduced the certificate course in labour studies
and later in 1990 an advanced diploma in labour studies was introduced. The purpose of the
course was to train labour inspectors and labour administrators for the labour department.

Further development was experienced in 2002 when the Institute introduced courses in Human
Resource Management at certificate and advanced diploma levels, and postgraduate diploma in
Social Work. In 2004 Postgraduate Diploma in Law, Mediation and Arbitration was introduced.
In 2006/07 the Institute introduced Bachelor Degrees (National Technical Award Level 8) and in
2007/08 Ordinary Diploma (National Technical Award Level 6) in all fields of study offered.

Additionally, Postgraduate Diploma in Health Management Systems since 2013/14 and the
Masters of Social Work from 2014/15 academic year. All training programs offered by the
Institute are competency based, aimed at equipping the trainees with requisite professional
knowledge, skills and competence in their areas of specialization.

2.1VISION, MISSION, AND FUNCTION OF THE INSTITUTE

Vision

To become a provider of high quality, effective and competitive training, research and
consultancy services built around the Institute's core competencies, which are responsive
to the needs of its stakeholders.

Mission

To train, conduct research and provide consultancy services in area of core competences
to meet the market demand and to contribute to the overall social, political and economic
development of the country.

2.3FUNCTIONS OF THE INSTITUTE

The major functions are clearly stipulated in the Act, which established the Institute.
They entail
To provide training in the principles, procedures and techniques of social work, labour
studies and human resource management
To conduct training leading to professional qualification in generic and malt- functional
of other related subject as board of Governors may decide from time to time
To stimulate and promote the pursuit by student of specialized and higher professional
courses of studies and human resource management accordance with the national policies
and development requirement.
To provide consultancy services to the public in areas of social work labour studies and
human resource management and other related areas
To conduct examination and grant awards if ISW as provided by the Act and other
relevant bodies such as the National Accreditation Council for Technical Education
(NACTE)
To perform all such function as stipulated in the Act, which is established the Institute
 CHAPTER THREE

3.0HISTORICAL BACKGROUND OF THE AGENCY ECO BANK

Eco bank Transnational Incorporated (ETI), a public limited liability company, was established
as a bank holding company in 1985 under a private sector initiative spearheaded by the
Federation of West African Chambers of Commerce and Industry with the support of the
Economic Community of West African States (ECOWAS). In the early 1980’s foreign and state-
owned banks dominated the banking industry in West Africa. Commercial banks in West Africa
owned and managed by the African private sector were a rarity. Its founders created ETI with the
objective of filling this vacuum.

The Federation of West African Chambers of Commerce promoted and initiated a project to
create a private, regional banking institution in West Africa. In 1984, Ecopromotions S.A. was
incorporated. Its founding shareholders raised seed capital for feasibility studies and the
promotional activities leading to the creation of ETI.

In October 1985, ETI was incorporated with authorised capital of US$100 million. The initial
paid up capital of US$32 million was raised from over 1,500 individuals and institutions from
West African countries. The largest shareholder was the ECOWAS Fund for Cooperation,
Compensation and Development (ECOWAS Fund), the development finance arm of ECOWAS.

Ecobank signed a Headquarters’ Agreement with the Government of Togo in 1985, which
granted it the status of an international organisation. This status came with the rights and
privileges necessary for ETI to operate as a regional institution, including the status of a non-
resident financial institution. ETI commenced operations with its first subsidiary in Togo in
March 1988.

Ecobank Tanzania

In 2010 Eco bank Tanzania commences business and the Group is now fully present in all the
countries of the nascent East Africa Economic Community. Ecobank expands into Zimbabwe,
buying Premier Finance Group of Zimbabwe. The group also opens representative offices in
Angola and Dubai

The Bank achieved significant improvement in virtually all its financial metrics in 2012.
Revenues grew by 125% to a record Tsh8.6 billion. Total loans/advances increased by 112% to
an unprecedented Tsh77.4 billion in 2012 .Total deposits grew by 49% to record Tsh72.6 billion
in 2012 on the back of increased mobilization from cash-in-transit collections. This largely
fueled the 74% growth in the Bank’s total assets to Tsh114.4 billion in 2012, another
performance milestone

3.1Services offered by the agency:

The bank’s focus is on providing solutions-oriented, high quality products and services to its
customers, comprising of individuals, small and medium scale companies, large local corporates,
parastatals, non-governmental organisations and multi-national companies.

State-of-the-art technology, excellent customer service and a reliable telecommunication system

constitute the backbone of the Group’s product delivery strategy. In addition to the traditional
products and services, Ecobank offers innovative products and services including Mobile
Banking, Remittance, Internet Banking, and the Pan-African Card payment gateway.

The aim is to consistently offer customers efficient, reliable and excellent service, and the Group
operates a ‘’One Bank” construct, which aims at standardizing the Group’s processes and
procedures irrespective of geographical location or language differences

3.2Mission & Vision

Vision

To be our customers’ most trusted partner – passionate about helping them achieve their
lifetime financial goals.

Mission
 To provide our Retail and Wholesale customers with convenient, accessible and reliable
banking and financial products and services

3.3Objective of the agency

Creating enterprise value by growing in markets of greatest opportunity and where we

have a strong competitive positioning, while becoming recognized as the financial
services leader in responsible business

Ethics and transparency

The Ecobank Group has codified policies on corporate ethics, which apply to directors and
employees across the group. These policies are regularly reviewed to ensure that they are in line
with international practice and standards.

Code of conduct for directors

Subject to any applicable local laws and regulations, this Code of Conduct shall apply to all
Group and subsidiary board and board committee members.
3.4LOCATION OF THE AGENCY

The agency(EcoBank) is located in Dar Es salaam in Kinondoni district via kinondoni road with
areas nearby such as the embassy of Switzerland and Multichoice TZ DSTV across the road

Mwandu Ln

Switzembassy

Kinondoni Rd

Burundi road

Kinondoni road Ecobank HQ

Regus DSM

Messe Rd
3.5ORGANISATION STRUCTURE OF ECO BANK

Organization responsibilities, reporting relationship, clearly defined authority , all these are
always portrayed within the organization structure which in turn provide a room for all
organization members in respective to their job positions to perform in accordance to the
organization mission and in achieving the overall targets as to a reason the organization exists

This is the organization structure of ECO bank as shown in the diagram below:
 CHAPTER FOUR

4.0ACTIVITIES PERFORMED IN SUMMARY, CHALLENGES AND EXPERIENCE

GAINED

4.1ACTIVTIES PERFORMED

Prepared payrolls and made certain changes to both the old and new staff and put them
payroll information within the human resource information system
Participated in performance management system , this included the formulation off key
performance indicators
Prepare interview analysis report
Participated in the recruitment process particularly during interviewing and I was
involved in calling successfully selected candidates so as they could fill the positions and
signing of the employee offer or contract at the agency
Participated in shortlisting participated in disciplinary committees under close
supervision to making disciplinary actions

4.2EXPERIENCE GAINED FROM THE FIELD WORK

Handling of disciplinary actions faced by workers

Preparing of payrolls and assigning salaries, overtimes e.t.c
Putting up standards of performance management through standards such as key
performance indicators
Interviewing and shortlisting through providing employment contract to the newly
selected candidates
Working as a team and individual cooperation through departments and units within the
agency

4.3CHALLENGES FACED

During my time in this field work, I was encountered by certain challenges and these are some of
these challenges:
Inadequate / poor facilitation of office requirement example Computer, printer machine
and internet connection was absent in the department of human resource and
administration.
The cooperation was adverse in my training at the agency since most of the employees
were very busy with their responsibilities
The duration of field practice was very limited, this largely hindered coverage of
Practical training, as a solution enough time should be devoted by the institute so as to
allow students to be well equipped with their training as professionals.
the majority of the agency supervisors were just groping in the dark as they did not have
a clear understanding of the nature and type of learning to provide students on fieldwork.
 CHAPTER 5

5.0 CONCLUSION AND RECOMMEDATION

5:1 CONCLUSION:

This field work has been a success through the experience and exposure that i have gained in
these three monthly period, regardless of the challenges I had, I managed to adapt to the
curmstances. therefore the human resource department should consider the use, regulation of
policies that are flexible automation or adapting to sophisticated technology for the bank to work
more efficiently and survive within the competitive market within the industry of banking to
meet objectives and increases performance as well as work efficiently .

field training is generally a valuable training program provided by institutions to ensure that the
conversion of theoretical knowledge in practical know how facilitates the students to now the
challenges, the impact of certain decisions and their executions, adaptability to various working
environment within the labour market as part of putting their careers in a competitive way

5.2 RECOMMENDATIONS

For the purpose of improving these training programs within the academic level and as part of
the students awards for the prosperity and success in these programs so as to overcome the
problems that we have faced and oversee the success in the future I would like toprovide some
recommendations to the following to both the Institute of social work and the Agency.

5.3 RECOMMENDATION TO HRD

Should review its existing human resource policies to ensure completeness and relevance to the
department’s current context; ensure widespread communication and understanding of human
resource policies; regularly monitor compliance to human resource policies; and update human
resources policies on an ongoing basis.

should formalize and standardize the performance reporting process on human resource plans in
order that the results can inform subsequent plans or drive mid-year course corrections where
warranted
The Agency should devote to proper and modern methods of record keeping by using computer
system to both employees and customer’s information so as to avoid misplacement of
information within the agency.

The HR section should review and update organizational Rules and Regulations in order to
maintain value and standard at work place and ensure its well implementations such as
monitoring of staff at working hours.

Ensuring they put supervisors that can help to get what is best expected form the students This is
consistent with the view expressed by agency supervisor that they experience problems
completing students’ assessment forms at the end of the placement because they do not
understand what is expected of them.

5.4RECOMMENDATION TO THE ISW

The Institute of Social Work should make sure that computer based knowledge is of paramount
importance to its students. This is because most of the activities in organization are nowadays
done by using computers hence it will be a pre – requisite tool to the students before going for
their field work attachment.

The Institute of social work should ensure that all the necessary arrangements for field work
attachment are carried earlier so as to avoid inconveniences of some of the field trainees to delay
getting agencies for attachment.

My sincere regards should go to the Institute of Social Work lectures for their devotion in the
field work studies to their students for providing them with the required knowledge and abilities
that have enabled them to do the field practices. However, I advise them the ISW to make sure
that the HRM course is taken seriously by allowing more students to join Human Resource
Management courses since it gives out the best managers to the organizations and since it is
among the best Institutes that offers the pure HRM course in Tanzania.

I also advice the ISW to help its students taking field practices into finding the places for doing
their field practices because it is a more challenging issue especially to all the students who seeks
for places to do their field practices, students usually get challenges when it comes to finding the
places for doing their fields, when they go there others are told to offer money in exchange for
the field that they seek, others are told that there no extra offices or tables for the students to sit
and others are usually told that they do not take any more field students. So that’s a huge
challenge for the students and I advise the ISW to help its students to find places for them to do
their field.