About Recabi

RECABI’S Establishment

The Regional Capacity Building Initiative (RECABI) is a private sector business venture established to provide a viable alternative to existing training, development and management consulting institutions currently operating in Eastern and Southern Africa. Its main goal is to assist governments, public institutions and private sector companies improve their capacity to deliver quality services and products and realize their visions and missions. Its service area is the Eastern and Southern African region covering the countries inclusive of Ethiopia, South Sudan, Uganda, Kenya, the United Republic of Tanzania, Malawi, Zambia and Zimbabwe. Apart from the above countries, RECABI’S services are available to other English speaking countries of the African continent.


RECABI is incorporated in Tanzania under the companies Act (cap.2002 of the Laws of Tanzania and given a certificate of Incorporation No. 0723 in 2011 as a Limited Company. For purposes of offering learning interventions it is authorized in Tanzania hence in the region to award certificates of competence to the successfully participating officers. The Institution is headed by a Board of Directors, has a management team headed by a Managing Director appointed by the Board, and a highly qualified and experienced team of Management Consultants hired from the region. Related administrative services are provided by equally qualified, experienced and dedicated staff carefully selected for their jobs. RECABI clients and customers will find a difference in the way staff perform their roles.


RECABI’S Mandate which is fairly wide includes but is not limited to the following areas:

  • Provision of purposeful management and civic education which is an end in itself by outputting graduates who can manage their future lives well as citizens, workers, and parents.
  • Offering human resource (HR) policy development/design assistance, staff recruitment and selection services, organization structural reviews, schemes of service development, creation or review of organization rules and regulations as well as in conducting staff performance audits.
  • Undertaking research, designing and delivering competence – based post qualification learning interventions to public and private sector servants.
This prospectus is in pursuit of section 3 above. The same shall be done through:

  • Leadership training for public and private sector officers at various levels.
  • Management training for middle and senior level officers across the sectors obtaining in government, public and private sector corporations.
  • Supervisory training for officers heading departments, sections, units and work teams in various businesses, and
  • Specialized training for Personal Assistants and Executive/Administrative Assistants to prepare them for higher responsibilities at their places of work.


Our mission is to revamp the capacity of public and private sector business organizations so as to render better services and deliver higher quality products respectively.

Mission Strategy

The above mission is being realized through:
  • Job related knowledge upgrading
  • Job related skills advancement
  • Work related attitude improvement and mind-set change.


Our vision is by 2025 to be recognized as the alternative institution delivering management training that is innovative, empowering and affordable.

Vision strategy

Our above vision is being pursued through the following activities:
  • Researching continuously on new fields of knowledge there after improving curricula
  • Undertaking work study to identify demand for new job skills and factoring the same in courses content
  • Consulting employing organizations to discover emerging customer satisfaction challenges and influencing participants mind-set change necessary for dealing with the same
  • Making greater use of technology in facilitating programmes thereby upgrading work efficiency levels,
  • Visiting trainees nominating organizations to assess their application of acquired competences and agreeing on follow-up actions where necessary.

RECABI’S Competitive Advantage

    RECABI has teaching and training team hired from the region with a minimum of relevant Master degree, a wealth of work experience that are committed and motivated to build trainees capacity and change their way of doing work
  • Learning Ambiance
    RECABI recognizes that effective learning is only feasible where training classrooms are well equipped, the atmosphere is cordial, services are efficient, the library is up-to date and when trainers are available to extend extra support. Such is the ambiance wherever RECABI does training.
  • Participants involvement
    In line with the principles of adult learning trainees in RECABI courses are treated thus and involved in the learning process right from needs analysis to course evaluation to motivate them to learn.
  • Country offices
    RECAB is a market and client driven institution operating a decentralized organization structure. To take service closer to public and private sector beneficiaries country offices have been opened in Dodoma (Tanzania), Nairobi (Kenya), Kampala (Uganda) and Lilongwe (Malawi). More will be opened as need arises. Contact addresses appear at the end of this prospectus.
  • Resource Persons
    RECABI has a wide range of professionals with regional experience covering various management fields of study at her disposal. They constitute an adjunct faculty available at short notice for tailor-made or customized activities. This allows the institution to respond to organizational learning and consulting needs with promptness. Our interventions are therefore very practical in nature thereby positioning the clients to deliver.
  • Consulting Capacity
    RECABI has a team from Eastern and Central Africa with years of consulting experience in the critical areas of human resource management, administrative services delivery, financial management and audit, public relations and customer care. Organizations wishing to be assisted in areas below can enjoy our services at highly competitive charges.

    • Design or review of HR policy
    • Job analysis and job evaluation
    • Review of job descriptions and job specification
    • Design or review of schemes of service
    • Identification of training needs
    • Developing employee motivation schemes
    • Administering team building, activities for enhancing team spirit
    • Organizational audit and restructuring
    • Budgeting approaches and expenditure analysis