Browsing by Author "Charity, Kagubaire. K."

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    The impact of recruitment procedures on employee performance in Private Universities in Uganda: Kampala International University as an illustrative example.
    (Kampala International University, College of Humanities and Social Sciences, 2006-10) Charity, Kagubaire. K.
    All organizations are made up of human beings (workers) and other non-human resources (Maicibi 2003). Watson (thee founder of IBM) asserted, “you can get capital and erect buildings, b Ut t takes p eople to build a business” (Chandan 2000:272). It was on this background that this research was prompted. Conversely, it has long been argued and established that, the quality of human resources has a high correl~tion with the level and quality of organizational performance and productivity. Consequently, organizations should strive to attract and retain the best quality of human resources (Maicibi 2003). Therefore, this research aimed at evaluating the impact of recruitment procedures on employee performance in private Universities and was guided by research objectives and questions whereby the general objective of the study was; to determine the impact of recruitment procedures on employee performance at Ku. It has been evident that, the issue of Recruitment presents one of the greatest challenges to organizations performance and this appears more rampant in private Universities. However, there has not been much done, to look into this challenge and literature about the same remains limited. Therefore, though such a system of recruitment exists, no one seems to come up with an analysis on its impact on the general employee performance. Theoretical and empirical literature was reviewed with reference to ardent scholars like; Armstrong (2001), Cole (2002), Scullion and Linehan (2005), Maicibi (2003), Subba (2001). Generally these scholars agree that, though recruitment procedures have an impact on employee performance, there are, other factors for instance, labor turnover, and employee motivation among others and are indeed critical. Further, major findings of the study concur with the literature that recruitment procedures have an impact on the employee performance. For data collection, a questionnaire (Appendix III) and an interview guide (Appendix IV) were used to generate the data. In addition, the d ata collected was entered using Epidata 3.1(Appendix V) for validation and was later analyzed using a computer-aided tool, the Statistical Package for Social Sciences (SPSS) for windows version 12.0. Bivariate and descriptive statistics were applied to derive cross Tabulation, Chi-square tests to arrive at the Tables and charts in chapter four. More so the study findings revealed that there is a significant relationship between recruitment procedures and employee performance although it also indicated that there are other factors that are related to employee performance. However this does not guarantee the generalization of the findings to all private Universities. This was due to major constraint on the respondent’s part that limited them from answering the questionnaires. Therefore, from the major findings, the researcher suggested that, it would be worthwhile for KTU to consider streamlining the recruitment procedures on account of an associative relationship w ith employee performance. Conclusively, the researcher suggests that in future, research should be conducted to find out how other factors, other than recruitment procedures affect the employee performance in any organization.