Employee selection process and performance: a study in National microfinance bank Mandela Moshi, Tanzania
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Date
2010-09
Authors
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Kampala International University, College of Humanities and Social Sciences
Abstract
This study set out to describe the relationship between selection procedure
~mo~ovee ~errormance ~n oraanizarions, a study in National Microfinance
Bank limited, Mandela Branch-Moshi, Tanzania, It was based on both cross
sectional and descriptive correlational survey designs. A self administered
questionnaire was used to collect primary data from 66 employees, using
stratified random sampling. Data analysis was done using SPSS’s relative
frequencies, means, standard deviations, Pearson’s Linear Correlation Coefficient
and ANOVA. The study wanted to establish whether there is a strong relation
ship between; i) employee application forms selection procedure; ii) formal job
interview selection procedures; iii) formal employment testing selection
procedure and iv) employee physical examination and reference checking
procedure and performance of the selected employees in NMB, hence the four
study objectives, questions and hypotheses.
The findings showed that employee performance in NMB Mandela branch was
significantly correlated with; I) the employee application forms selection
procedure (r=0.464, sig.=0.000); ha) the preliminary interview selection
procedure (r=0.334, sig.=0.006); iib) final selection interview procedure
(r=0.378, sig.=0.002); but was not significantly correlated with iii) formal
employment testing procedure (r=0.228, sig,=0.066); and iv) physical
examination and reference checking procedure (r=0.142, sig . = 0.256). Employee
selection as a whole was significantly correlated with employee performance (F =
7.997, sig. =0.000, R square =301), with interviews (13=0.682, sig. =0.000); and
formal testing (13=0.578, sig. =0.000) being more responsible than others.
The research was concluded that properly arranged and conducted; i)
employee application forms; and ii) job interview will significantly lead to
selection of employees with high performance abilities; while iii) formal
employment testing selection procedure; and iv) physical examination and
reference checking do not (r=0.228, sig.=0.066 & r=0.142, sig.=0.256
respectively). From research findings I recommend that if employee performance
is to be improved in NMB, management should improve the; i) employee
application forms selection procedure; and ii) job interviews selection
procedures, by ensuring that they ask for employee abilities, qualifications,
specializations, morale and confidence, technical abilities, written and oral
abilities experiences and ensure that the information put is relevant to the job
one is applying for. Last but not least NMB should not over rely on formal test
like testing employee traits, abilities, likes and dislikes, capacity to learn,
intelligence, performance, etc. and physical examination and reference checking,
as these may not result into high performing workers
Description
A thesis presented to the school of post graduate studies and research Kampala International University in partial fulfillment of the requirements for the a degree master of arts in human resource management
Keywords
Employee selection process, Performance, National microfinance bank, Tanzania