Recruitment Policies and Employee Productivity in Public Organizations: A Case of National Environmental Management Authority (Nema) Jinja Road Kampala

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Kampala International University, bachelors degree in Human resource management
The study was set to establish the effect of recruitment policies on employee productivity in public organizations with special attention to National Environmental Management Authority (NEMA) Kampala Uganda. The study background traced the existence of recruitment policies across the globe, Africa and Uganda on employee productivity. It was based on three research objectives which included the effect of internal recruitment policies on employee's productivity in organizations, assessing the effect of external recruitment policies on employee's productivity in organizations and examining the effects of recruitment methods on employee's productivity in organizations. The existing literature present issues concerning the internal recruitment Policies, external recruitment policies and recruitment Methods, most authors agree that the dimensions of recruitment fundamentally affect employee productivity though others dispute the same. The study adopted a descriptive study using both quantitative and qualitative tools to recruitment policies and employee performance. The study was based on 100 respondents selected from NEMA along Jinja Road. The findings were that internal recruitment policies affect employee's productivity in NEMA were that a simple majority of respondents 57% agreed. It was established that internal recruitment policies affect employee's productivity in NEMA majority of the respondents confirm that internal recruitment motivate other employees through improved work flow in organization with, improve organizational reputation, Stimulate hard work, improves employee-employee relations and enhance compliance to organizational policy. External recruitment policies affect employee's productivity in organizations were that 50% of the respondents agreed through the extraction of experienced manpower, Improve skills capacity, effective marketing, improved organizational reputation and enhanced work ethics. It was finally established that majority of the respondents agreed that recruitment method affect employee performance. The findings were that 58% agreed. Recruitment policies employed in NEMA in the selection of candidates for jobs, the Invitation policy. 19%, Policy on methods, Selection policy, Placement policy and orientation policy. The researcher therefore recommended for internal recruitment in form of promotions to improve the capacity and motivate the other employees for hard work in the organizations. The internal policies need to be strengthened and focus on productivity or performance before the promotion to create a working environment. There is need for external equity in the organization especially concerning the members of the working groups in the organization. Offering the best employment packages will also enable the curbing of competition. An understanding that ability as well as seniority will be taken into account in making promotions. Treating fairly the people, the human resource department should appraise employees to help them give off their best and refresher courses must be organized for employees for them to be abreast with trends in the ever growing market.
A Research Report Submitted To the College Of Economics and Management in Partial Fulfillment of the Requirements for the Award of a Bachelor's Degree of Human Resource Management of Kampala International University
Recruitment Policies, Employee Productivity, Public Organizations, National Environmental Management Authority