Employee selection and organization Performance in Norwegian people’s aid (NPA) organization. Jub southern Sudan
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Date
2011-08
Authors
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Publisher
Kampala International University, school of Economics and Management
Abstract
The study on employee selection process and organisation performance was
guided by four research objectives; generally finding out the relationship between
employee selection and organisation performance. Over the past years, NPA has not
performed well in terms of task execution, either as a result of semi-skilled,
inexperienced work force or political interference. It is against this background that the
study sought to find if there was a relationship between employee selection (application
forms, skills, knowledge, experience~ and organisation performance. The study was
guided by descriptive correlation research design, purposive and stratified sampling
techniques were used in determining the appropriate sample sizes (124) respondents. A
closed ended questionnaire was used in collecting data from the field.
The findings (using SPSS Descriptive statistics) reveal that the extent of existing
selection practices in NPA is unsatisfactory (mean=3.45) and the level of organisation
performance is low (mean=3.49) respectively. Concerning the relationship between the
two study variable, results from persons linear correlation coefficient revealed all
existing employee selection practices are significantly correlated with all aspects of
organizational performance in case of NPA (sig. <0.05). Results also indicate that
employee selection practices are positively correlated with all aspects of organizational
performance in NPA (R-values>0). This implies that an improvement in the selection
procedures significantly improves organizational performance as per this study. Basing
on these results, the stated null hypothesis is rejected at a 0.05 level of significance.
These results lead to a conclusion that an improvement in the selection procedure, for
example making it more relevant, transparent and based on merit is likely to improve
the performance of NPA by a coefficient of 0.956 (R-value on performance index).
The researcher therefore recommends that management of NPA needs to improve
the employee application forms selection procedure so as to ensure that workers with
more performance abilities are selected. Furthermore, management of NPA should try
to improve the employee interviews selection procedure so as
Description
Thesis Presented to the School of Postgraduate Studies and Research Kampala International University Kampala, Uganda in Partial Fulfillment of the Requirements for the Degree Master of Business Administration Human Resource Management
Keywords
Employee selection, Organization Performance, Norwegian people’s aid (NPA) organization, Sudan