Employee recruitment and performance of Rwanda Electricity Corporation and Rwanda water and Sanitation Corporation (RECO-RWASCO)

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Kampala International University, College of Humanities and Social Sciences
The purpose of the study was to establish the relationship between levels of effectiveness in recruitment to the performance of RECO-RWASCO in Rwanda. The study was guided by the following specific objectives; to determine the profile of the respondents; to determine the level of effectiveness in recruitment; to determine the level of performance; to establish whether there is significant relationship between effectiveness in recruitment and performance of RECO-RWASCO. The study employed descriptive correlation design and using SLOVEN’s formula, the study sampled 138 respondents from 210 targeted populations and the sampling was done by the use of random sampling. The study used self-administered questionnaires as research instrument and the study ensured validity and reliability of instruments using Content Validity Index and the researcher followed all the ethical and logistic considerations of research. Data was analyzed in both qualitative and quantitatively using statistical techniques such as mean, regression co-efficient and Pearson correlation matrix. Findings using means showed that the level of effectiveness in recruitment are generally effective (overall mean=2.69) and the level of performance of RECO-RWASCO is generally high (overall mean=2.62). In testing the hypothesis, it indicated a positive significant relationship between the level of efficiency of recruitment and level of performance of RECO-RWASCO with a high r-value of r-value of .799, F ratio 5316.843 and a very small sig. value of 0.000. Basing on these results, the null hypothesis was rejected and a conclusion was made accordingly. The study concluded that the level of effectiveness in recruitment influences the level of performance in RECO-RWASCO in Rwanda. It was therefore recommended that there is need for RECO-RWASCO to design, implement and follow up effective recruitment policy for high level of performance.
A Thesis Present to the School of Post Graduate Studies and Research Kampala International University Kampala, Uganda In partial fulfillment of the requirement for the degree of Master of Human Resource Management
Employee recruitment, Performance