Employee selection and organization performance in Norwegian people’s aid (NPA) organization, Juba Southern Sudan.

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Kampala International University, College of Economics and Management.
The study on employee selection process and organization performance was guided by four research objectives; generally finding out the relationship between employee selection and organization 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 organization 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 organization performance is low (mean=3.49) respectively. Concerning the relationship between the two-study variable, results from pearsons 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 to ensure that workers with more performance abilities are selected.
A 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
Employee selection, Organization performance, Norwegian people’s aid, Juba - Southern Sudan.