EVALUATING THE EFFECT OF RECRUITMENT AND SELECTION ON ORGANISATIONAL PERFORMANCE: A CASE STUDY OF AKENTEN APPIAH MENKA UNIVERSITY OF SKILLS TRAINING AND ENTREPRENEURIAL DEVELOPMENT (AAMUSTED).
EVALUATING THE EFFECT OF RECRUITMENT AND SELECTION ON ORGANISATIONAL PERFORMANCE: A CASE STUDY OF AKENTEN APPIAH MENKA UNIVERSITY OF SKILLS TRAINING AND ENTREPRENEURIAL DEVELOPMENT (AAMUSTED).
| dc.contributor.author | JONAS AKUMTALIBEY | |
| dc.contributor.author | 8210380009 | |
| dc.date.accessioned | 2023-12-04T12:57:30Z | |
| dc.date.available | 2023-12-04T12:57:30Z | |
| dc.date.issued | 2022-09 | |
| dc.description.abstract | The purpose of the study was to evaluate the effect of recruitment and selection on organizational performance: a case study of Akhenaten Appiah-Menka University of Skills Training and Entrepreneurial Development (AAMUSTED). The population of the study comprised all staff at Akenten Appiah-Menka University of Skills Training and Entrepreneurial Development. The purposive and stratified random sampling techniques were used to select 80 senior staff and 28 senior members for the study, totaling, 108 participants. Data for the study was obtained using survey questionnaire. Data collected was edited coded, classified and tabulated. After tabulation, the data was analyzed using the Statistical Package for Social Sciences (SPSS) version 23.0. Descriptive statistics (frequencies, percentages and mean) were used to present the results of the study. Findings from this study revealed that the University has a formal policy for the recruitment and selection of employees. In line with this, when vacancies occur, existing employees are considered. Findings with regards to the recruitment and selection process revealed that, defining the position required is the most frequently used recruitment and selection process. This is followed by finding job applicants, evaluating the best applicants, Screening the best candidates and interviewing the best candidates. To add to this, findings with regards to the selection process shows that, screening and shortlisting is the most frequently used selection process, followed by reference and background check, interview, Ability and aptitude tests, physical examination and job offer in that order. Furthermore, this study revealed that factors that affected recruitment and selection practices are poor human relations planning, competency level on the part of employee, lack of experience of employer, ineffective job analysis, ineffective selection methods and lack of awareness on the part of employees. The study further found that, recruitment and selection process positively and significantly influence organizational performance. The study proffers some recommendations for management to ensure good and effective recruitment and selection process for the institution. | |
| dc.identifier.uri | https://ir.aamusted.edu.gh/handle/123456789/1132 | |
| dc.language.iso | en | |
| dc.title | EVALUATING THE EFFECT OF RECRUITMENT AND SELECTION ON ORGANISATIONAL PERFORMANCE: A CASE STUDY OF AKENTEN APPIAH MENKA UNIVERSITY OF SKILLS TRAINING AND ENTREPRENEURIAL DEVELOPMENT (AAMUSTED). | |
| dc.type | Thesis |