International Journal of Research and Innovation in Social Science (IJRISS) | Volume VI, Issue VII, July 2022 | ISSN 2454–6186

Assessment of Recruitment Methods and Employees’ Performance in local Governments, Karamoja Sub Region, Uganda

Abura Samuel Pirir, Ongodia Ekomolot, Kiweewa Emmanuel, Tukundane Benson
Kampala International University, College of Humanities and Social Sciences,
P. O. Box 20000, Kampala, Uganda

Abstract: Leadership is a pertinent organizational consideration which provides direction, strategies and motivation of employee towards the attainment of the desired organizational objectives. The purpose of the study was to assess the assessment of Recruitment Methods and Employees’ Performance in local Governments, Karamoja district Sub Region, Uganda. Data were collected using questionnaires and interviews. Data was analyzed at both uni-variate and bi-variate levels using frequency counts means, standard and PLCC which were supplemented by narrative analysis of qualitative data. The objective was to examine the recruitment methods and the leadership styles used in local governments in Karamoja Sub Region. Anchored on Fieldler’s leadership theory and Barney’s Resource Based View, the study hypothesized that H01: there is no significant relationship between recruitment methods and employee performance in local governments in Karamoja sub-region. The study adopted a descriptive cross-sectional survey design. The regression results show (R2 = 0.2695) indicating that a unit change in recruitment attracts 27% change in performance. This means that the variance in work performance of employees in local governments can be predicted from recruitment. This study indicated that recruitment significantly predicts the level of performance of employees in local governments. The null hypothesis that there is no significant relationship between recruitment and employee performance in local governments in Karamoja sub-region of Uganda was thus rejected. The study recommended that the Ministry of local government, in collaboration with the Local public service commission should continuously update and widen the guidelines for recruitment and to enable attracting of a large pool from which the best can be selected; and for ministry to monitor the DSC to ensure effectiveness of recruitment where there are no external influences.

Keywords: Recruitment Methods and Employees’ Performance.

I.INTRODUCTION

Currently organisations and employers of different categories give a lot of attention in ensuring that they acquire appropriate human capital having realized that employee are the most valued asset in a work place. It is the individual performance of employees that will converge to form the overall performance of the organization (Zirra, ogbu and Ojo, 2017). Recruitment as a human resource management function is one of the activities that impact critically on the performance of an organization. While it is understood and accepted that poor recruitment decisions