Tag Archives: Recruitment

Effect of Recruitment and Selection Practices on Job Satisfaction of Security Personnel in Public Secondary Schools in Baringo County, Kenya (Published)

Security officers are part of the non-teaching staff in schools and school managers expect them to be productive, dedicated, disciplined and committed to their work. Studies carried out in other countries have revealed that human resource management practices have profound effects on the job satisfaction of security personnel. Therefore, the purpose of this study was to examine the effect of human resource management practices on the job satisfaction of security personnel in public secondary schools in Baringo County, Kenya. This paper presents and discusses the research findings on the effect of recruitment and selection practices on job satisfaction of security personnel in public secondary schools in Baringo County. It targeted 508 security personnel and 169 principals in public secondary schools in Baringo County. Slovin’s formula was used to get the sample of 224 security personnel. Random sampling technique was used to select 10% of the school principals to participate in the study. A questionnaire and an interview guide were used to collect data. These research tools were validated and then tested for reliability. Cronbach Alpha was used to test reliability. The reliability of the instrument was 0.788, which was above the 0.70 threshold of acceptable reliability. Qualitative data was analysed thematically based on the objectives. Quantitative data was collected and analysed by use of both descriptive (means, percentages as well as frequencies) and inferential statistics. The inferential statistics comprised Pearson product moment correlation and multiple linear regression. The results from the research revealed that recruitment and selection practices (β2=0.322, p<0.05) had significant effect on security personnel’s job satisfaction. Therefore, recruitment and selection practices were found to be major predictors of job satisfaction. The researcher concluded that the Recruitment and selection practices were significant determinants of security personnel’s job satisfaction. It is therefore recommended that school Boards of Management should clarify the requisite skills and qualification for security personnel. They should advertise vacancies for security jobs and avoid recruiting personnel only from the school neighbourhood. They should ensure they select the right candidates for the right job.

Keywords: Baringo County, Effect, Job Satisfaction, Kenya, Public Secondary Schools, Recruitment, security personnel, selection practices

Tourism and hospitality education in Egypt: Is it a necessity to eliminate the recruitment of unqualified employees? (Published)

Tourism and hospitality industry has been recognized as one of the most growing activities over the last decades. The major resource in tourism and hospitality industry is the qualified employee. The success of this industry depends on employees’ performance. Therefore, this study aimed to investigate the role of tourism and hospitality education in eliminating the growth of unqualified employees. The research analyze the role of training programs, technical and scientific skills existing in employees working in the tourism and hospitality sector in Egypt. This analysis will identify the role of education in eliminating this phenomenon. A quantitative approach was used by distributing a questionnaire to employees in travel agencies and hotels to explore their opinion on the training, technical and scientific skills offered by universities and their organizations. This paper applied a descriptive analysis using Cronbach’s alpha, mean, standard deviation and t-test. The results show that technical and scientific variables have a significant impact on eliminating the unqualified employees.

Keywords: Recruitment, hospitality education, tourism education, unqualified employees

Effect of Recruitment Policies on Quality of Health Services in Public Hospitals of Najran: Staff Perspective (Applied Study: 2013-2018) (Published)

The present study investigates the effect of recruitment policies on quality of health services (i.e. reliability, responsiveness, tangibility, assurance, and empathy) in public hospitals in Saudi Arabia over five years from 2013. It was applied to the hospitals of Najran region, namely King Khalid Hospital, Maternity and Children’s Hospital, Al Chorfa General Hospital, Yadma General Hospital, Thr General Hospital, Hbuna General Hospital, and Sharourah General Hospital. The study adopted the analytical descriptive approach and applied a questionnaire to (212) staff members. It concluded that the hospital lacks an administrative unit to screen the candidates for administrative positions and lacks the effectiveness of notifying the patients with the date of offering the health services. Additionally, the hospital slowly responds to the patients’ enquires and complaints and does not comply with offering health services in a timely manner. The study recommended establishing an administrative unit to screen the candidates for administrative positions, reviewing the response mechanism to enquire and complaints, as well as committing to offering health services on time.

Keywords: Public Hospitals, Quality of health services, Recruitment, Selection

Some Biological Parameters of the Red Porgypagrus Pagrus in Benghazi Coast (Eastern Libya) (Published)

Commercial fish samples from   Benghazi coast were studied during December 2014 to November 2015.The number of sample collected was 254 fish, number male fishes  81 and female 143, and 30 immature, the sex ratio male to female was 1:1.8:Age groups estimated,  4 years groups determined from scales reading.   The von Bertalanffy growth equation fitted to the most recent, back-calculated lengths from all the samples Lt = 31.4*(1-e(-0.237*(t+1.04)),  For male= Lt= 35.04*(1-e(-0.2*(t+0.643)), and for female was Lt=33.5*(1-e(-0.19*(t+0.239)). Growth performance index was, 2.1, 2.4, and 2.3 for whole sample, male and female, respectively. Total mortality ( Z) equal 0.9 per year. Natural mortality  (M)  about 0.3 per year. Fishing mortality   (F) is therefore 0.6 per year. The survival rate value of P.pagrusin Benghazi coast  was found to be 0.4, while the exploitation ratio was 0.7. Age at first capture Tc =    1.4 year at length at first capture Lc = 13.9cm, while length at recruitment (Lr) was 9.6 cm and the corresponding age at recruitment (tr) was 0.5  year, the value of Yield per recruit equal 29.8 gm at fishing mortality 0.6 per year, Fmax  found to be 0.5 at maximum Yield per Recruit 30.23 gm,  lower than ours result 0.6 .

Keywords: Benghazi Coast, Exploitation Ratio, Fishing Mortality., Pagruspagrus, Recruitment

Information Literacy Skills and Information Utilization by Students In Two Nigerian Universities (Published)

Information Technology (IT) has changed the business world many times over. In the Information Age, the advent of computers and the Internet has increased that impact significantly. Many businesses particularly banking industry cannot even function without the use of computer technology. This impact is seen in nearly all areas of business, including human resources, where technology continues to have a significant impact on Human Resource (HR) practices. The purpose of the study was to investigate the role of IT on HR functions in Fidelity Bank and National Investment Bank (NIB). The Survey approach was adopted for this study, with staff from the HR department as the subjects. The purposive sampling technique was adopted and the SPSS as an analytical tool was used to create tables and correlation of some variables. It was found out that Online Social Network (OSN) among other IT tools is mostly used for recruitment by private banks whereas daily newspapers are used by the public banks. Moreover, the study revealed that HR functions in scope and responsibilities have increased in the last three years in both private and public banks. Furthermore, it was revealed no relationship between the e-recruiting and employee performance. It is recommended that banks endeavour to heighten intensive application of existing HRIS and employee appraisal to help with the implementation of IT in HR functions.

Keywords: E-Recruitment, Human resource, Information Technology (IT), Online Social Network (OSN), Recruitment

Leveraging Information Technology (It) In Recruitment and Selection Processes- A Comparative Study (Published)

Information Technology (IT) has changed the business world many times over. In the Information Age, the advent of computers and the Internet has increased that impact significantly. Many businesses particularly banking industry cannot even function without the use of computer technology. This impact is seen in nearly all areas of business, including human resources, where technology continues to have a significant impact on Human Resource (HR) practices. The purpose of the study was to investigate the role of IT on HR functions in Fidelity Bank and National Investment Bank (NIB). The Survey approach was adopted for this study, with staff from the HR department as the subjects. The purposive sampling technique was adopted and the SPSS as an analytical tool was used to create tables and correlation of some variables. It was found out that Online Social Network (OSN) among other IT tools is mostly used for recruitment by private banks whereas daily newspapers are used by the public banks. Moreover, the study revealed that HR functions in scope and responsibilities have increased in the last three years in both private and public banks. Furthermore, it was revealed no relationship between the e-recruiting and employee performance. It is recommended that banks endeavour to heighten intensive application of existing HRIS and employee appraisal to help with the implementation of IT in HR functions.

Keywords: E-Recruitment, Human resource, Information Technology (IT), Online Social Network (OSN), Recruitment

THE IMPACT OF RECRUITMENT AND SELECTION CRITERIA ON ORGANIZATIONAL PERFORMANCE (Published)

This study investigates the impact of recruitment and selection criteria on performance using Fidelity Bank Plc, Lagos Nigeria as focal point. The analyses of 130 valid responses obtained through a questionnaire that was administered to randomly selected respondents revealed that recruitment and selection criteria have significant effect on organization’s performance (X2 = 35.723; df = 3; p<0.05). The more objective the recruitment and selection criteria, the better the organization’s performance (X2 = 20.007; df = 4; p<0.05).

Keywords: Human resource, Organization, Performance, Recruitment, Selection

HRIS AS A TOOL FOR EFFECTIVE DECISION MAKING IN SELECT SOFTWARE COMPANIES IN BANGALORE, KARNATAKA, INDIA (Published)

21st century is acknowledged for its information outburst, technological innovation and also for transmission of such information through Human Resource Information System for successful functioning of organizations. HRIS facilitates retrieval of information quickly and accurately which allows quick analysis of HR issues and gives good information for decision makers. HRIS acts as an effective tool for managers to take effective decisions. With this background, an attempt has been made to assess the impact of human resource information systems usage on decision making process in the select software companies. For the purpose of the study 50 companies were selected based on purposive sampling method through a structured questionnaire administered. The sample included 350 IT professionals from different designations. Statistical tools like descriptive statistics, ANOVA and t-test have been used. The IT professionals and their designations have been considered as independent variables while the decision making process has been treated as dependent variable. The results of this research would help software companies to better understand the usage of HRIS to facilitate the decision making process in their organizations and also would help to identify how the decisions are taken by the employees with the help of HRIS.

Keywords: Application Tracking, Decision Making, Employee security, Human Resource Information Systems, Recruitment, Strategic information