Effectiveness of Recruitment and Selection Practices in Public Sector Higher Education Institutions: Evidence from Ghana

Otoo, Isaac Christopher; Assuming, Juliet; Agyei, Paul Mensah

doi:10.19044/esj.2018.v14n13p199

Cited by 20 publications

(25 citation statements)

References 8 publications

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“…performance appraisal, empowerment and compensation and benefits). Empirical studies of HR practices and employee retention in public sectors (Fahim, 2018;Otoo, Assuming, & Agyei, 2018), commercial banks (Eva, 2018), higher education sector (Javed et al, 2019) and government agencies (Alosani et al, 2021) have all shown skill-enhancing practices (recruitment and selection, training and development) to be more important in the public sector, whilst motivationenhancing practices are more focused on in the private sector.…”

Section: Discussionmentioning

confidence: 99%

The impact of human resource practices on employee retention: A study of three private higher educational institutions in the United Arab Emirates

Alajlani

Yesufu²

2022

SA j. hum. resour. manag.

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Orientation: Human resource (HR) practices have a significant impact on building the perceptions that define the relationships between employees and employers. Hence, it is imperative to develop further knowledge on how these HR practices impact employee retention within the higher education context.Research purpose: The purpose of this study was to examine the relationship between various HR practices and employee retention in an organisation. The article also investigates the effect of HR practices across employees of various demographic backgrounds, such as citizens and expatriates.Motivation for the study: The limited research was conducted on employee retention in higher education despite the fundamental role that higher education institutions play in driving innovation, developing knowledge capital and research and development.Research design: Descriptive statistical analysis and multiple regression analysis with a sample size of 270 employees working across three higher education institutions in the United Arab Emirates (UAEs).Main findings: The findings showed that HR practices can improve employees’ retention, with moderate positive perceptions amongst UAE citizens, but an unsatisfactory level of perception and effect of human resource practices amongst expatriates.Practical implications: The results indicate a difference in the effects of HR practices across various demographics within the same the section. Hence, HR management should be looking at a unification of HR practices to obtain unified results in loyalty, commitment and employee retention.Contribution: However, the results also indicated that this gap in employees’ retention can be minimised by improving on empowerment and compensation and benefits, with even more enforcements of training.

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Section: Discussionmentioning

confidence: 99%

The impact of human resource practices on employee retention: A study of three private higher educational institutions in the United Arab Emirates

Alajlani

Yesufu²

2022

SA j. hum. resour. manag.

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“…Sehingga perekrutan dapat didefiniskan sebagai proses menemukan orang yang paling tepat untuk mengisi posisi atau pekerjaan yang kosong dalam suatu organisasi. Orang-orang yang melamar harus memenuhi persyaratan perekrutan organisasi seperti pengalaman, pengetahuan, keterampilan, kualifikasi, dan sikap yang baik untuk pekerjaan itu [10]. Dalam hal ini, departemen human capital dapat mencari pelamar tersebut dari internal maupun eksternal organisasi.…”

Section: Tinjauan Pustakaunclassified

Model Sistem Informasi Perekrutan, Mutasi Dan Promosi Studi Kasus : Human Capital Um

Darudiato¹

2022

Restikom

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Salah satu upaya untuk meningkatkan mutu lulusan perguruan tinggi adalah memperbaiki atau meningkatkan kualitas dari sumber daya manusia yang ada dilingkungan perguruan tinggi tersebut. Sedangkan dari sekian banyak permasalahan umum yang sering terjadi pada sebuah perusahaan atau institusi adalah tingginya pergantian karyawan, dan tingkat kinerja yang kurang maksimal. Hal ini disebabkan oleh rasa jenuh atau bosan dalam pekerjaan, merasa kurang dihargai, dan kurang atau tidak terbukanya penilaian kinerja. Seiring dengan teknologi informasi yang terus berkembang dengan begitu pesat, dan telah mempengaruhi kehidupan sehari-hari manusia, sehingga tidak lengkap rasanya kalau suatu kegiatan tidak memanfaatkan teknologi informasi. Teknologi informasi dapat membantu pengguna dalam melaksanakan pekerjaannya secara efektif dan efisien. Karena itu, dalam penerapan sistem informasi, teknologi informasi menjadi andalan utama untuk mencapai tujuannya. Tujuan dari penelitian ini adalah untuk menghasilkan karyawan yang berkualitas, mengurangi tingkat kejenuhan atau kebosanan, dan keterbukaan terhadap penilaian kinerja. Semua itu dilaksanakan dengan cara observasi terhadap proses bisnis yang ada, dokumen-dokumen yang digunakan, wawancara, studi kepustakaan, dan melakukan analisis serta perancangan. Adapun hasil dari penelitian ini merupakan sebuah model sistem informasi yang terkomputerisasi untuk departemen human capital yang mencakup proses bisnis perekrutan karyawan baru, Rotasi atau mutasi dan promosi. Dengan adanya model sistem informasi tersebut, dapat mempermudah dan mempercepat pembangunan aplikasi untuk proses menyeleksi pelamar baru dan mengembangkan karier dari karyawan.

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“…Recruitment and selection are one of the basic functions of human resource management (Harky, 2018;Otoo et al, 2018). The definition of recruitment itself is the process of attracting a large number of people who are qualified for a job (Walker et al, 2009).…”

Section: Recruitmentmentioning

confidence: 99%

“…Selection is the second stage of the work process. Therefore, the selection is the process of identifying the most appropriate and suitable person for a particular job (Otoo et al, 2018). In the process of selecting new employees of PT.…”

Section: Selectionmentioning

confidence: 99%

Implementation of Human Resources Management in Tea Plantations in Indonesia: A Case Study – Pt. Perkebunan Tambi

Yusuf¹,

Tsaltsa²

2021

IJMRSS

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Tea is one of the leading plantation commodities in Indonesia. Most of the tea commodities produced today are exported to the international market. The success of tea plantations in facing the dynamics and challenges of course cannot be separated from the implementation of good human resource management where human resource management is aimed at improving the quality of the company’s workforce. This paper aims to determine the application of human resource management in a tea plantation company in Indonesia (case study: PT. Perkebunan Tambi). The qualitative research method used in this study used an interactive model and took sources from key informants. The results of this study indicated that PT. Perkebunan Tambi implements human resource management starting from planning, recruitment, selection, socialization or orientation, training and development, performance appraisal to promotion, transfer, and termination of employment to increase productivity and quality of its employees.

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Effectiveness of Recruitment and Selection Practices in Public Sector Higher Education Institutions: Evidence from Ghana

Cited by 20 publications

References 8 publications

The impact of human resource practices on employee retention: A study of three private higher educational institutions in the United Arab Emirates

The impact of human resource practices on employee retention: A study of three private higher educational institutions in the United Arab Emirates

Model Sistem Informasi Perekrutan, Mutasi Dan Promosi Studi Kasus : Human Capital Um

Implementation of Human Resources Management in Tea Plantations in Indonesia: A Case Study – Pt. Perkebunan Tambi

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