Study on Relationship between Recruitment and Selection and Employee Performance in Technical Training Institutes in Kenya

Abstract

The purpose of the study was to establish the relationship between Recruitment and Selection and the employee performance in Technical Institutes in Kenya. Human resource is an important corporate asset and the overall performance of company depends on the way it is put to use. In order to realize company objectives, it is essential to recruit people with requisite skills, qualification and experience and while doing so Human Resource Managers need to keep present and future requirements of organization in mind. The technical training institutes have in the recent past, faced transformation, expansion, conversions/upgrading and competition from other service delivery organizations. The objective was be to find out the relationship between recruitment and selection, and employee performance in technical training institutes in Kenya. The research adopted both descriptive and correlational research designs and a mixture of an approach consisting of both qualitative and quantitative research methods. A sample size of three Technical Institutes in Kenya and comprising of 137 respondents was used. A linear regression analysis was used to explain the relationship between independent variables and dependent variable. The data was analyzed and presented using the statistical methods amongst them tables, bar graphs and pie charts. The results were used test and determine the relationship of the variables. The findings revealed that employee welfare and reward management had the greatest effect on performance. The findings of the research was that there was a significant positive relationship between recruitment and selection and employee performance.

Does Commitment Moderate Relationship between Green Human Resource Management Practices and Employee Performance

“…Recruitment and selection have become an essential part of HRM of every organization and the competitive atmosphere especially for organizations in the public sector the policies of HRM are connected with overall job performance. A research study conducted by (Khalid et al 2014) reported positive and significant connection (Matolo et al 2019).…”

“…Recruitment and selectionis one of the most critical activities of HRM which is essential for the success of any organization as it affects the efficient performance of employees and also affects performance of an organization (Khalid, Rehman & Ilyas, 2014).For every successful organizationrecruitment and selection process is essential because the right staffs sustain and enhances the performance of an organization. Also, results of a study conducted by (Matolo, Iravo, & Waititu, 2019) found that the interaction between recruitment practices and performance management practices has a positive effect on non-financial performance and eventually the financial performance of the organization. Therefore, (McCloy, Campbell, & Cudeck, 1994) suggests finding high-quality workers an effective and active recruitment policy should be implemented to attract sufficient candidates.Recruitment and selection process allows an organization to build a skilled and the competent workforce to improve the employees' performance.…”

Pengaruh Employee Retention dan Stress Kerja Terhadap Kinerja Karyawan PT. Multistrada Arah Sarana

“…Retensi karyawan adalah salah satu dari beberapa elemen yang dapat meningkatkan efektivitas karyawan. Karena melibatkan interaksi dengan karyawan baik secara langsung maupun melalui kesepakatan bersama, pengaruh hubungan karyawan terhadap kinerja karyawan relatif cukup besar (Matolo et al, 2019). Hubungan karyawan yang positif menumbuhkan pekerja yang sangat berdedikasi, termotivasi, dan loyal, yang pada akhirnya meningkatkan kinerja organisasi (Nebolisa et al, 2021).…”

Innovative culture and rewards-recognition matter in linking transformational leadership to workplace digitalisation?

“…Transformational leadership, rewards and recognition, and innovative culture Several studies (e.g Matolo et al, 2019;Pawar and Ranga, 2020). have established a significant direct relationship between rewards and recognition and various positive employee and organisational outcomes, but little is known about the moderating effect of rewards and recognition Tsarenko et al (2018).…”