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

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  • Abura Samuel Pirir

    (Kampala International University, College of Humanities and Social Sciences, P. O. Box 20000, Kampala, Uganda)

  • Ongodia Ekomolot

    (Kampala International University, College of Humanities and Social Sciences, P. O. Box 20000, Kampala, Uganda)

  • Kiweewa Emmanuel

    (Kampala International University, College of Humanities and Social Sciences, P. O. Box 20000, Kampala, Uganda)

  • 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.

Suggested Citation

  • Abura Samuel Pirir & Ongodia Ekomolot & Kiweewa Emmanuel & Tukundane Benson, 2022. "Assessment of Recruitment Methods and Employees’ Performance in local Governments, Karamoja Sub Region, Uganda," International Journal of Research and Innovation in Social Science, International Journal of Research and Innovation in Social Science (IJRISS), vol. 6(7), pages 410-427, July.
    • Handle: RePEc:bcp:journl:v:6:y:2022:i:7:p:410-427
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    References listed on IDEAS

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    1. Engel, Robin Shepard, 2001. "Supervisory styles of patrol sergeants and lieutenants," Journal of Criminal Justice, Elsevier, vol. 29(4), pages 341-355.
    2. Zirra Clifford Tizhe Oaya & James Ogbu & Grace Remilekun, 2017. "Impact of Recruitment and Selection Strategy on Employees Performance: A Study of Three Selected Manufacturing Companies in Nigeria," International Journal of Innovation and Economic Development, Inovatus Services Ltd., vol. 3(3), pages 32-42, September.
    3. Memoona Zareen & Kiran Razzaq & Bahaudin Mujtaba, 2015. "Impact of Transactional, Transformational and Laissez-Faire Leadership Styles on Motivation: A Quantitative Study of Banking Employees in Pakistan," Public Organization Review, Springer, vol. 15(4), pages 531-549, December.
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