scholarly journals INFLUENCE OF RECRUITMENT AND SELECTION ON RETENTION OF TEACHERS SERVICE COMMISSION SECRETARIAT STAFF IN BUSIA COUNTY, KENYA

2021 ◽  
Vol 6 (2) ◽  
pp. 1-9
Author(s):  
Sylvia Sirai ◽  
Esther Tawarar ◽  
Victor Aliata
Keyword(s):  
Trade Unions ◽  
Employee Retention ◽  
Target Population ◽  
Positive Influence ◽  
Business Strategies ◽  
Hrm Practices ◽  
Business Goals ◽  
Service Commission ◽  
Recruitment And Selection ◽  
Retention Of Teachers

Purpose: Employee retention has been a key source of competitive advantage as well as achievement of business goals and objectives. Employee turnover can have a detrimental influence on the implementation of business strategies and eventually lead to productivity reduction. The secretariat staff labour turnover at the Teachers Service Commission (TSC) has for years increased and this has affected the overall performance at the TSC since qualified employees with experience leave the TSC yearly. For example, in 2018, the recorded turnover of employees was at 20% and the efficiency of TSC fell by 5%. The purpose of the study was to establish the influence of recruitment and selection on retention of Teachers Service Commission secretariat staff in Busia County, Kenya. Methodology: Human Capital and Motivation theories served as the foundation for this study. In this study, a descriptive research design was used. The target population was115 employees working at the TSC in Busia County as secretariat staff. The sample size was 115 according to Slovins, (1980). Findings: The findings revealed that recruitment and selection had a positive significant effect on retention (β=.408, p<.05). The study concluded that HRM practices have a positive influence on employee retention. The output of the research may be utilized by the Department of HRM practices at the TSC Kenya, by employers, academicians, employees, trade unions, HR practitioners, Ministry of Labour in the formulation of a systematic process of ensuring employee retention at work places. The outcome may also lead to efficient and effective service delivery as well as proper utilization of resources by all the departments at the TSC offices in Kenya.

scholarly journals Employee Retention in light of Green HRM practices through the Intervening role of Work Engagement

2020 ◽  
Vol 2 (4) ◽  
pp. 10-19
Author(s):  
Salim Amor Al-Hajri
Keyword(s):  
Pharmaceutical Industry ◽  
Work Engagement ◽  
Structural Equation ◽  
Employee Retention ◽  
Management Practices ◽  
Simple Random Sampling ◽  
Positive Influence ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Hrm Practices

The current research examined the relationship of green human resource management practices with employees’ retention in the pharmaceutical industry of Oman. The study also checked the mediating effect of work engagement in the relationships of Green HRM practices with employee retention. Following the current purpose, the study targeted employees in the pharmaceutical industry as the unit of analyses. Five hundred seventy-six respondents were selected through simple random sampling. Data were collected through a self-administrative questionnaire. Collected data was screened through SPSS23, which concluded with 349 usable questionnaires for data analysis and assessment. Structural equation modeling via Smart PLS 3.2.8 was employed to test the proposed model. The findings of the study show a positive but insignificant association of green HRM practices toward employee retention. However, the study found a significant positive influence of green HRM practices with work engagement and work engagement with employee retention. The study also reported the mediation of work engagement in the green HRM and employee retention relationship. The findings of the study have contributed theoretically and practically.

scholarly journals FACTORS AFFECTING EMPLOYEE RETENTION IN NON-GOVERNMENTAL ORGANIZATIONS IN NAIROBI COUNTY, KENYA.

2019 ◽  
Vol 4 (1) ◽  
pp. 78
Author(s):  
Samwel Mwangi Njoroge ◽  
DR. Joyce Nzulwa
Keyword(s):  
Employee Retention ◽  
Target Population ◽  
Positive Influence ◽  
Descriptive Statistics ◽  
Inferential Statistics ◽  
Policy And Practice ◽  
Factors Affecting ◽  
Governmental Organizations ◽  
Unit Change ◽  
Non Governmental Organizations

Purpose: To establish the factors affecting employee retention in Non-Governmental Organizations in Nairobi County, Kenya.Methodology: The study embraced descriptive research design in order to provide a framework to examine current conditions, trends and status of events. The study targeted the 47 registered Non-Governmental Organizations in Nairobi County, the target population was all the Executive Directors and the Human Resource directors (total=92).  A questionnaire was designed to collect information that contain open ended and closed ended questions. Data was analysed using both descriptive and inferential statistics. This is because descriptive statistics helps to describe the data collected and aim to summarize a sample while inferential statistics are used to interpret the meaning of descriptive statistics besides making propositions about populations and so helps in drawing conclusions.    The filled in questionnaires were collected, cleaned, coded and fed in the computer for analysis by SPSS V22 for both descriptive and inferential statistics.Results: The findings of this study suggested that a clear Leadership positively influences the employee retention in NGO’s in Kenya. The corresponding change in retention can be explained by a unit change in Leadership clarity with the constant. The research found out that Rewards has a positive influence on employee retention in NGO’s in Kenya. The corresponding change in the employee retention in NGO’s in Kenya can be explained by a unit change in Rewards. Rewards determine the organizational strategy.Contributions to policy and practice: Expansion of Leadership space to facilitate access by staff and other stakeholders through allocation of more resources towards development. Rewards play a key role in motivating employees, hence retention in the NGO sector in Kenya. The study recommends more policies developed around rewarding of employees.

scholarly journals Mediating Effect of HRM Practices on the Relationship between Social Networking Sites usage and Employee Retention in Large Companies in Malaysia

2021 ◽  
Vol 8 (1) ◽  
pp. 30-33
Author(s):  
Abdallah Abushammalah ◽  
Junaidah Hashim
Keyword(s):  
Social Networking ◽  
Communication Networks ◽  
Social Networking Sites ◽  
Employee Retention ◽  
Sampling Technique ◽  
Mediating Effect ◽  
Survey Method ◽  
Hrm Practices ◽  
Recruitment And Selection ◽  
The Relationship

This research aims at addressing the relationship between social networking sites with selected human resource management (HRM) practices that include recruitment and selection, compensation, and training and development toward a relationship with employee retention. Several studies and research (Cappelli, 2009; McDonald & Thompson, 2015) stated that effective use of social networking sites could help to improve personal branding and therefore help to develop one’s career. This research used a quantitative survey method to gather the data. A purposive sampling technique was used in this study and a total of four hundred employees from the largest 20 public listed services provider companies in Malaysia participated in the study. Communication networks are measured with 14 items for professional purposes and another 14 items measured the usage of social networking sites for social purposes. These 28 items are modified to assess the usage of communication networks based on Warnakula and Manickam (2010). For HRM practices, 26 items are given to the respondents to answer. Meanwhile, employee retention is measured by 10 items adopted based on Allen and John (1990). The data was analysed using SPSS where descriptive and inferential analyses were used to answer the research objectives. The findings and implications of the study are discussed.

scholarly journals HRM practices that support the employment and social inclusion of workers with an intellectual disability

2017 ◽  
Vol 46 (8) ◽  
pp. 1475-1492 ◽  
Author(s):  
Hannah Meacham ◽  
Jillian Cavanagh ◽  
Amie Shaw ◽  
Timothy Bartram
Keyword(s):  
Intellectual Disability ◽  
Intellectual Disabilities ◽  
Social Inclusion ◽  
Well Being ◽  
Case Study Methodology ◽  
Content Type ◽  
Hrm Practices ◽  
Employment Participation ◽  
Recruitment And Selection ◽  
Hr Managers

Purpose The purpose of this paper is to examine how HRM practices enhance and/or impede the employment, participation, and well-being of workers with intellectual disabilities in three hotels located in Australia. Design/methodology/approach The research employs a case study methodology, including interviews with three HR managers, three department managers, 17 workers with intellectual disabilities, and focus groups of 16 supervisors and 24 work colleagues. Findings The research found that the opportunities to participate in work are driven primarily by developing a social climate that enables social cohesion through the altruistic motives of managers/supervisors and reciprocal relationships. Originality/value The findings lend support for the importance of both formal and informal HR practices, such as inclusive recruitment and selection, mentoring, and training and development, as well as individualised day-to-day support provided by supervisors and colleagues, to improve the participation and well-being of workers with an intellectual disability.

The relationships between Human Resource Practices on Employee Retention in Malaysian Industrial Settings

2013 ◽  
Vol 1 (2) ◽  
pp. 09-20
Author(s):  
Kim Lian Lee ◽  
Sarvanan Singram ◽  
Christopher Luke Felix
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Employee Retention ◽  
Management Practices ◽  
Human Resource Practices ◽  
Manufacturing Companies ◽  
Hrm Practices ◽  
Human Resource Management Practices

Objective - The study explores the relationships between human r esource management practices on employee retention in Malaysian industrial setting s . The human resource management practices such as selection, training and development, performance appraisal and reward were considered in this study as the main factors that impact the employee retention in an organization Methodology/Technique - All d ata used in th is study consist s of respondents of executives and managers in manufacturing companies located in Klang Valley, Malaysia. Data processing and statistical analyses were mainly carried out using SPSS. Reliability test was used to check the con sistency and dimensionality of the scale items. P e a rson Intercorrelation was used to measure the associations among the human resource practices and employee retention and Multiple Regression Analysis to check the criterion - related validity of the scale i tems and to complement the correlation results. Findings - Data from 151 respondents from various industries show ed that the reward was most correlated with employee retention. This is followed by performance appraisal, in which fair and inclusive appraisa l leads to better retention. On the contrary, selection was found to have least significance relationship with employee retention. Novelty - The contribution of the study is in asserting some findings for human resource manager to understand the importanc e of an effective HRM practices on employee retention in the manufacturing industry. Apart from that, this research provides an understanding of some important elements in human resource management practices that are more effective in employee retention. Type of Paper - Empirical Type of Paper - HRM Practices; Employee Retention; Relationship; Significance .

Can India’s Higher Education Improve Through Better Management of Human Resources: A Comparative Study of India and the United States

2021 ◽  
pp. 006996672110638
Author(s):  
Jai Mohan Pandit ◽  
Bino Paul
Keyword(s):  
Higher Education ◽  
Performance Management ◽  
The United States ◽  
The Other ◽  
Hrm Practices ◽  
Other Hand ◽  
Global Standards ◽  
The Us ◽  
Education In India ◽  
Recruitment And Selection

This study investigates human resource management (HRM) practices in higher education institutions (HEIs) based on a comparative analysis of India and the US. Although higher education in India has grown over the decades, its quality, in general, has not kept up with global standards. On the other hand, many US universities have performed consistently well in international university rankings. Based on qualitative research collected from principal stakeholders of HEIs in India and the US, HRM practices and policies followed by them are presented and discussed. Data collection for the research study was through web interviews during the period August–October 2020. The study reveals that Indian public HEIs do not have professional HRM teams. Also, they are in a formative stage in autonomous and private institutions. On the other hand, many HEIs in the US have developed mature HRM systems. This difference resonates in attributes such as structure of HRM, recruitment and selection processes, training and development programmes, performance management, career progression and talent retention.

scholarly journals Assessment of Effect of Hydropower Plant Projects on Socio-Environmental Sustenance and Development in Rwanda: A Review Done At Rubagabaga Hydropower Ltd.

2022 ◽  
Vol 10 (01) ◽  
pp. 2888-2904
Author(s):  
Dr. MUTESI Jean Claude
Keyword(s):  
Community Structure ◽  
Null Hypothesis ◽  
Quantitative Research ◽  
Target Population ◽  
Positive Influence ◽  
Hydropower Plant ◽  
P Value ◽  
Structure And Dynamics ◽  
Hydropower Plants ◽  
The Impact

The study investigated the socio-economic and environmental impact of hydropower projects in Rwanda with a case study of Rubagabaga hydropower Ltd operating from Nyabihu District. It examines the impact of a socio-economic and environmental hydropower plant in Rwanda, identifies the challenge hydropower plants face in Rwanda, and finally investigates the relationship between hydro powers and their socio-economic impact in Rwanda? In this research, the quantitative research design is based on statistical data of the research that was used with quantitative and qualitative methods. Questionnaires were used to collect data. The target population of this study was made up of 252 participants including 154 respondents all from ten different villages surrounding the Rubagabaga plant in Nyabihu District. Data were analyzed using descriptive and correlation analysis and tables that were interpreted to confirm or deny the relevance of the main and specific objectives. Based on results from table no.16 demonstrates that the beta= 0.397 with the t value of 2.333 and the p-value of 0. 021. Since the p-value is less than 0.05, the researcher rejected the null hypothesis and considered it an alternate. There is a strong positive relationship between environmental assessment of hydropower plant projects and socio-environmental sustenance and development. In a nutshell, the researcher has rejected the null hypothesis and considered its alternate. Community structure and dynamics have a positive influence on socio-environmental sustenance and development. Table no.16 shows that beta= 0.341 with the t value of 2.668 as the p-value was 0.009. Since the p-value is less than 0.05. Therefore, the researcher rejected the null hypothesis and considered it an alternate. According to table no.21, the changes in community structure and dynamics of the hydropower plant project cause the increase of 0.341 (34.1%) of the socio-environment sustenance and development. The ratio of beta modal results for the t value expressed t=2.66 hence the probability value is significant on socio-environment sustenance and development noting that sig. =0.009. Carefully, the researcher has rejected the null hypothesis and considered its alternate. With this in mind, community structure and dynamics has a positive influence on socio-environmental sustenance and development. Table no.16 has shown beta= 0.478 with the t value of 4.543 as the p-value was 0.000 which is less than 0.05. According to the findings, the changes in government policies, stability, and support of hydropower plant project causes the increase of 0.478 (47.80%) of the socio-environment sustenance and development. The ratio of beta modal results for the t value expressed t= 4.54 hence the probability value is significant on socio-environment sustenance and development noting that sig. =0.000.

scholarly journals Challenges in Recruitment and Selection Process: An Empirical Study

Challenges ◽  
2019 ◽  
Vol 10 (2) ◽  
pp. 35 ◽  
Author(s):  
Sophia Diana Rozario ◽  
Sitalakshmi Venkatraman ◽  
Adil Abbas
Keyword(s):  
Empirical Study ◽  
Knowledge Economy ◽  
Employee Retention ◽  
Selection Process ◽  
Employee Selection ◽  
Critical Factors ◽  
Recruitment And Selection ◽  
The Right ◽  
Interview Panel ◽  
Critical Aspects

Today’s knowledge economy very much depends on the value created by the human resource of an organisation. In such a highly competitive environment, organisations have started to pay much attention to the recruitment and selection process, as employees form their main asset. However, the critical factors involved in the employee selection process is not well studied. Previous studies on the recruitment and selection process have been performed mainly to study the performance of the employees and the criteria attracting the right talent leading to employee retention and organizational efficiency. The distinction of this paper is that it studies the existing recruitment and selection process adopted by tertiary and dual education sectors in both urban and regional areas within Australia. The purpose of this research is to conduct an empirical study to identify the critical aspects of the employee selection process that can influence the decision based on different perspectives of the participants such as, hiring members, successful applicants as well as unsuccessful applicants. Various factors such as feedback provision, interview panel participation and preparations, relevance of interview questions, duration and bias were analysed and their correlations were studied to gain insights in providing suitable recommendations for enhancing the process.

Organizational success, human resources practices and exploration–exploitation learning

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mercedes Ubeda-Garcia ◽  
Enrique Claver-Cortés ◽  
Bartolome Marco-Lajara ◽  
Francisco Garcia-Lillo ◽  
Patrocinio Zaragoza-Sáez
Keyword(s):  
Organizational Performance ◽  
Positive Impact ◽  
Reward System ◽  
Positive Influence ◽  
Exploratory Learning ◽  
Content Type ◽  
Positive Effects ◽  
Hrm Practices ◽  
Exploitative Learning ◽  
Learning Types

Purpose The purpose of this paper is twofold: first, to analyze which policies of human resource management (HRM) contribute to exploratory learning and which to exploitation learning; and second, to determine the influence of the two types of learning on organizational performance. Design/methodology/approach The research hypotheses are tested by partial least squares with data from a sample of 100 Spanish hotels. Findings The results confirm that, in order of importance, selective staffing, comprehensive training and an equitable reward system lead to exploratory learning. Exploitative learning seems to be fundamentally driven by comprehensive training and an equitable reward system (but in a different way than with exploratory learning). Finally, both types of learning have a positive impact on performance. Practical implications Both exploratory and exploitative learning result from HRM practices. To maintain performance expectations managers should develop both learning types, which entails the utilization of the best HRM practices. Originality/value This study presents empirical evidence around the findings of other studies (Laursen and Foss, 2014; Minbaeva, 2013) which call for further research into whether strategic HRM configurations have positive effects on the two learning types. The results find some practices that have a positive effect in both cases, but with different intensities in their explanations. This finding reveals the need for more detailed exploration around which combinations of HRM practices, in terms of exploratory vs exploitative learning, are advisable for organizations. The study also finds that the two learning types have a positive influence on organizational performance.

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