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This study examined the influence of recruitment and selection process on the performance of individual employees in public institutions where TANESCO was used as a case study. Specifically, the study identified recruitment methods used by TANESCO; selection criteria used to select new employees at TANESCO; determined the perception of employees towards organization’s enrolment and assortment process; examined the magnitude which employment and assortment influenced individual recital and identified challenges facing TANESCO in the recruitment and selection procedures. Data for this study were gathered using questionnaire survey and interview methods. In this study, 50 participants responded to a questionnaire survey while 12 managerial personnel participated in the interview. These included some employee’s human resource practitioners and other administrative staffs.
The study findings revealed that TANESCO uses various recruitment methods to recruit new candidates. Such methods include job advertisements, employee transfer, employee promotion, employment agents, company websites, walk-Ins, Write-Ins, professional bodies and education institutions. The study found that academic qualifications, relevant work experience, personality and interest, performance during the interview, job knowledge and attitude are the criteria used by TANESCO to select new employees.
Furthermore, popular of defendants were of the opinion that if employment procedures are conducted properly can refine individuals’ performances that snowball to the company’s success at large. This is because it helps to build employees’ morale, commitment and satisfaction at work. It is also instrumental in reducing labour turnover; therefore, the process can shape employees behaviour at work. Furthermore, it helps the organization to poach critical skills while retaining potential employees all of which can be translated into higher individual productivity. The study also discovers that in employment procedures recruitment and selection face some challenges relating to poor human resource planning, fewer competent candidates in the labour market, ineffectual job scrutiny, high costs of recruitment and
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selection process, favoritism and nepotism together with nonexistence of adherence to employment and assortment policy and procedures.
In recommendations, include the need for public institutions to embrace the culture of practicing active recruiting and selection procedures. This will enable the company to get competent candidates whose performance snowball into higher organization productivity. The study also recommends for the organization to runthrough effectual hiring and selection process, free from biasness, corruption and discrimination. This further calls for the need to introduce stricter measures to ensure that selection according to merit in employee recruitment and selection is attained and maintained. |
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