Staffing and the Development of Small Scale Enterprises in Owo Local Government, Ondo State, Nigeria (Published)
Regardless of long list of responsibilities and functions that require sufficient number of employees of different professional background, enterprises most especially in developing countries are still manned by insufficient staff. Small and Medium Enterprises (SMEs) are now taken different steps to curb the situation and bridge the gap between the required staff and the existing ones. The study therefore seeks to investigate Staffing and the development of SMEs in Owo local government, Ondo State, Nigeria. The specific objective of the study is to determine the extent effect of recruitment and selection on productivity and examine the effect of Placement and orientation on the development of staff on the survival of selected SMEs in Owo local government. Survey research design which is quantitative approaches to the study was employed by the researcher. Questionnaire was used as means of selection of the respondents that included questions measuring perceptions of the respondent. The population of the study covers a total number of 1005 staff of twenty-three (23) Retails enterprises, ten (10) production small scale enterprise and eighty-one (81) agro allied enterprises, with a sample of six hundred and fifty (650) drawn from the population using Krejcie and Morgan (1970). The findings of the study revealed that recruitment and selection has significant impact on the survival of SMEs in Owo Local Government, Ondo State. The study also revealed that placement and orientation significantly affect SMEs productivity, most especially in the studied area, with R2 value of 0. 787, which indicate that placement which comprises of marching the right skill with the right job and familier staff with established rules and policies actually increase productivity. Therefore, it is recommended that SMEs should identify the need for adequate staff and recruit the right candidate for the job. It is also recommended that owners and/or management of SMEs should not just recruit for the recruitment sake but place them in the appropriate place within an organization to ensure and guarantee the continuity and the survival of the business. This is because, when employees when employees are placed where they are supposed to be or based on their profession, they will be able to demonstrate professionalism which bring about continuity SMEs in terms of development.
Keywords: : Enterprises, Development, Recruitment, Selection
Effect of Recruitment and Selection Practices on Job Satisfaction of Security Personnel in Public Secondary Schools in Baringo County, Kenya (Published)
Security officers are part of the non-teaching staff in schools and school managers expect them to be productive, dedicated, disciplined and committed to their work. Studies carried out in other countries have revealed that human resource management practices have profound effects on the job satisfaction of security personnel. Therefore, the purpose of this study was to examine the effect of human resource management practices on the job satisfaction of security personnel in public secondary schools in Baringo County, Kenya. This paper presents and discusses the research findings on the effect of recruitment and selection practices on job satisfaction of security personnel in public secondary schools in Baringo County. It targeted 508 security personnel and 169 principals in public secondary schools in Baringo County. Slovin’s formula was used to get the sample of 224 security personnel. Random sampling technique was used to select 10% of the school principals to participate in the study. A questionnaire and an interview guide were used to collect data. These research tools were validated and then tested for reliability. Cronbach Alpha was used to test reliability. The reliability of the instrument was 0.788, which was above the 0.70 threshold of acceptable reliability. Qualitative data was analysed thematically based on the objectives. Quantitative data was collected and analysed by use of both descriptive (means, percentages as well as frequencies) and inferential statistics. The inferential statistics comprised Pearson product moment correlation and multiple linear regression. The results from the research revealed that recruitment and selection practices (β2=0.322, p<0.05) had significant effect on security personnel’s job satisfaction. Therefore, recruitment and selection practices were found to be major predictors of job satisfaction. The researcher concluded that the Recruitment and selection practices were significant determinants of security personnel’s job satisfaction. It is therefore recommended that school Boards of Management should clarify the requisite skills and qualification for security personnel. They should advertise vacancies for security jobs and avoid recruiting personnel only from the school neighbourhood. They should ensure they select the right candidates for the right job.
Keywords: Baringo County, Effect, Job Satisfaction, Kenya, Public Secondary Schools, Recruitment, security personnel, selection practices
Effect of Recruitment Policies on Quality of Health Services in Public Hospitals of Najran: Staff Perspective (Applied Study: 2013-2018) (Published)
The present study investigates the effect of recruitment policies on quality of health services (i.e. reliability, responsiveness, tangibility, assurance, and empathy) in public hospitals in Saudi Arabia over five years from 2013. It was applied to the hospitals of Najran region, namely King Khalid Hospital, Maternity and Children’s Hospital, Al Chorfa General Hospital, Yadma General Hospital, Thr General Hospital, Hbuna General Hospital, and Sharourah General Hospital. The study adopted the analytical descriptive approach and applied a questionnaire to (212) staff members. It concluded that the hospital lacks an administrative unit to screen the candidates for administrative positions and lacks the effectiveness of notifying the patients with the date of offering the health services. Additionally, the hospital slowly responds to the patients’ enquires and complaints and does not comply with offering health services in a timely manner. The study recommended establishing an administrative unit to screen the candidates for administrative positions, reviewing the response mechanism to enquire and complaints, as well as committing to offering health services on time.
Keywords: Public Hospitals, Quality of health services, Recruitment, Selection
HRIS AS A TOOL FOR EFFECTIVE DECISION MAKING IN SELECT SOFTWARE COMPANIES IN BANGALORE, KARNATAKA, INDIA (Published)
21st century is acknowledged for its information outburst, technological innovation and also for transmission of such information through Human Resource Information System for successful functioning of organizations. HRIS facilitates retrieval of information quickly and accurately which allows quick analysis of HR issues and gives good information for decision makers. HRIS acts as an effective tool for managers to take effective decisions. With this background, an attempt has been made to assess the impact of human resource information systems usage on decision making process in the select software companies. For the purpose of the study 50 companies were selected based on purposive sampling method through a structured questionnaire administered. The sample included 350 IT professionals from different designations. Statistical tools like descriptive statistics, ANOVA and t-test have been used. The IT professionals and their designations have been considered as independent variables while the decision making process has been treated as dependent variable. The results of this research would help software companies to better understand the usage of HRIS to facilitate the decision making process in their organizations and also would help to identify how the decisions are taken by the employees with the help of HRIS.
Keywords: Application Tracking, Decision Making, Employee security, Human Resource Information Systems, Recruitment, Strategic information