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Author(s): Anditi Philip Duncan, Christine Ngari (Ph.D.), Evaline Bartocho (Ph.D.).

Volume/Issue: Volume 7 , Issue 4 (2024)

Abstract:

Employee performance is integral to organizational success, yet public universities in Kenya have faced challenges in achieving satisfactory performance despite implementing human resource management (HRM) practices. This study aimed to investigate the effect of recruitment practices on employee performance in public universities in Nyanza region, Kenya. The target population comprised of 3,129 individuals, and the sample size of 355 teaching and non-teaching staff were determined using the Yamane formula, employing random sampling techniques for data collection. A structured questionnaire was utilized as the primary data collection tool in a quantitative research design. Cronbach's alpha was calculated for each scale in the questionnaire. Data analysis was conducted using both descriptive statistics and inferential statistics by the aid of SPSS version 23. To ensure reliability, Results was as follows: recruitment practices have a significant positive effect on employee performance ((β = 0.165, p<0.05). The study concluded that recruitment practices have a significant positive effect on employee performance. The study recommended that hiring decisions in the universities should be done always on the basis of a person’s potential to do job. The study recommended that hiring decisions in the universities should be done always on the basis of a person’s potential to do job. The recruitment process should continue to being done in a transparent manner and the recruitment processes in the universities should keep on being improved to enhance employee satisfaction. The employee selection process should always be done in an ethical manner and in a manner that is fair.

Keywords:

Recruitment practices, employee performance, public universities, Kenya.

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