The Effect of Recruitment Practices on Employee Performance at Stabex International Limited - Uganda
| dc.contributor.author | Stella Dheyongera Kyabwe | |
| dc.date.accessioned | 2025-07-14T11:27:42Z | |
| dc.date.available | 2025-07-14T11:27:42Z | |
| dc.date.issued | 2025-05-21 | |
| dc.description | Undergraduate | |
| dc.description.abstract | This study examined the effect of recruitment practices on employee performance at Stabex International Uganda, with a focus on the influence of outsourcing through agencies and graduate recruitment. Using both quantitative and qualitative data collected from 24 respondents through structured questionnaires and in-depth interviews, the research explored how these recruitment strategies affect productivity, motivation, and overall job performance. The findings reveal that graduate recruitment (41.7%) and outsourcing (33.3%) are the most commonly utilized strategies, both showing a strong positive influence on employee performance indicators such as innovation, role fit, and efficiency. Quantitative data were analyzed using descriptive statistics, correlation, and regression analysis to determine the strength and direction of relationships between recruitment practices and performance. Qualitative data, collected through a structured interview guide, provided context and a deeper understanding of employee experiences and perceptions regarding the recruitment process. Findings further revealed that recruitment practices at Stabex significantly influence employee performance. Correlation results indicated a positive relationship between outsourcing and performance (r = 0.521), and between graduate recruitment and performance (r = 0.544), suggesting that these strategies can be effective when well implemented. Regression analysis further confirmed that recruitment practices account for a considerable proportion of variance in employee performance (R² = 0.471). Interview data supported these findings, highlighting concerns around cultural fit, communication gaps in outsourcing, and the need for better onboarding for graduate hires. The study concludes that while Stabex International has established relatively effective recruitment processes, there is room for improvement, particularly in enhancing the balance between technical qualifications and cultural fit. Recommendations include strengthening collaboration with outsourcing agencies, expanding mentorship for graduate recruits, and streamlining internal promotion processes. These steps could enhance employee satisfaction, engagement, and performance, thereby supporting organizational growth and sustainability. | |
| dc.identifier.uri | https://hdl.handle.net/20.500.12311/2861 | |
| dc.language.iso | en | |
| dc.publisher | Uganda Christian University | |
| dc.title | The Effect of Recruitment Practices on Employee Performance at Stabex International Limited - Uganda | |
| dc.type | Thesis |