Recruitment and employee performance in ministry of local government
| dc.contributor.author | Shakirah Mutoni Nansubuga | |
| dc.date.accessioned | 2026-06-17T09:09:10Z | |
| dc.date.available | 2026-06-17T09:09:10Z | |
| dc.date.issued | 2026-05-05 | |
| dc.description | Undergraduate | |
| dc.description.abstract | This study examined the effect of recruitment on employee performance in the Ministry of Local Government in Uganda. Specifically, the study assessed the role of internal recruitment, examined the effect of external recruitment, and established the relationship between recruitment practices and employee performance. A descriptive research design was adopted, employing both qualitative and quantitative approaches. Data were collected from a sample of 109 employees across various departments using questionnaires and interviews, with a response rate of 89.9%. Quantitative data were analyzed using SPSS, while qualitative data were analyzed through thematic content analysis. The findings revealed that recruitment practices in the Ministry are generally inadequate, characterized by lack of transparency, limited merit-based decision-making, and political interference. Internal recruitment was found to have minimal positive impact on employee performance due to favoritism in promotions and transfers, which negatively affected employee motivation and morale. External recruitment, on the other hand, was found to introduce new skills and innovation, although its effectiveness was undermined by procedural weaknesses and inadequate orientation of new employees. The study further established a moderate to strong positive relationship between recruitment and employee performance (r = 0.624), with recruitment practices explaining 38.9% of the variation in employee performance. The study concludes that effective, transparent, and merit-based recruitment is critical in enhancing employee performance and improving service delivery in public institutions. It recommends strengthening merit-based recruitment systems, minimizing political interference, improving transparency in both internal and external recruitment processes, and enhancing onboarding programs for new employees | |
| dc.identifier.uri | https://hdl.handle.net/20.500.12311/3355 | |
| dc.language.iso | en | |
| dc.publisher | Uganda Christian University | |
| dc.title | Recruitment and employee performance in ministry of local government | |
| dc.type | Dissertation |