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|Title: ||An evaluation of the recruitment and selection policies and practices of the National Health Insurance Authority. A case study of the Brong-Ahafo Region.|
|Authors: ||Asafo-Adjei, Birago|
|Issue Date: ||25-Jul-2014|
|Abstract: ||Performance output of employees of the National Health Insurance Authority is of prime concern to management of the organization as it affects productivity and the development of the health insurance and the health status of the people assessing the scheme. Importantly, some employees who are not able to improve and adjust to their new working environment resigned leading to employee turnover and some of them were also laid off after change of government which affected the organization in terms of cost and productivity. Therefore, the researcher intends to evaluate the recruitment and selection policies and practices at the National Health Insurance Authority (NHIA) in the Brong-Ahafo Region.The objective of the study was to evaluate the recruitment and selection policies and practices of the NHIA, Brong-Ahafo Region.Data collection methods such as interviews, questionnaires, and observations were combined for this study.The target area of the study was restricted to the Brong-Ahafo Region of the organization with its staff as the target population. Both the probability and non-probability methods were used for the sampling. The Statistical Package for Social Sciences (SPSS) was used in the analysis of the data that were collected.The results indicated that, advertising of job vacancies and employee referrals were the frequent mode for recruiting potential employees. The study also revealed that the recruitment and selection processes were also characterized with lots of challenges.
Among the recommendations made were that; issues of favouritism should be avoided. Employee referrals though a good idea should be minimized rather than it being the organization’s norm. Finally, training and development programmes must also be organized for employees to equip them with the emerging trends in the labour force.|
|Description: ||A thesis submitted to the Department of Human Resource and Organizational Development, KwameNkrumah University of Science and Technology in partial fulfillment of the requirements for the degree of
MASTER OF BUSINESS ADMINISTRATION (HRM OPTION). 2014|
|Appears in Collections:||College of Arts and Social Sciences|
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