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Please use this identifier to cite or link to this item: http://hdl.handle.net/123456789/7651

Title: Employee recruitment and selection practices in the construction industry in Ashanti Region
Authors: Adu-Darkoh, Mavis
Issue Date: 25-Jul-2014
Abstract: Recruitment and selection, as a human resource management function, is one of the activities that impact most critically on the performance of an organization in terms of achieving its ultimate goal (Costello, 2006).The purpose of this study is to identify employee recruitment and selection practices in the construction industry within the Ashanti region. The study focused particularly on identifying existing recruitment and selection methods adopted by construction companies, identifying challenges encountered and making some conclusion and recommendations based on my findings. The study also reviewed literature on recruitment and selection. An entire list of sixty-two (62) contractors obtained from Ashanti Region branch of Association of Building and Civil Engineering Contractors of Ghana (ABCECG, 2014) was used for the study. Questionnaires comprising of both closed and open-ended multi-choice type of questions were used to ascertain respondents‟ views on peculiar issues pertaining to employee recruitment and selection practices. The data obtained from the survey were then analyzed with the use of SPSS. The findings of the study revealed that out of the 16 identified recruitment and selection methods, the most frequently used medium of employee selection, in the order of highly recognized method includes newspaper advert, in-house (internal recruitment), labour office, employee referrals, radio advert and lastly internet recruitment. In-house recruitment, Initial job offers, internet recruitment, newspaper advert and radio advert are five (5) key quantifiable recruitment and selection methods, which influence construction workers‟ performance. A number of challenges were identified as barriers hindering effective recruitment and selection of workers, which includes: poor human resource (HR) planning, ineffective job analysis, competency level on the part of employee, cost of recruitment and selection of employees, lack of human resource department and poor working conditions of workers. It was recommended that before recruitment and selection all job profiles reflect the real requirements of the job.
Description: A thesis submitted to the Department of Managerial Science, Kwame Nkrumah University of Science and Technology in partial fulfillment of the requirements for the degree of MASTER OF BUSINESS ADMINISTRATION (HRM OPTION). 2014
URI: http://hdl.handle.net/123456789/7651
Appears in Collections:College of Arts and Social Sciences

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