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Please use this identifier to cite or link to this item: http://hdl.handle.net/123456789/7735

Title: Effect of recruitment and selection practices on the retention of core employees: A case study of Social Security and National Insurance Trust (SSNIT)
Authors: Owusu-Boateng, Albert
Issue Date: 2-Jul-2013
Abstract: High employee turnover has a negative impact on organisation’s success. This can affect staff morale and the retention of organisational memory. Organisation’s inability to retain core employees may be due to a multiplicity of factors, critical amongst them are inappropriate practices aimed at attracting such employees. This is the situation many organisations including Social Security and National Insurance Trust (SSNIT), find themselves. An organisation may try its best especially by way of motivation to retain its core employees due to the cost of recruiting and training of such employees. But if appropriate practices are not adopted to identify and recruit such employees, no amount of motivation will retain them. It is for this reason the study was conducted to investigate the role recruitment and selection practices play in retention of core employees in an organisation. The study used quantitative methods to collect data from respondents. The study revealed that, traditional methods of recruitment and selection though appropriate in attracting core employees, are not enough to retain them. Some of these traditional methods were found to be advertising of vacancies in the newspapers, employee referrals and management recommendation. It was also realised that, the methods used were effective to attract core employees amidst challenges such as political influences and legal issues. Amongst the recommendations made to retain the core employees were employees’ involvement in the evaluation recruitment and selection process, performance appraisal as a tool for filling internal vacancies and improving objectivity and transparency in the process recruitment and selection to curtail external influences.
Description: A thesis submitted to the Department of Managerial Sciences, Kwame Nkrumah University of Science and Technology in partial fulfilment of the requirements for the degree of MASTER OF BUSINESS ADMINISTRATION (HUMAN RESOURCE MANAGEMENT OPTION), 2013
URI: http://hdl.handle.net/123456789/7735
Appears in Collections:College of Arts and Social Sciences

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