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Please use this identifier to cite or link to this item: http://hdl.handle.net/123456789/9821

Title: Investigation into recruitment and selection practices at the Council for Scientific and Industrial Research (Kumasi-Based Institutes)
Authors: Nsiah-Agyei, Vincent
Issue Date: 25-Nov-2016
Abstract: The effectiveness of an organization depends on the effectiveness of its employees. Without a high-quality labour force, an organization is destined to have mediocre performance. Recruitment and selection practices of an organization are one of the most critical functions human resource management practitioners should look at. Recruiting and selecting qualified labour force involves a variety of Human Resource Management activities. The main objective of the study was to investigate into the recruitment and selection practices at the CSIR (Kumasi-based Institutes). Using a case study approach, the study intended to also investigate into the specific objectives, that is, to identify policies on recruitment and selection at the CSIR (Kumasi-based institutes); to evaluate the recruitment and selection practices at CSIR (Kumasi-based Institutes); to examine the relationship between recruitment and selection. Both primary and secondary data were used obtain data for the research. The study found out that a greater number of employees CSIR (Kumasi-based Institutes) do not have knowledge about the recruitment and selection policy; that council used external recruitment sources to fill vacancies than the use of internal recruitment sources. It was also revealed that environmental factors such as legal, political, and socio-cultural factors normally influence the selection process. Based on the findings of the study, it was recommended that the recruitment and selection policy which is enshrined in the Conditions of Service should be made known and available to employees and if possible to job applicants. Another recommendation was that a study and trial should be made on using assessment centres to select candidates as it provides a greater chance for candidates to showcase their knowledge, abilities, and skills on the job, as it also gives the opportunity for interviewers to examine the candidates from different aspects so that it might avoid bias selectivity.
Description: A thesis submitted to the Department of Managerial Science, Kwame Nkrumah University of Science and Technology in partial fulfillment of the requirement for the degree of Master of Business Administration (HRM Option)
URI: http://hdl.handle.net/123456789/9821
Appears in Collections:College of Arts and Social Sciences

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