Assessing Human Resource Management Practices in District Assemblies in the Ashanti Region
Developing the human resource capacity of local assemblies to enable them formulate development policies for socio-economic growth of local communities has engaged the attention of stakeholders for some time now. Available literature on the significance of human resource development shows the important role human resource management practices and strategies play in developing the skills and competencies of employees in organizations. Such practices include recruitment, selection and placement, training and development, performance appraisal, and job rotation. Metropolitan, municipal and district assemblies ought to also employ such human resource management practices and strategies to improve the capacity of their employees. However, in-spite of its impact on the performance of organizations, the available literature has not looked at how the human resource management practices at the local assemblies relate to the formulation of development policies for the communities. It is this gap in knowledge that this study sought to fill, using the Bekwai Municipal and Bosomtwe District Assemblies in the Ashanti Region as case studies. The study adopted quantitative approach; collecting data from ninety-six (96) workers from the two assemblies. The results showed that District assemblies in the Ashanti region have not been using laid down processes of employment and rather rely on partisanship and nepotism in the recruitment of staff, leading to people being placed in positions they ought not to occupy. It was also discovered that the assemblies have neither been conducting performance appraisal of their staff, nor upgraded their system to adopt and apply Information Technology (IT) in their human resource management processes. It is therefore recommended that much meaning be attached to the human resource practices in the assemblies so as to equip the staff with skills and competencies required for the formulation of appropriate community development policies.
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 MASTERS OF BUSINESS ADMINISTRATION (HUMAN RESOURCE MANAGEMENT OPTION). 2014