| dc.description.abstract | This study examined the effect of hiring procedures on employee performance in Grace Global
Impact Ministries located in Entebbe, Uganda. The objectives of the study were: to determine the
relationship between defining requirements and employee performance in GGIM, to establish
the effect of attracting candidates on employee performance in GGIM, to assess the effect of
checking applications on employee performance in GGIM, To find out the modulator effect of
operation factors on the relationship between hiring procedures and employee performance in
GGIM. A cross sectional research design with both qualitative and quantitative approaches was
used. Sampling was done involving a sample determination table (Krejcie and Morgan, 2005)
and a sample of 53 employees was used. Data collection procedures included questionnaire,
interview and documentary review. Major findings using Pearson`s Production Moment
Correlation Analysis showed a significant positive relationship between defining requirement,
attracting candidates, checking application and operation factors on employee performance.
Recommendations of the research were that, first, management and leadership should plan for
the human resource and ensure that all the jobs are analyzed before being advertised. Second,
managers and policy makers should make sure that competitive employees are attracted to apply
whenever job/jobs are advertised. Third, that the administration should make sure that the
selection team does it without biasness and nepotism; candidates should be selected in
accordance to their performance in the interviews. Fourth, the leadership style should be
balanced and attract employee contributions on the issues which affect their work performance. | en_US |
