HIRING PROCEDURES AND EMPLOYEE PERFORMANCE IN GRACE GLOBAL IMPACT MINISTRIES IN UGANDA

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.