1. 1
THE ASSESSMENT OF QUALITY RECRUITMENT AND SELECTION OF TRAINEES FOR
THE NATIONAL DEFENSE FORCE IN THE CASE OF HUMAN RESOURCE MANAGEMENT
MAIN DEPARTMENT.
Researchproposal
Prepared By
Mustefa Hussein------------------ Id No W2 17/0022/13
Submittedto Teshome (Dr)
February 2022
ADDIS ABEBA
ALPHA UNIVERSITY COLLEGE COLLEGE OF BUSINESS AND
ECONOMICS FACULITY OF BUSINESS ADMINSTRATION
2. 2
Abstract
The study is concern with the recruitment and selection of the new solders in the Ethiopian Ministry
off National Defense force in Addis Ababa. Human resource management main directorate. The
selectionrecruits for the national defense force, based on clearly defined criteria and other nationally
accepted yardsticks. But, how the quality of the selection and screening of potential candidates that
are fit by all standards to serve in the national defense forces has not so far been well investigated.
Therefore, this study was conducted with the aim of investigating the challenges of selection and
recruitment processes of trainees and coming up with recommendations. A complete assessment of
the respondents ineachof the members that selectedfrom the organization they are among the people
involved in the screening and selection of candidates for military training.
The researcher will use main source of information is from mornings, questionnaire, interviews and
observations. The study will serve as a primary and secondary data will collect from questionnaire,
observationand interview as well as institution regarding the recruitment and management process of
document evaluation. The study participates to collect the data or data, both possible and unlikely
sampling methods are applied. Human resource management main directorate members are directly
and indirectly involved are deliberately selected to obtain complete and reliable information on data
collection.
Key Words: RST /the challenge of recruitment and selection /
MNDF:-ministry of national defense force organization
HRM:- human resource management main department
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TABLE OF CONTENTS
CONTENTS page
Cover i
ABSTRACT ii
CHAPTER ONE 1
1 INTRODACTION 1
1.1 Back ground of the study 1-2
1.2 Background of the organizing 2-3
1.3 Statement of the problem 3-4
1.4 Researchquestion 4
1.5 Objective of the study 4
1.5.1 General Objective 4
1.5.2 Specific Objective 4-5
1.6 Significant of the study 5
1.7 Scope of the study 5
1.8 Limitationof the study 6
1.9 Organization of the study 6
1.10. DEFINITION OF the TERMS 6
CHAPER TWO 7
LITERTURE REVIEW 7
1 INTRODACTION 7
2.1 Overview of Recruitment and selectionprocess 7-8
2.2 Methods of Recruiting 8
2.21 Internal Recruiting 8
2.2.2 External recruiting 8-9
2.3 selection 9
2.3.1 Selection criteria 9-10
2.3.2 Selectionprocess 10-12
2.4 Militaryrecruitment inother countries 12-13
2.4.1 Recruitment and selectionof the UnitedStates Army 13-14
2.4.2 Recruitment and SelectionProcessof Indian Army 14
2.5. Recruitment execution of the Ethiopian national defense forces 14
2.5.1 Recruitment criteriaAccordingto of the FDRE Ministryof National Defense 14-15
CHAPTER THREE 16
3 Introduction 16
3.1 Researchdesign 16
3.2 Source of data 16-17
3.3 Methodof data collection 17
RESEARCH METHODOLOGY 17
3.5 Researchapproach 17
3.6 Sampling and sampling techniques 18
3.7 Sampling techniques 18
3.7.1 Procedure 18
3.7.2 Sampling design 19
3.7.3 Methodof data analysis 19
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3.8 Organization of the study 19
3.9 Time and cost budget 20
3.9.1 Time budget 20
3.9.2 Cost budget 20
3.10 Reference 22
3.11 APPENDEX (Questionnaires or interviewguide) 22
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CHAPTER ONE
1. INTRODUCTION
1.1. Background of the Study
The quality recruitment and selection of the new solders in the Ethiopian Ministry of National
Defense force performance was own limitation. The Worldhas seenmany conflicts sincethe down
of ancient civilizations and earlier, when people began living together in clans and tribes level.
Conflicts happen because of various factors such as economic, social as well as political. During
economic crisis, people may fight each other in order to gain economic advantages. Political
disagreements may also lead to fighting. Social and economic marginalization could also lead to
conflicts among people as a result of worsening social discontent. Huntington (2007) said that
Clashes of civilizations are the greatest threat to our world, and an international order based on
civilization is the surest safeguard against world war.
The world has encountered several conflicts of cyclical nature among countries that destroyed the
lives and properties of millions of people. Conflicts during the early human civilization have
resulted into the emergence of new empires as well as causing the fall of existing empires.
Historical records have shown that ancient world civilizations such as the Egyptians, Indians,
Chinese, and Greece, amongsome, passed through turbulent times that were filledwith conflicts of
internal and external nature. In other words, people disagree when they develop contradictory
ideas and perceptions. As a result, a lot of people in the world are worried about their peaceful co-
existence during their life time and were looking for means and mechanisms through which they
can have social and political security. Organizing a national army through the recruitment of
soldiers from their citizens was seen as a means through which governments and nations tried to
secure their territorial and national security.
The national army is expected to safeguard the internal as well as external security of its country
and be actively involved in the securing domestic and international peace. Hence, each country has
built its own armed forces so as to ensure economic, political as well as social security (Stewart,
1998). Ethiopia, as any other country in the world built its own army and national defense forces.
Nevertheless, the concept of a professional standing army was relatively a new development for
Ethiopia.
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It has to defend itself from external threats coming from international terrorist organizations such
as Al Qaeda & AlShabab and other external forces that spouse territorial and geopolitical
ambitions. Therefore, it imperative that Ethiopia should build a formidable national army that is
strongenough to safeguard the national interest of the Country Ethiopia, therefore, tries its best to
attract qualified manpower that is fit to serve in its national defense forces and follows guidelines
and procedures that are used in the screening and selecting of potential candidates for training and
recruitment. Thus, based on these facts the Ethiopia national Defense force has put vision and
mission, its visionis to see a modernDefense force that serves the Nation wholeheartedly, defends
the Constitutionfrom peril, is healthy, effective and disciplined, equitably represents the peoplesof
Ethiopia, and wins popular faith and love, plays imperatives roles in continental and international
peacekeeping missions.
The Ethiopian Ministry of Defense has developed well defined guidelines based on clearly
identified criteria and other nationally accepted yardsticks. Nevertheless, the effectiveness of the
guidelines and procedures usedinthe selection and screening of potential candidates that are fit by
all standards to serve in the national defense forces, has been a poorly addressed area that needs an
in-depth study which is highly important and a timely issue during which Ethiopia is becoming
economically and politically important in the global geopolitics which requires a formidable
defense force that is capable of carrying out all its assignments successfully.
1.2. Background of the Organization:-
Modern Ethiopian national army was initially organized under the regency of Emperor Hailes
llassie I. He created imperial bodyguard to defend himself from his opponents and external
invaders. Nowadays, MOND is well established by different unit to protect the country and the
constitution from internal and external enemies
Nowadays, Ministry of national defense (MOND) established based on proclamation of 27/88, to
perform tasks with respect to the mandate. Structurally, well organized in different broad
departments and commands; like Logistics department, Joint operation department, Intelligence
department, HR Administration department, Health directorate, Housing administration main
directorate (HAMD) Commandos, and Air force etc. Each department is independent and highly
interrelated one with others.
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In MOND, recruitment and selection program is already implemented and exercised in different
departments like Human resource main department, Health main directorate, logistics main
department(in Finance sector), Housing administration main directorate and others which are
service giving sectors. Each department has its own mission and specific tasks. This paper is
intended to assess the challenge of recruitment and selection in the defense organization which
have been practiced in human resource management (HRM). In accordance with the directives of
the FDRE Ministry of Defense regarding the recruitment of members, the implementation of the
recruitment criteria included in the directive should be addressed in a sustainable manner.
1.3 Statement of the problem:-
Ethiopia as any other nations in the globe needs to develop and build modern a national defense
force that is capable of protectingthe national interest of the country as well as contribute to peace
and security for the region and the world at large.
To achieve this goal, members of the armed forces have to be capable of carrying out missions and
assignments given to them under challenging environments and circumstances. Their capability has
to be built through training in the field as well on the mission.
This, however, requires both mental as well as physical fitness from the trainee’s side. This is why
it is important that a candidate for army training has to be selected based on strict criteria that
ensure a well fit candidate, in terms of physical and mental standards, is screened and selected to
serve in the army (FDRE Ministry of National Defense training Modules. Physical and mental
fitness is the major criteriafor most countriesto recruit and select qualifiedemployees. However, it
is commonto see in most of the countries, especially developing countries such as Ethiopia having
problems during the recruitment and selection of new trainees‟. However, a significant number of
candidates are not qualified for training and defense. Because when they a result, from the
recruitment center to the training facility, they return to their homes, and after completing their
training, a significant number of members of the armed forces are discharged.
the Ethiopian Defense Forces (EDF) follows the rules and regulations of recruiting new trainees,
the process of screening and selecting trainees is carried out by district and sub-committees at all
levels of government in all regions of the country. These and other questions related to the process
of selection and recruitment of trainees for the Ethiopian Defense Forces are worth addressing as
information on this area is very limited. Therefore, this study is initiated with the aim of
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investigating into the overall process of screening, selection and recruitment of candidates for the
national defense forces and to suggest recommendations that will help improve the national
capacity to recruit high quality candidates, meeting the entire requirement for a modern army, for
the national defense forces in required numbers.
1.4 Research Question:-
In this study the following research questions will be answered;
a. What is the challenge of new trainers screening, selection and recruitment process?
b. How is the Department of Human Resource Management implementing recruitment rules and
guidelines?
c. What needs to be done one by one to solve these problems?
d. If these problems continue, what are the positive and negative effects on the institution?
1.5 Objectives ofthe study:-
1.5.1 General objective:-
The general objective of this study is assessing the effectiveness of the selection and recruitment
process ingeneratingcandidates fit to service in the national defense forces and To give suggestion
for possible recommendations.
1.5.2 Specific objective:-
The specific objectives of the study are:- To assess whether the concept of BPR is clear to the
managers and the employees or not.
To know the department how implemented the criteria of recruitment and selection to make
effectiveness.
To know the departments what method used to evaluating their successfulness.
To know / identified/ what is the major challenges of department to implement the criteria of
screening and selection to applied.
1.6 Significance of the study:-
The study will be mainly use for department to improve their performance for the future.
According to the gaps, weakness, strengths of the selection and candidate screening process.
It will help to finding and improving the selection and recruitment process of candidates for the
national defense forces.
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It will help to used building strengths military army and addressing weaknesses on the process of
screening and selection.
The significance of the study will be used for department to Improve and following the procedure
of screening, selection and recruitment process to performance for future
It will help to show the criteria and tools that are used to conduct effective implementation and
ways to improve practices in the organization.
It can be used to the institution should be built with a modern army and a well-established defense
force capable of keeping enemies at a global level. As reference for further research.
1.7 Scope of the study:-
This research focus mainly on the Ministry of National Defense in selected two departments to
implement the selection and recruitment process in generating candidates. This works in Addis
Ababa and which have main offices in Addis Ababa. Those departments are human resource main
directorate and they are the Office of National Defense Forces Coordination.
The study focused on the above mentioned process starting for the procedures following in making
calls for applicants, to screening, selection, training and recruitment. It is also possible that the
study may explore in to the performance of the army members as affected by the selection
procedure.
1.8 Limitation of the study:-
This study will be done under the following
The misinterpretation of the purpose of the study by some respondents who were unwilling to
provide information.
There was also shortage of time and resources, lack of clearly documented information from the
organization and lack of previous research on the topic in the area.
The availability of required data, that means the respondent may answered the question
unconsciously or ignored the questioner they may busy to get enough time to collect data meet
necessary personnel’s.
1.9 Organization of the Study:-
The study consists of four chapters. The first part of this proposal include introduction, the
background of the study and the organization, statement of the problem, basic research questions,
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objectives of the study, significance of the study and scope of the study and lastly the organization
of the study.
The second chapter is discussed about literature review, a part of this proposal which elaborate
more about the topic of the research.
The researchand methodology part comprises on chapter three about the research design, area and
data sours. In this part care should be given to answer the question like where the study will be
conducted. What is the source of data? What will the sampling techniques and method?
Lastly, cost and time plan, it is estimated type of time and cost budget will require to helps to
undertaken the study.
1.10. DEFINITION OF the following TERMS:-
HRM;- Human resource management main department
MOND;-Ministry of national defense
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CHAPTER TWO
LITERATURE REVIEW
2. Introduction
This chapter covers the review of literature relatedto the aim of the study. The literature review has
two parts in variable, conceptual and empirical studies. The coverage of this chapter tries to
containand focusedmuch on relatedto the topics of research. It will make understanding by raising
the review from specific to general as much as possible.
2.1 Overview of Recruitment and selection process:-
The literature review helps in generating a framework for the study by identifying the important
issues in the subject being studied. According to Ivancevich (1998) recruitment is concerned with
developing a pool of job candidates in line with the human resources plan. This implies that
recruitment is a core process which refers to attracting qualified employees candidates to the
organization by conducting careful investigation either inside the organization to fill vacant
position In other words, recruitment refers to organizational activities that influence the number
and types of applicants who apply for a job.whether people respondto the recruitingeffort depends
on the attitudes they have toward the tasks and the organization.
This implies that people can accept the recruitment if they like the tasks to be performed as well as
the organization they are Appling for a job. According to this view, it is clearly understood that
successful recruitment respond exists if the candidates have positive image up on the tasks and the
organization. Roberts (1997)stated, “Recruitment and selectionis oftenviewed as the process upto
the decision on the candidate.” This implies that great attention should be given to recruitment and
selectionthroughcareful examinationof the candidates in their quality. Collings and Wood (2009)
added, “There are many definitions of recruitment and selection. However, all contain common
elements; they focus on attraction, identification and retention of staff.” This indicates that
recruitment andselection might be just one stage in the human resource cycle for a firm, but it can
have a significant impact on its future effectiveness, productivity and viability.
In other words, recruitment and selectionare basic stages that play mandatory role inthe success of
any organization. Beam (2001) also said, “Recruitment is a process of attractingqualifiedpeople to
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fill available positions; whereas, selection is a process of identifying and choosing from among
those recruited candidates. it is also recruitment is the way to organizational success by choosing
appropriate candidates as much as possible.. According to Ivancevich (1998), Recruiting job may
be difficult because of a job depends on things such as government and union restriction, the labor
market, the employer’s requirements and candidate’s preferences. This justifies that the success of
recruitment is the contribution of government, market availability, criteria of employers as well as
the interestsof candidates. Frankly speaking, effective recruitment is the result of multidimensional
factors.
2.2 Methods of Recruiting:-
According to Ivancevich (1998), most of the organization must use both in internal and external
sources to choice applicants of recruiting method can make all the difference in the success of the
recruiting effort. To make it clear, methods of recruitment play mandatory role in the success of
recruitment in a given organization.
2.2.1 Internal Recruiting:-
Internal recruitment often conducted through internal job posting and/or inside moonlighting (a
term usedto refer to holding a second job outside of normal working hours) where jobs are posted
internally in a way that all current employees who might be interested in the vacancy can apply
(Ivancevich, 1998). Internal requirement is one of the ways where organizations give bonuses for
their employees or let them invite their friends and relatives to perform additional activities which
contribute for the success of the organization.
2.2.2 External Recruiting In situations:-
The External Recruiting is when organization faced shortage of adequately skilled human
resources, they may seek for external candidates through a number of approaches such as media
advertisements, employment data bases, employment agencies, executive, search firms, special
events recruiting, educational institutions and summer internships (Ivancevich, 1998). The external
methodof recruitingcould play an important role in providing adequate applicants so that qualified
candidates can be recruited.
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2.3 Selection:-
According to Abram (1979), selectionis by which an organization chooses from a list of applicants
the persons who best meet the selection criteria for the position available considering current
environmental conditions. Furthermore, Rudman (2010) said, “Getting the right people is practical
guides that will help employers implement constantly high quality human resource practices in
recruitment andselection.”What can be understoodfrom this idea is that effective implementation
of quality human resource highly depends on the availability of successful recruitment and
selection. This is to mean that selection should be given great attention as it helps to attract
qualified candidates. Similarly, Ivancevich (1998), stated that selection refers to choosing the
applicants who have the highest chance of meeting the organizations standard of performance.
From this definitionit canbe deduced that selectionis acore point which interacts the organization
with the applicants by determining the possible criteria.
2.3.1 Selection Criteria:-
It is acceptable that the goal of any selection is to accurately determine which applicants possess
the knowledge, skills, abilities and other characteristics. Ivancevich (1998), categorized the
typically used criteria into
A. Education
B. Experience
C. Physical characteristics
D. Personal characteristics and personality type
A. Education:-Many cognitive, motor, physical and interpersonal attributes are present because of
genetic predispositions and learning. This implies that education is important to select qualified
applicants according to their certification from their institutions.
B. Experience:- Experience is the selection criteria that specialists believe that past performance on a
similar job might be one of the best indicators of future performance. Moreover, employers often
consider experience to be good indicator ability and work related attitudes.
C. Physical characteristics:- In the past many employers used physical characteristics as a criterion.
Employers were more likely to hire and pay better wades to taller men, flight attendants and
receptionistswere hired on the basis of beauty. Such practices, however, resulted in discriminating
ethnic groups, women and the handicapped. Thus, these practices are illegal unless a physical
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characteristic is directly related to work effectiveness such as a blind to be a pilot which is really
impossible.
D. Personal characteristics and personality types:-The personal characteristics and personality types
categoryincludes marital status, sex, age, and so on. Some employers, for instance, prefer married
employees because they are assumed to be stable and have a lower turnover rate. On the other
hand, other employers prefer single employees who may be more open to a transfer. This category
can also include certain aptitudes and skills. Other personality traits such as emotional stability,
extroversion, openness to experience, agreeableness and conscientiousness also have their role as
they are included in this criteria.
2.3.2 The selection process:-
According to Robert tell (1994), there could be various steps in selection. Similarly, Ivancevich
(1998) explained that the selection is usually perceived as a series of steps through which
applicants pass. Even though the series not universal, the common steps of selection process are:
Preliminary screening
Employment interview
Employment tests
Background and reference checks
Selection decision and
Physical examination
Preliminary screening
This step focuses on application form which summarizes the applicant’s personal history and
qualifications. This step could further include name, address, age, sex, education, experience,
residence, etc.
Employment interview:- The next step in selection process is conducting interview with the
applicants. There are a number of general types of employment interviews available for
organizational use. These differ along at least in two important dimensions how structured the
interview is and whether it focuses on gathering historical information about the applicant or
attempts to place the applicant in a hypothetical situation to assess how she or he might respond in
the future, the types of interview could be structured or unstructured.
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Employment tests:- Various kinds of tests can be used for selecting employees. These tests could
be cognitive ability tests, psychomotor ability simulation, affective ability tests, honesty tests and
other kinds of tests.
Background and reference checks:- If you have ever applied for a job, you are probably asked to
provide a list of people whom the organization can contact to get adequate and real information
about you.
Selection decision:- The next step is selection decision. The employers are required to a right
decision on what kind of applicants and how many applicants to be selected for the organization to
fill the vacant position.
Physical examination:-This step implies examining employees by ordering them to accomplish
practical activities. This step is intended to prove how effective the selected applicants are for the
organization though it is not commonin all organizations. Generally speaking, selection is vital for
the application of successful choice of candidates for an organization. Hence, it requires careful
attention as the success of any organization is highly dependent on employee‟s qualification.
2.3 The history of military recruitment in Ethiopia
In Ethiopia, particularly during the emperor period, any individual pursuing education as well as
who is eligible based on the set criteria (discussed below) was automatically involved in the army
and police system but the system had no conscription (Prasad and Smythe, 1968). In this context,
conscription may be defined as a system of obligatory military service or its enforcement in the
individual case (Brett, 2005). The recruitment methods were rigorous and military discipline was
firmly enforced.
During this period(Emperor Era), admissibilityfor militaryenrolment was restricted to young men
only and young girls were not allowed in (www.hararacademy.org/history). The criteria set for
recruiting eligible young men individuals were stipulated around the following main issues:
(1) ages that range between 17 and 19,
(2) physically fit after going through a thorough medcal examination,
(3) matriculated or passed the General Certificate of Education (GCE) examination and
(4) they should be Ethiopian citizens or citizens of friendly African countries.
The Recruitment often was done at schools and those who showed varying forms of interest for a
medical examination for physical fitness (www.hararacademy.org/history). On the contrary, during
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the Dergue regime, a compulsory military service was introduced in 1983 under the proclamation
number 236 (Human Rights Watch/Africa Watch, 1990).
The compulsoryrecruitment refers to aforced militaryrecruitment that takes place indiscriminately
(Brett, 2005). Under the aforementionedproclamation, not only men but also women aged 18 to 30
were accountable for a six months' military training as well as and a two years' military service,
with the obligation to remain in the reserves until the age of 50. The Dergue regime has recruited
thousands of soldiers byforce andthe local communities (such as local militias, factories, offices,
farmers associations and urban dwellers associations) were required to provide a quota of recruits
(Alemayehu and Chane, 1995). Nevertheless, since 1991 onwards, a multi-ethnic national armed
force has beenformedbasicallyon voluntary basis (IRBDC, 1996). Followingthe overthrow of the
Dergue regime in 1991, conscription was abolished by the Transitional Government (Embassy of
Ethiopia in Brussels 1996). Since then military enlistment in the country (Ethiopia) is running on
voluntary basis (IRBDC, 1996).
2.4 Military recruitment in other countries:-
After the World War II many countries including USA and UK have abolished conscription and
recruitment of volunteers was an important component of filling their military positions (Brett,
2005).The UnitedStates refocusedits recruitment efforts to present the military as a career option
and achieving a higher education (en.wikipedia.org/wiki/Military recruitment). In the nineteen
century reliance on voluntary army was seen as a characteristic of the UK (Brett, 2005). In India,
the largest of the colonial military force was a voluntary army, raised from the population with
Britishofficers (en.wikipedia.org/wiki/Militaryrecruitment). Outside the commonwealth countries
(with some exceptions, such as Bahrain, Oman, Qatar) many states with any armed forces had
some form of obligatory as well as conscription military services and recruitment during the last
sixty years (Brett, 2005). Many counties in Latin America such as Honduras and Prague (Cameron
et al. 2000), and Africa such as Ethiopia (prior to 1992) (Brett, 2005), Eritrea and Angola to the
present day (cf, Brett, 2005), reinforcing forced recruitment by checking documents in the street.
ParticularlyinEritrea, in some worst scenario, entire quartersand every house could be surrounded
and everybody on the street would be brought to military units (Brett, 2005).
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2.4.1 Recruitment andselection of the United States Army:-
According to Ivancevich (2013) explanation the United States Army Upon earning an
undergraduate degree an officer candidates regardless of the service in to which they will be
commissioned should undergo a common introduction to the precepts of the military profession.”
Thus, all candidates thought to attend academy. Indeed, participation of the left in rejuvenating
higher education on matters related to national defense is crucial. According to Kentucky (2001),
“The career management field(CMF) includes positions concerned with the employment of highly
specializedelements to accomplishspecifically directed missions in times of peace and war. Many
of these missions are conducted at times when employment of conventional military forces is not
feasible or is not considered in the best interest of the United States. the Course also allows each
soldier the opportunity to make a meaningful and educated decision about his career plan. All
candidates participant in a variety of activities designed to place them under various forms of
physical and mental stresses. It assesses potential and qualities through behavioral observation,
analysis via performance measure, and recording data. All tasks are performed in a natural
environment with limited information and no performance feedback.
2.4.2 Recruitment and Selection Process of Indian Army
According to Verma (2010) “Efforts shouldbe made that only committedaright type of candidates
are selected to the national defense.” Recruitment in the army is broad based. Every male citizen,
irrespective of caste, classes, religionand domicile, is eligible forrecruitment in the army, provided
he meets the lead down age, educational, physical and medical standards. According to him
(Verma, 2010), recruitment in the army is carried out throughout the year through an open rally
system. The recruitment program often published in local newspapers, one 25 month prior to the
conduct of the rally by the concerned Zonal Recruiting Office. As indicated by Verma (2010), the
process of screening and enrolment is as follows.
Checking of documents.
Physical fitness test.
Physical measurement.
Medical Exam.
Written Exam.
Preparation of merit list and allotment of arms and services.
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Enrolment and dispatch of selected candidates to Training Centers.
2.5. Recruitment execution of the Ethiopian national defense forces.
2.5.1 Recruitment criteriaAccording to ofthe FDRE MinistryofNational Defense (2008), the
followings are the recruitment criteria of candidates for national defense.
He or she should be Ethiopian.
He or she should be willing to give service for the national defense for at least seven
years and to work in any place and situation the national defense assigned.
Height:
1.60 m and above for male
1.55 m and above for female
Weight
50---75 k.g for male
45---66 k.g for female
Age Between 18---22 years, Educational status: At least grade ten completed, Marital status:
Unmarried (single), He or she live in the recruitment place at least for two years
Back ground of the candidate:-
He or she should be loyal to the constitution.
He or she should be known for his or her personal discipline and participation in the
community, and he or she should be free from any crime.
He or she should be free from any addiction such as smoking cigarette and chat. 28
He or she should be free from bad habits such as intoxicating, lying, stealing, committing
adultery and abduction.
He or she should never have beenmember of the national defense or police and left service or
dismissed or sent off;. He or she should be willing for medical assessment and be healthy
enough. The Human Resource Management Department has the authority to modify the plan
for the above mentioned recruitment criteria by taking the current situation in to
consideration.
Oral, written and practical examinations are given and health assessment is conducted so as to
determine the behavior, strength and health condition of the competent. The competent with better
quality in the summary selection execution are sent for military training.
Selection criteria
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Mental ability test: It likely for an oral, written and practical exam to be given in the zonal
recruitment and summary selection by taking conducive time and condition.
Health assessment: After conducting health assessment up on each competent by health
professionals accordingto age and sexhealth standard, the competent fulfillingthe health level
the military profession requires promote to the next summary selection.
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CHAPTER THREE
3.1 Introduction
This chapter highlights the methodology of the study and comprises data type and source,
sampling technique and data processing &analysis.
3.2. Research Design:-
This study is based on both the quantitative and qualitative research design, qualitative research
design for assessing the challenges and performance of BPR implementation and the quantitative
for the assessing of the awareness level of employees and to identify attitude influential factors of
employees. for this reason a cross sectional qualitative and quantitative study were conducted, in
order to substantiate the results structured and self-administered questionnaires and using others
that respondents form different work units in human resource main directorate members. The
research results are capable of being evaluated either by the researcher himself or by others
(Kothari, 2004). Therefore, this chapter describes the methodological aspect of the study. It
describes definitions of variables, where data will be sourced, how the research is designed, how
the relevant data will be collected, how the sample size determined, and how the data will be
analyzed and interpreted.
3.2. Source of Data
In attempt to address the assessment of the effectiveness of screening and selection process in the
recruitment of candidates fit for national defense forces and to provide possible recommendations,
the researcher was used both primary and secondary data sources.
the primary data is collected from questionnaire, semi-structured interview and observation. And
secondary source of data is collected from organizational document reviews like library books,
and journals/ articles. On the other hand, secondary data collected from different sources such
as, books, internets, journals and performance reports of the organization. policy and
procedures, report of financial statements etc.,
3.3 methods of data collection:-
Both primary and secondary data will be used in conduct of data collection. The main advantage
with this type of data collection is that it is collected with the research’s purpose in mind. The
Secondary data serves researchers with the opportunity to better understand and explain the
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research problem. it is very important to start a review of the existing data with a clear mindset
of what it is that one wants to accomplish with the study. This will help the researcher to save
time and effort, because he/she can easily discard data that has no relevance for its own study.
This chapter highlights the methodologyof the study and comprises data type and source, sampling
technique and data processing &analysis.
3.4 Research methodology
The Research methodology is a way to systematically solve the research problem. It may be
understood as a science of studying how research is done systematically and explain why we are
using a particular method or technique and why we are not.
3.5. Research Approach
The study employed mixed research methods (qualitative and quantitative approaches). The
quantitative approach involves the generation of data in quantitative form (data that appears in
numerical form) whereas, the qualitative approach is concerned with data in which the variables are
not in numerical form, rather the generated data may be presented in non-numeric form (Trochim,
2003). In cases (quantitative and qualitative approaches), key informant interview as well as focus
group discussion was administered using a semi-structured questionnaire.
3.6 Sample and sampling technique:-
The target members that ministry of national defense in human resource management main
department. However. To collect data, we needto consider the size employeesand its significances
or representativeness respondents. For these reasons, we are decided to select favorable sampling
methods which are probable and non-probable sampling technique will be conducted.
The departments that have been direct and indirect relation with recruitment and selection of
trainees the respondents will be selected by simple random sampling from these purposively
selected departments which human resource main directorate and they are the Office of National
Defense Forces Coordination. The reason why the researcher uses this approach is those two
departments. So that, assessing this functional area of departments is important to gain valid and
complete information for our study.
22. 22
3.7 Sampling Techniques:-
Out of the total sample of ----- respondents, the proportions were allocated among different work
units or MOND Housing Administration main directorate. For the interview ------ respondents,
from top level management up to performer, who are expected to provide enough information,
were selected purposively. Therefore, the sampled were identified by using simple random
sampling techniques.
For the purpose of the present study, a non-probability sampling techniques was employed.
Purposive sampling technique was applied to select zonal and woreda security committee for the
focus groupdiscussionbecause theyhave more knowledge and experiences onthe issue and are the
concerned body in the area.
3.7.1 Procedures:-
The Ministry of National Defense has work different units and human resource management main
department using Ethical Consideration In this study, special emphasis was given to ethics in the
data collectionprocess andin the overall researchprocess. The objectives of the study were clearly
stated in the proposal and the participants were properly informed about those objectives; the plan
of the study was reviewed by the Advisor. Respondents were told that they had the right not to
respond. In addition, all the responses were kept confidential
3.7.2 Data Analysis Methods.
The quantitative data's were checked for totality, entered and analyzed using. The data's were
expressed using descriptive and analytical analysis procedures. Bivariate and multivariate linear
regressionanalysis was conductedbetweenthe number of employees who have positive attitude for
the change and the number of employee who have negative attitude for the change will be
comparedas a measure for the consolation given to the risk management during the reengineering.
3.7.3 Sampling Design:-
As the number of respondents as well as study locations is relatively small, a complete assessment
(ona purposive sampling scheme) of the respondents in each the five locations (four woreda‟s and
one zone) are necessary and were employed in this study. The complete enumeration and sampling
of all the respondents that also known as a census inquiry (Kothari, 2004), is a useful approach that
facilitates obtaining the necessary information with sufficient accuracy.
23. 23
3.4 Procedures:-
The Ministry of National Defense has work different units and human resource management main
department using Ethical Consideration In this study, special emphasis was given to ethics in the
data collectionprocess andin the overall researchprocess. The objectives of the study were clearly
stated in the proposal and the participants were properly informed about those objectives; the plan
of the study was reviewed by the Advisor. Respondents were told that they had the right not to
respond. In addition, all the responses were kept confidential
3.2 Method of Data Analysis
The collected date will analyses by using descriptive analysis methods. Which means, tables,
frequencies, percentages and average mean are a tools to describe and to depict the figure of the
summarized data? Finally, the result of the analysis are discussed and interpreted. The Method of
Data Analysis and Presentation After gathering the data from both primary and secondary sources,
the results obtained were analyzed and interpreted using qualitative as well as quantitative data
analysis tools. The qualitative data collected using the questionnaires was edited, coded, classified
and fed into a computer. Voice data were translated into a text. All data collected from different
sources (both qualitative and quantitative) was analyzed using the Statistical Package for Social
Scientists (spss). The analysis includes percentage and frequency, description of results of focus
group discussion and charts and graphs. To understand the strength, weakness, opportunities and
threats of the screening and selection of new recruits,
3.5 Organization of the study
The paper will have and be organized for four major parts. the first part contains introduction with
background of the study , background of the organization ,statement of the problem ,objective of
the study, significance of the study, scope of the study, limitation of the study and research
methodology. The second chapter deals with literature review. The third chapter consists of data
analysis and interpretation of findings. The final chapter includes conclusion and recommendation
of the study.
24. 24
3.1 Time and Cost Budget
3.6.1 Time budget:-
No Activities Jan Feb Mar April May
1 Data collection x x
2 Further literature review x x
3 Data processingand classification x
4 Data analysis and interpretation x X
5 Typing analyzed data on the ordinal paper X
6 Final paper submissionan presentation X
3.6.2 Cost Budget:-
No items
Total cost
Birr Cent
1 Transportation 300 00
2 Paper 500 00
3 Printingcost 250 00
4 Binding 150 00
6 Copying cost(to duplicate questioners sheet) 200 00
7 Miscellaneous expenses 450 00
Total 1850 00
4. REFERENCE:-
1. Robertet al. (1994), Recruitment Selection: A Competency Approach.
2. Rudman, R. S. (2010), Getting the right People: Effective Recruitment and Selection Abram, T. G
(1979), Over view of uniform selection Guide lines; Pitfalls for the unwary Employer, Labor Law
journal, pp.495-497.
3. Alemayehu and ChaneS. (1995). Case study for the Child Soldiers Research Project. Rädda
Barnen, Stockholm.
4. Amnesty International. (1991). Conscientious objection to military service.AI, London, UK.
25. 25
5. Amnesty International Netherlands Section. (1988). Ethiopia`: density wagering en deserted. AI,
Amsterdam
6. Bacevich, A.J. (2013), The New American Militarism; How Americans are seduced by War.
7. Beam, G. (2001), Quality Public Management: What is and how it can be improved.
8. Brett, D. (2005). Military Recruitment and Conscientious Objection: AThematic Global Survey.
International Secretariat: Bruineveld 11, B - 3010, Leuven, Belgium.
9. Cameron, S., Dorling, G. and Thorpe, A. (2000).It couldbe you! Militaryconscriptionandselection
bias in Rural Honduras. European review of Latin American and Caribbean Studies.47-63.
10.Coleman,J.S (1994),Nationalism and Development in Africa: Selected Essays.
11.callings, D.G, & Wood, G. (2009), Human Resource Management: A Critical Approach. Ii
12.Embassy of Ethiopia in Brussels.(1996). Reply to CONCODOC questionnaire, Brussels
13.Evera, S. V (2013), Causes of War: Power and the Roots of Conflict.
14.FDRE Ministry of National Defense (2008), Principle of Human Resource Management of the
National Defense; Module One, first edition, Addis Ababa.
15.Founding of the Harar Military Academy.www.hararacademy.org/history.
16.Gate wood, R. D. & Field, H.S. (1994), Human Resource selection(fort worth, Tx;Dryden) pp.241.
17.Human Rights Watch/Africa Watch.(1990). Ethiopia: Conscription, abuses of human rights during
recruitment to the armed forces. Africa Watch/Human Rights Watch, New York.
18.IRBDC1994. Ethiopia: Information on evasion of military service
19. Ivancevich,J. M.(1998, Human Resource Management: The McGraw-Hill company (pp199-240)
20. Kentucky, F. K. (2001), In-Service Special Forces Recruiting Program: United States Army Recruiting
Command. Kothari, (2004), Research Methodology: Methods and Techniques
21. Ioan-Doru M. (2013), Challenges and Opportunities of Adopting U.S Lessons Learned in Military
Recruitment and Selection in to the Romanian Military.
22. Martin, J.A. (2000), the Military Family: A Practice Guide for Human Service Providers.
23. Maslow (1943), a Theory of Human Motivation.
24. Military recruitment. en.wikipedia.org/wiki/Military recruitment.
25. National population and Housing Census of Ethiopia (2010).
26. Prasad, D. and Smyth, T.(1968). Conscription: a world survey, compulsory military service and
resistance to it War Resisters' International, London.
26. 26
5. APPENDIX:– Research question Economics Department of Management Survey Questionnaire for
Security Bodies Prepared by: my name is Mustefa Hussein Abdullah I am attending MbA program at
alpha University College on the facility of business administration
Dear respondents, this questionnaire are designed to assess the Effectiveness of the Screening and
Selection Process in the Recruitment of Candidates Fit for National Defense Forces in the human
resource management. The research result is to fulfill the partial requirements for Master’s Degree of
Arts in Business Administration from alpha. The information gathered will be used fully and with due
attention to academic purpose only.
I therefore would like to guarantee you that the data collected will keep confidential and not be misused
in any way. Furthermore, the information you provide will not be disclosed in names to any other party.
Thus, your cooperation is highly needed to conduct this study. Thank you for giving your precious time
and valuable opinion.
Questionnaire:-
Questionnaire on The challenge of Recruitment and selection performance of new candidates in Addis
Ababa the Ministry of National Defense. In the case of human resource management main department
Marking procedures:- Please put an (X) mark in front of the alternative you thought as
an answer.
Thank you for your cooperation!
