This document analyzes the effectiveness of recruitment and selection procedures in public sector universities in Pakistan. It discusses how organizational politics and the relationship between line managers and HR personnel can influence fairness in these procedures. The study found that organizational politics and line management have a greater influence on whether recruitment and selection procedures are implemented effectively and fairly. It also found that recruitment and selection processes are interconnected - if recruitment is not effective at generating a large, qualified applicant pool, it is difficult to make the right selection. The document provides context on debates in the literature around ensuring fairness in recruitment and selection and the impact of politics on these processes in public sector organizations.
Recruitment Practices And Staff Performance In Public Universities: A Case St...QUESTJOURNAL
ABSTRACT: Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of any organization irrespective of its size and location. Public Universities, known to train professionals that exhibit transformative leadership and successfully run blue-chip companies have equally suffered from rampart industrial unrest and human resource malpractices across Kenya. Could it be a unique trend of organizational deviance that could be reflecting absence of a well executed staff recruitment practice? While it is understood and accepted that poor recruitment decisions continue to affect organizational performance and limit goal achievement, knowledge about this aspect in Public Universities remains scanty. The aim of this study was to address this gap by evaluating how recruitment practices affect performance of administrative staff in Public Universities using Masinde Muliro University of Science and Technology, Kenya as a case reference. A cross-sectional survey design was employed while sampling strategy was a blend of multiphase, stratified and purposive sampling. A sample size of 124 out of 1150 comprised mainly of administrative staff was used and that a questionnaire was the principal tool of data collection. Results were analyzed using frequency tables, mean, standard deviation and simple linear regression. The study found that a recruitment policy existed at Masinde Muliro University of Science and Technology, Kenya and that both external and internal recruitment practices were used to recruit employees at the University. However, it was noted that most of the university employees are recruited through media advert, internal advertisement, through transfers and promotions. The results of the regression indicated that recruitment practices are a significant predictor of employee performance, which was explained by 32% of variance and a moderate relationship captured by beta weight value of 0.57. On effectiveness of the recruitment policy, only 30% rated it as effective while 62% were indifferent and 8% rated it ineffective. The study concluded that although a significant relationship between recruitment practices and employee performance existed, it’s effectiveness and therefore positive impact on employee performance depended on employees’ positive perception and rating. It’s recommended that the Universities should avoid biasness in the recruitment process as this will negatively impact on employee performance.
Job Satisfaction and Faculty Turnover Intentions: A Case of Pakistani Univers...IOSRJBM
Retaining faculty members has been a problem in many universities for decades. When competent teachers quit, they depart with critical knowledge and experience that are essential for maintaininga competitive advantage. The aim of this study was to measure the impact of four facets of job satisfaction on turnover intentions of faculty members of different universities of Rawalpindi/Islamabad. A 16-item, selfadministered questionnaire was used to gather data on independent and dependent variables. In questionnaire, researchers used 5 point Likert scale for variables to measure respondent’s possible responses. 110 questionnaires were completed and returned back. Pearson Correlation and Multiple Regression tests were used to test the hypothesis. The results showed that the three facets of job satisfaction i.e. remuneration, supervisory support and work life policies have significant and negative relationship with turnover intentions while recognition has insignificant relationship with turnover intentions and this relationship did not support the researchers’ prediction. Results have been discussed andrecommendations have been made for universities’ administrations.
How Organizational Climate Influences Job Satisfaction in Educational Sector ...inventionjournals
The study aims in determining the organizational climate that would result in job satisfaction among academic staff in educational settings. Adequate literature on organizational climate and job satisfaction was reviewed. Findings results into the factors that contribute to shape culture, and its results into a framework, to encompass manifestations of organizational culture in relation to academic excellence. Further researchers can use this conceptual model to include few more pre cursors to outcomes to it, also this model can be tested empirically
The main objective of the current study is to investigate the effects of organizational culture on organizational health. Modern organizations are in a very intense competitive conditions and in order to survive, they need parameters which guarantee their survival. Therefore, the current study will investigate the significance of culture in this regard. Municipalities as one of the organizations providing urban services are in a position where it is possible to lose their impact due to the activities of other organizations. Accordingly, the statistical population selected for this study includes all the employees in Tehran Municipality. In order to gather the required data, after determining the sample size as 384 participants using Krejcie and Morgan table, standard questionnaire of Denison for culture (2000) and organizational health (2008) were used. The current study is a quantitative one carried out as a descriptive survey. The validity and reliability of the study are confirmed using appropriate methods. Finally, in order to test the hypotheses of the study, various descriptive and inferential statistical tests were used. It was found out that the organizational survival of Municipality was affected by various cultural parameters, among which compatibility had the highest impact.
The relationship between organizational space of offices and corporate identi...ijsptm
Institutional space as the value system determines what methods work and what behaviors are approved.
This study aimed to identify the relationship between organizational space (organizational structure,
corporate responsibility, corporate support and productivity management) with senior administration
identity of corporate managers of West Azerbaijan. 150 standardized questionnaires were distributed
among population and 100 questionnaires were returned to test hypotheses. According to normal data, the
Pearson correlation coefficient used to determine the type and extent of the relationship between the
variables. The results show there is a direct relationship between corporate responsibility, productivity
management, organizational support and corporate identity. However, a significant relationship between
the dimensions of organizational structure and corporate identity does not exist. So we suggest that serious
efforts should be made in General Offices in West Azerbaijan by exercising efficiently management and
developing appropriate organizational space (with respect to the liability of agents, productivity
management and organizational support) in order to improve organizational identity administration.
The Factors Affecting the Development of Entrepreneurship School in Education...inventionjournals
This study aimed to identify factors involved in developing Entrepreneur school and understanding the Executive requirements of these schools in Educational system of Iran (Case Study of MAZANDARAN province). Relying on the theory of organizational entrepreneurship and data based theory (Grounded Theory) the factors effective in creating a school for entrepreneurs were identified. The population of the study in Interview section was 20 experts in the Field of educational sciences from the University of Educators, entrepreneurship teachers and school administrators and for qualitative validation were 20 faculty members of University of Educators and school administrators. The research tools were open interview and content analysis techniques .The research findings indicate that the two groups factors of inside and outside organization and 3 dimensions of personal, organizational and environmental abilities and 16 components of Features (psychological , attitude, motivational), management style, organizational ,Mental and interpersonal skills, new methods of reward, management support, Delegate, deadline, curricula system , strategic orientation, entrepreneurial culture, entrepreneurship education, space and equipments, government policies, socio-economic and cultural conditions, financial and non-financial support are effective in building this kind of entrepreneur school. Also the results of qualitative validation or questionnaire distribution in the first step have resulted to the Removal of the concepts of parental education; parental social status and evaluation system due to an average of less than 4.In the implementation of the second round questionnaire, Kendal correlation coefficient was calculated and Kendall's w = 0.705 was obtained, suggesting a strong consensus among panel members in the research.
The Influence Of Individual Characteristics And Job Characteristics On Vocati...iosrjce
This study explores the relationship between individual characteristics, job characteristics with job
satisfaction of teachers in vocational schools at the Province of North Sumatera, Indonesia. The sample size of
this study was obtained using the proportional random sampling which further resulting a total number of 166
teachers who were found having the expected qualification in Mechanical Engineering subject. The hypotheses
tests based on the path analysis on the research model revealed that individual characteristics and job
characteristics. The results showed that : 1) Individual characteristics directly affect the job satisfaction of
vocational teachers in North Sumatra, and 2). Job characteristics directly affect the job satisfaction of teachers
of vocational schools in North Sumatra.
Public Perception on the Factors that Affecting Turkish Public Administrators...ijtsrd
The aim of this research to evaluate that whether the perception of the public differs according to the demographic variables on the factors that Affecting Turkish Public Administrators Manager Choice. Quantitative research method was used in the research and the data obtained from the survey method were analyzed with SPSS software. According to the results of the research the perception of the public on the factors that Turkish Public Administrators Manager Choice varies according to the demographic characteristics. Akin Erdemir | Ramazan Erdem "Public Perception on the Factors that Affecting Turkish Public Administrators Manager Choice" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-2 , February 2019, URL: https://www.ijtsrd.com/papers/ijtsrd21508.pdf
Paper URL: https://www.ijtsrd.com/management/public-sector-management/21508/public-perception-on-the-factors-that-affecting-turkish-public-administrators-manager-choice/akin-erdemir
Recruitment Practices And Staff Performance In Public Universities: A Case St...QUESTJOURNAL
ABSTRACT: Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of any organization irrespective of its size and location. Public Universities, known to train professionals that exhibit transformative leadership and successfully run blue-chip companies have equally suffered from rampart industrial unrest and human resource malpractices across Kenya. Could it be a unique trend of organizational deviance that could be reflecting absence of a well executed staff recruitment practice? While it is understood and accepted that poor recruitment decisions continue to affect organizational performance and limit goal achievement, knowledge about this aspect in Public Universities remains scanty. The aim of this study was to address this gap by evaluating how recruitment practices affect performance of administrative staff in Public Universities using Masinde Muliro University of Science and Technology, Kenya as a case reference. A cross-sectional survey design was employed while sampling strategy was a blend of multiphase, stratified and purposive sampling. A sample size of 124 out of 1150 comprised mainly of administrative staff was used and that a questionnaire was the principal tool of data collection. Results were analyzed using frequency tables, mean, standard deviation and simple linear regression. The study found that a recruitment policy existed at Masinde Muliro University of Science and Technology, Kenya and that both external and internal recruitment practices were used to recruit employees at the University. However, it was noted that most of the university employees are recruited through media advert, internal advertisement, through transfers and promotions. The results of the regression indicated that recruitment practices are a significant predictor of employee performance, which was explained by 32% of variance and a moderate relationship captured by beta weight value of 0.57. On effectiveness of the recruitment policy, only 30% rated it as effective while 62% were indifferent and 8% rated it ineffective. The study concluded that although a significant relationship between recruitment practices and employee performance existed, it’s effectiveness and therefore positive impact on employee performance depended on employees’ positive perception and rating. It’s recommended that the Universities should avoid biasness in the recruitment process as this will negatively impact on employee performance.
Job Satisfaction and Faculty Turnover Intentions: A Case of Pakistani Univers...IOSRJBM
Retaining faculty members has been a problem in many universities for decades. When competent teachers quit, they depart with critical knowledge and experience that are essential for maintaininga competitive advantage. The aim of this study was to measure the impact of four facets of job satisfaction on turnover intentions of faculty members of different universities of Rawalpindi/Islamabad. A 16-item, selfadministered questionnaire was used to gather data on independent and dependent variables. In questionnaire, researchers used 5 point Likert scale for variables to measure respondent’s possible responses. 110 questionnaires were completed and returned back. Pearson Correlation and Multiple Regression tests were used to test the hypothesis. The results showed that the three facets of job satisfaction i.e. remuneration, supervisory support and work life policies have significant and negative relationship with turnover intentions while recognition has insignificant relationship with turnover intentions and this relationship did not support the researchers’ prediction. Results have been discussed andrecommendations have been made for universities’ administrations.
How Organizational Climate Influences Job Satisfaction in Educational Sector ...inventionjournals
The study aims in determining the organizational climate that would result in job satisfaction among academic staff in educational settings. Adequate literature on organizational climate and job satisfaction was reviewed. Findings results into the factors that contribute to shape culture, and its results into a framework, to encompass manifestations of organizational culture in relation to academic excellence. Further researchers can use this conceptual model to include few more pre cursors to outcomes to it, also this model can be tested empirically
The main objective of the current study is to investigate the effects of organizational culture on organizational health. Modern organizations are in a very intense competitive conditions and in order to survive, they need parameters which guarantee their survival. Therefore, the current study will investigate the significance of culture in this regard. Municipalities as one of the organizations providing urban services are in a position where it is possible to lose their impact due to the activities of other organizations. Accordingly, the statistical population selected for this study includes all the employees in Tehran Municipality. In order to gather the required data, after determining the sample size as 384 participants using Krejcie and Morgan table, standard questionnaire of Denison for culture (2000) and organizational health (2008) were used. The current study is a quantitative one carried out as a descriptive survey. The validity and reliability of the study are confirmed using appropriate methods. Finally, in order to test the hypotheses of the study, various descriptive and inferential statistical tests were used. It was found out that the organizational survival of Municipality was affected by various cultural parameters, among which compatibility had the highest impact.
The relationship between organizational space of offices and corporate identi...ijsptm
Institutional space as the value system determines what methods work and what behaviors are approved.
This study aimed to identify the relationship between organizational space (organizational structure,
corporate responsibility, corporate support and productivity management) with senior administration
identity of corporate managers of West Azerbaijan. 150 standardized questionnaires were distributed
among population and 100 questionnaires were returned to test hypotheses. According to normal data, the
Pearson correlation coefficient used to determine the type and extent of the relationship between the
variables. The results show there is a direct relationship between corporate responsibility, productivity
management, organizational support and corporate identity. However, a significant relationship between
the dimensions of organizational structure and corporate identity does not exist. So we suggest that serious
efforts should be made in General Offices in West Azerbaijan by exercising efficiently management and
developing appropriate organizational space (with respect to the liability of agents, productivity
management and organizational support) in order to improve organizational identity administration.
The Factors Affecting the Development of Entrepreneurship School in Education...inventionjournals
This study aimed to identify factors involved in developing Entrepreneur school and understanding the Executive requirements of these schools in Educational system of Iran (Case Study of MAZANDARAN province). Relying on the theory of organizational entrepreneurship and data based theory (Grounded Theory) the factors effective in creating a school for entrepreneurs were identified. The population of the study in Interview section was 20 experts in the Field of educational sciences from the University of Educators, entrepreneurship teachers and school administrators and for qualitative validation were 20 faculty members of University of Educators and school administrators. The research tools were open interview and content analysis techniques .The research findings indicate that the two groups factors of inside and outside organization and 3 dimensions of personal, organizational and environmental abilities and 16 components of Features (psychological , attitude, motivational), management style, organizational ,Mental and interpersonal skills, new methods of reward, management support, Delegate, deadline, curricula system , strategic orientation, entrepreneurial culture, entrepreneurship education, space and equipments, government policies, socio-economic and cultural conditions, financial and non-financial support are effective in building this kind of entrepreneur school. Also the results of qualitative validation or questionnaire distribution in the first step have resulted to the Removal of the concepts of parental education; parental social status and evaluation system due to an average of less than 4.In the implementation of the second round questionnaire, Kendal correlation coefficient was calculated and Kendall's w = 0.705 was obtained, suggesting a strong consensus among panel members in the research.
The Influence Of Individual Characteristics And Job Characteristics On Vocati...iosrjce
This study explores the relationship between individual characteristics, job characteristics with job
satisfaction of teachers in vocational schools at the Province of North Sumatera, Indonesia. The sample size of
this study was obtained using the proportional random sampling which further resulting a total number of 166
teachers who were found having the expected qualification in Mechanical Engineering subject. The hypotheses
tests based on the path analysis on the research model revealed that individual characteristics and job
characteristics. The results showed that : 1) Individual characteristics directly affect the job satisfaction of
vocational teachers in North Sumatra, and 2). Job characteristics directly affect the job satisfaction of teachers
of vocational schools in North Sumatra.
Public Perception on the Factors that Affecting Turkish Public Administrators...ijtsrd
The aim of this research to evaluate that whether the perception of the public differs according to the demographic variables on the factors that Affecting Turkish Public Administrators Manager Choice. Quantitative research method was used in the research and the data obtained from the survey method were analyzed with SPSS software. According to the results of the research the perception of the public on the factors that Turkish Public Administrators Manager Choice varies according to the demographic characteristics. Akin Erdemir | Ramazan Erdem "Public Perception on the Factors that Affecting Turkish Public Administrators Manager Choice" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-2 , February 2019, URL: https://www.ijtsrd.com/papers/ijtsrd21508.pdf
Paper URL: https://www.ijtsrd.com/management/public-sector-management/21508/public-perception-on-the-factors-that-affecting-turkish-public-administrators-manager-choice/akin-erdemir
Role of recruitment and selection of faculty inTapasya123
The importance of Human Resource Development (HRD) practices is being increasingly
realised in education sector in Rajasthan. Technical Institutes in Rajasthan are facing
problem of getting the competent faculty, retaining them, keeping up their motivation
and morale and helping them to both continuously grow and contribute their best
to the Institute. Due to changes in values, norms, social climate, their expectations
are different, they become problem if the organisation is not able to manage human
resources properly. Organisations today realise that innovative and creative employees
who hold the key to organisational knowledge provide a sustainable competitive
advantage because unlike other resources, intellectual capital is difficult to imitate
by competitors. This becomes all the more important in terms of educational organisations.
Accordingly, the people management function has become strategic in its importance
and outlook and is geared to attract, retain, and engage talent. These developments
have led to the creation of the Human Resource (HR) workforce scorecard as well.
Role of Recruitment and Selection of Faculty in Technical Aducation in Rajast...professionalpanorama
The importance of Human Resource Development (HRD) practices is being increasingly
realised in education sector in Rajasthan. Technical Institutes in Rajasthan are facing
problem of getting the competent faculty, retaining them, keeping up their motivation
and morale and helping them to both continuously grow and contribute their best
to the Institute. Due to changes in values, norms, social climate, their expectations
are different, they become problem if the organisation is not able to manage human
resources properly. Organisations today realise that innovative and creative employees
who hold the key to organisational knowledge provide a sustainable competitive
advantage because unlike other resources, intellectual capital is difficult to imitate
by competitors. This becomes all the more important in terms of educational organisations.
Accordingly, the people management function has become strategic in its importance
and outlook and is geared to attract, retain, and engage talent. These developments
have led to the creation of the Human Resource (HR) workforce scorecard as well.
The Effect Of Human Resource Management Functions On Quality Of Services (Ca...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Masters vs Job: Factors which Help Students to Decide between the TwoDr. Amarjeet Singh
The main idea of the study is to find out the factors that affect the key decision which results in choosing of one option between pursuing a master’s degree after college or going for placement after graduation. Researcher has collected data from 120 college going students and graduates. The data was accumulated using Google forms, it was analysed using Google’s analytical instruments. It was found out that students do not follow any trend to pursue their next goal but they decide upon factors which are directly or indirectly related to their personal lives and circumstances. Although most common answer recorded during the survey was that how some students do not want a break amidst their studies and on other hand some of them want to learn and gain practical experience.
PERFORMANCE MEASUREMENT OF HIGHER EDUCATIONAL INSTITUTIONS: AN EMPIRICAL STUD...IAEME Publication
There is need to increase the quality in the higher educational institutions. Quality
is the key parameter of discussion among HEIs and essential in competitive era. Every
institution has to perform its role effectively and survival of it is depending on the
capability to attract and retain the stakeholders, with recognition and reputation. The
present study has extracted seven factors by using exploratory factor analysis on
student’s perception. These factors are Digitization of Academic Awards, Campus
Placement, Extracurricular Activities, Infrastructure and Resources, Seminar and
Industrial Visits, Teaching Skills and Students Support System which will be useful for
the educational planners and the administrators in designing a more effective system
that can be valuable to improve the overall productivity of academics in higher
education. Therefore, this research has emphasized that government need to
concentrate on improving the enrollment of the students under NAD and a proper
focus will have to be given on policies and strategies to appoint high quality faculty by
the academicians.
The opinion of students of Arts and Science Colleges in Tamil Nadu regarding ...journal ijrtem
In this study the researcher has taken the opinion of the students of Arts and Science colleges in
Tamil Nadu, influence of the stakeholders (sources) in imparting the employability skills by using the t-test and
the students are clustered as different groups based on their attitude in utilizing the skills by applying factor
analysis.
The aim of this research is to study the recruitment and selection of employees in public sector of
Municipality Naur- Jordan as case study. Recruitment and selection are the most essential parts of human
resource activities and human resource being is the fundamental resource for every organization.The researcher
used primary and secondary methods for the collection of data. Primary data by distributing the questionnaire
among 60 employees in Naur municipality. I used secondary data in our project through searching from the
articles, books related to the topic and internet. The questionnaire has distributed randomly among the
respondents. The researcher used excel program to analyze the data.This study shows that most of employees
they have knowledge about recruitment and selection, because most of them agree that recruitment and
selection are two important functions of human resource management, as well the object of selection process is
to determine whether the prospective candidate possesses the specific qualification. Most of respondents are
agree that the objectives of staffing policies and procedures: attract staff members who possess the attributes,
which will enable them to perform their work to a high standard of competence and efficiency. Most of
employees are agree that the criteria followed by the municipalities of Municipality of Naur in the selection
process (identify job requirements, the qualifications and experience) and consist of the skills and
qualifications required to do the job, like education and work experience. While most of the respondents
strongly agreed that, the aim of selection and recruitment is to choose right people and able to respect and
protect human rights as well is a good policy based on principles such as Respect for diversity; ethical
decision-making and equal treatment.
The Interference of Politicians in the Recruitment and Selection of Academic ...Dr. Amarjeet Singh
The purpose of this paper was to investigate the
interference of politicians in the recruitment and selection of
academic staff in federal polytechnics in Niger delta. The
research design was descriptive survey to investigation and
observed the influence of politicians on recruitment and
selection of academic staff in federal polytechnics in the
Niger delta region of Nigeria .It is of utmost important for
institutions within this region to discourage the interference of
political office holders in the recruitment and selection
processes for these polytechnics to avoid having unqualified
staff and poor performing students .Findings from the
research shows that the quality of graduates depends on the
quality of the academic staff piloting the academic field of the
institutions. Also unqualified staff are recruited and appointed
to hold sensitive academic position in the polytechnics thereby
ridiculing the meritocracy system. Sequel to the above , it is
very important for this institutions ensure that quality
academic staff of the schools are being properly recruited and
selected not appointed by politicians since this has a negative
effect both on the image and academic performance of the
polytechnics .Some recommendations were put forward to
resolve the issues of the research.
Role of recruitment and selection of faculty inTapasya123
The importance of Human Resource Development (HRD) practices is being increasingly
realised in education sector in Rajasthan. Technical Institutes in Rajasthan are facing
problem of getting the competent faculty, retaining them, keeping up their motivation
and morale and helping them to both continuously grow and contribute their best
to the Institute. Due to changes in values, norms, social climate, their expectations
are different, they become problem if the organisation is not able to manage human
resources properly. Organisations today realise that innovative and creative employees
who hold the key to organisational knowledge provide a sustainable competitive
advantage because unlike other resources, intellectual capital is difficult to imitate
by competitors. This becomes all the more important in terms of educational organisations.
Accordingly, the people management function has become strategic in its importance
and outlook and is geared to attract, retain, and engage talent. These developments
have led to the creation of the Human Resource (HR) workforce scorecard as well.
Role of Recruitment and Selection of Faculty in Technical Aducation in Rajast...professionalpanorama
The importance of Human Resource Development (HRD) practices is being increasingly
realised in education sector in Rajasthan. Technical Institutes in Rajasthan are facing
problem of getting the competent faculty, retaining them, keeping up their motivation
and morale and helping them to both continuously grow and contribute their best
to the Institute. Due to changes in values, norms, social climate, their expectations
are different, they become problem if the organisation is not able to manage human
resources properly. Organisations today realise that innovative and creative employees
who hold the key to organisational knowledge provide a sustainable competitive
advantage because unlike other resources, intellectual capital is difficult to imitate
by competitors. This becomes all the more important in terms of educational organisations.
Accordingly, the people management function has become strategic in its importance
and outlook and is geared to attract, retain, and engage talent. These developments
have led to the creation of the Human Resource (HR) workforce scorecard as well.
The Effect Of Human Resource Management Functions On Quality Of Services (Ca...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Masters vs Job: Factors which Help Students to Decide between the TwoDr. Amarjeet Singh
The main idea of the study is to find out the factors that affect the key decision which results in choosing of one option between pursuing a master’s degree after college or going for placement after graduation. Researcher has collected data from 120 college going students and graduates. The data was accumulated using Google forms, it was analysed using Google’s analytical instruments. It was found out that students do not follow any trend to pursue their next goal but they decide upon factors which are directly or indirectly related to their personal lives and circumstances. Although most common answer recorded during the survey was that how some students do not want a break amidst their studies and on other hand some of them want to learn and gain practical experience.
PERFORMANCE MEASUREMENT OF HIGHER EDUCATIONAL INSTITUTIONS: AN EMPIRICAL STUD...IAEME Publication
There is need to increase the quality in the higher educational institutions. Quality
is the key parameter of discussion among HEIs and essential in competitive era. Every
institution has to perform its role effectively and survival of it is depending on the
capability to attract and retain the stakeholders, with recognition and reputation. The
present study has extracted seven factors by using exploratory factor analysis on
student’s perception. These factors are Digitization of Academic Awards, Campus
Placement, Extracurricular Activities, Infrastructure and Resources, Seminar and
Industrial Visits, Teaching Skills and Students Support System which will be useful for
the educational planners and the administrators in designing a more effective system
that can be valuable to improve the overall productivity of academics in higher
education. Therefore, this research has emphasized that government need to
concentrate on improving the enrollment of the students under NAD and a proper
focus will have to be given on policies and strategies to appoint high quality faculty by
the academicians.
The opinion of students of Arts and Science Colleges in Tamil Nadu regarding ...journal ijrtem
In this study the researcher has taken the opinion of the students of Arts and Science colleges in
Tamil Nadu, influence of the stakeholders (sources) in imparting the employability skills by using the t-test and
the students are clustered as different groups based on their attitude in utilizing the skills by applying factor
analysis.
The aim of this research is to study the recruitment and selection of employees in public sector of
Municipality Naur- Jordan as case study. Recruitment and selection are the most essential parts of human
resource activities and human resource being is the fundamental resource for every organization.The researcher
used primary and secondary methods for the collection of data. Primary data by distributing the questionnaire
among 60 employees in Naur municipality. I used secondary data in our project through searching from the
articles, books related to the topic and internet. The questionnaire has distributed randomly among the
respondents. The researcher used excel program to analyze the data.This study shows that most of employees
they have knowledge about recruitment and selection, because most of them agree that recruitment and
selection are two important functions of human resource management, as well the object of selection process is
to determine whether the prospective candidate possesses the specific qualification. Most of respondents are
agree that the objectives of staffing policies and procedures: attract staff members who possess the attributes,
which will enable them to perform their work to a high standard of competence and efficiency. Most of
employees are agree that the criteria followed by the municipalities of Municipality of Naur in the selection
process (identify job requirements, the qualifications and experience) and consist of the skills and
qualifications required to do the job, like education and work experience. While most of the respondents
strongly agreed that, the aim of selection and recruitment is to choose right people and able to respect and
protect human rights as well is a good policy based on principles such as Respect for diversity; ethical
decision-making and equal treatment.
The Interference of Politicians in the Recruitment and Selection of Academic ...Dr. Amarjeet Singh
The purpose of this paper was to investigate the
interference of politicians in the recruitment and selection of
academic staff in federal polytechnics in Niger delta. The
research design was descriptive survey to investigation and
observed the influence of politicians on recruitment and
selection of academic staff in federal polytechnics in the
Niger delta region of Nigeria .It is of utmost important for
institutions within this region to discourage the interference of
political office holders in the recruitment and selection
processes for these polytechnics to avoid having unqualified
staff and poor performing students .Findings from the
research shows that the quality of graduates depends on the
quality of the academic staff piloting the academic field of the
institutions. Also unqualified staff are recruited and appointed
to hold sensitive academic position in the polytechnics thereby
ridiculing the meritocracy system. Sequel to the above , it is
very important for this institutions ensure that quality
academic staff of the schools are being properly recruited and
selected not appointed by politicians since this has a negative
effect both on the image and academic performance of the
polytechnics .Some recommendations were put forward to
resolve the issues of the research.
Factors Influencing Non-Teaching Employees’ Performance in Kenya: A Case Stud...paperpublications3
Abstract: The study aimed at analyzing the factors influencing non-teaching employees’ performance in Kitale National Polytechnic. Non-teaching employees play a significant role in achieving the goals of an institution. The study was guided by the following research objectives: -to examine the effect of training on non-teaching employee’s performance at Kitale National Polytechnic, to analyze the effect of organization culture on non-teaching employee’s performance at Kitale National Polytechnic, to determine the effect of working environment on non-teaching employee’s performance at Kitale National Polytechnic and to evaluate the effect of motivation on non-teaching employee’s performance at Kitale National Polytechnic. The study was conducted through a descriptive research design. Sixty one non-teaching employees of Kitale National Polytechnic were the target population. The whole population formed the sample size. A questionnaire was the main tool for primary data collection. Descriptive and inferential statistics and regression analysis were used in interpreting the collected data. The study will be able to answer the hurdles that non-teaching employees face while performing their tasks. The findings established in this study will create a path to improved performance of non-teaching employees not only in Kitale National Polytechnic but all the national polytechnics in Kenya.
Recruitment and Selection: The Relationship between Recruitment and Selection...AI Publications
The recruitment is the main function of HR department and the recruitment process is the first step towards making the competitive quality and the recruitment strategic advantage for the association. A quantitative method used to analyze this study, the researchers prepared questionnaire and distributed at Telecommunication Companies in Erbil-Kurdistan. The objective of this research paper is to determine the recruitment and selection procedures in organizations, and finding out the methodologies that are involved in the process. Moreover, finding out how being qualified and having certificates affects the recruitment process, and how different criteria such as gender, race, and culture effect on it as well. The survey was conducted at Telecom Companies. Employees filled the survey. Data was collected and Statistical Package for Social Sciences (SPSS) version 23 was used as the statistical analysis tool while descriptive statistics were calculated and used in the interpretation of findings. The population of this study is approximately 220 employees, The researchers distributed 80 questionnaires, but 69 questionnaires received from participants, however only 60 questionnaires were properly filled out by the participants, accordingly my sample size was initially a total of (60) surveys, and %100 was turned back which means 60 surveys. Data for the research paper was collected through a questionnaire paper distributed to employees working at Telecom Companies. The researchers found that there is no difference in candidates’ race and gender in internal promotion at Telecommunication Companies in Erbil-Kurdistan, therefore the researchers answered the first research question, and the second research question which stated that Within our organization, for second question the researchers found that the majority of participants believed that selection methods used (application forms, assessment centers, psychometric tests, interviews, CV data, references, group interviews) are important.
“The Effectiveness and Efficiency of the Various Graduate Recruitment Methods”IOSRJBM
Purpose: Research in the field of Recruitment and Selection have become a dynamic study area over the past few decades and is likely to become even more so as the importance of human resource management is rapidly gaining momentum. Therefore understanding the various recruitment methods will be viewed as increasingly important. The global-economy has undergone a drastic change over the last few years. Globalization, privatization, liberalization all contribute to this change. The global-economy has scaled great heights, but in the recent-past recession has been a major road block. There are several consequences to recession, but the major one has been job-cuts .Securing a job today is a challenging and complicated task and to add to the complexity, the recruitment procedure has changed completely over the years. This article aims at examining the effectiveness and efficiency of graduate-recruitment methods in today’s world by using extensive literature review and secondary research.
Influence of Compensation and Reward on Performance of Employees at Nakuru Co...iosrjce
Human Resource Development is concerned with the provision of learning, development and
training opportunities in order to improve individual, team and organizational performance. The objective of
the study was influence of compensation and reward on performance of employees at Nakuru county
government A survey was carried out within the 11 sub-counties in Nakuru County Government with the study
adapting a descriptive research design. Stratified random sampling technique was employed on a target
population of 6,400 respondents from the same geographical area of study. Simple random sampling was used
to select the respondents that formed a sample size of 98 respondents. Primary data was collected using
questionnaires and interview schedules with a combination of open and closed questions. Statistical Package for
Social Sciences was used to analyze the data. The findings indicated that there was a strong relationship
compensation and reward on employee performance in the county government of Nakuru. The researcher
therefore recommended training needs and other nonmonetary rewards practices in order to enhance employee
performance.
Effective recruitment and selection procedures an analytical study based on public sector universities of pakistan
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Effective Recruitment and Selection Procedures: an Analytical
Study Based on Public Sector Universities of Pakistan
Ghulam Nabi (Corresponding Author)
School of Public Affairs, University of Science & Technology China,Hefei, Anhui (230026)P.R C.
E-mail: ghulam@mail.ustc.edu.cn
Song Wei
PhD, Professor & Dean, School of Public Affairs,University of Science & Technology China.
Xu Husheng Muhammad Shabbir Muhammad Altaf Shuliang Zhao
School of Public Affairs, University of Science & Technology China
Abstract
The focus of this study was mainly to analyze the effectiveness of the fair recruitment and selection procedures
in the public sector universities of Azad Jammu & Kashmir and Pakistan. The careful attention was given in data
collection and was collected through personally administered questionnaire from heads of the teaching
department who are actually operating academic departments and are a vital part of recruitment and selection.
Data was analyzed through SPSS by applying regression analysis and some needed descriptive statistics. The
study found that organizational politics and line management have the greater influence on the effectiveness of
fair recruitment and selection procedures. Secondly, fairness of recruitment and selection procedures proved
interconnected and interrelated. Finally, based on the discussion in detail, the authors have jotted down brief
conclusion and recommendations followed by future directions, which authors believe will not only help the
researchers to conduct future research but also practitioners in the relevant recruitment and selection section can
take the benefits from this research.
Keywords: Organizational Politics, Line and HR Management, Selection effectiveness
Introduction:
Since the industrial revolution economies started growing speedily in the developed countries and later on this
process of growing industries and markets expanded to the whole world which turned into large completion
among big companies operating in both public and private sectors. The world turned into global village which
encouraged movement of Knowledge, Skills and Abilities across the cultures in the different countries in the
world that caused the researchers focus towards the human resource management field to address different
aspects related to the employees behavior particularly recruitment and selection, one of a key human resource
management function. Effective recruitment and selection has always been one of a most pivotal for the
organizations in the educational sector because of not having any absolute methodology for attracting, screening
and finally finding the right person for the right job in an organization (Pounder, 1996). Researchers studying
various human resource practices have been focusing continuously on recruitment & selection among other HR
practices (e.g., Taseem & Soeters, 2006 and Huselid, 1995), while as on the other hand (Baber, 1999) has raised
various observations on the previous studies in the area of recruitment and selection that their most of the focus
has been the large firms which have different recruitment and selection procedures. Brequgh et al, (2000)
mentioned that the direct mail and the employee referrals has very active impact on the applicants response as
compare to newspaper advertisement, which according to him is passive in nature. In the public sector
universities of Azad Jammu & Kashmir and Pakistan newspaper advertisement is the only source of recruitment
on which entire selection depends.
There are two phases to make new selection of employees needed by the organizations, the first one is
to generate a large pool of applicants and then make the best selection out of them (Barbar 1998). Recruitment is
equally important to study because effectiveness of the selection directly depends on the how large and
qualitative is the pool of applications (Murphy and Barham (2002). One of a positive aspect of this research is
that it addresses recruitment and selection simultaneously that will help to have better picture as was done by
many researchers in the past (Sally 2007). In most of the literature the recruitment and selection are being treated
separately while as recruitment and selection are interrelated & interdependent that has influence to each other
(Rynes & Barber, 1990). If the recruitment process will not be effective to bring enough pool or applications the
right selection becomes very difficult for any specific job (Carless, 2007).
Barber at al., (1999) have found that it is hard to measure the effectiveness of recruitment and selection
appropriately because of organizations having different systems of measurement. Vigoda, (2000) has argued that
studies have been lacking the focus on the relationship between organizational politics and many other work
related outcomes and he stressed the need to focus more on organizational politics related studies in the public
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sector. The basic objective of this research is to investigate and analyze the effectiveness of recruitment &
selection in public sector universities, keeping in view procedural fairness, Transparency, gender issues, Line
Manager Role, HR Competency and organizational & state politics influence. Recruitment and selection had
been a very key area of research among the researchers of human resource management field. In such case the
coordination between line and HR management is very crucial to make the right selection, (Hsu, 2000) has
indicated that HR officials do share their responsibilities with the line management and this effect seems stronger
in the field of recruitment and selection, especially when it is the matter of the final selection. Researchers have
argued that it is the line management who has to support the HR management for the execution of their function
because they actually control the employee directly (Armstrong, 1992).
In the public sector universities of Azad Jammu & Kashmir and Pakistan, once an employee is being
selected on regular bases, he or she remains serving till 60 years of their age which implies that by average they
spent almost more than 35 years of their age serving in these organizations under different capacities which
matters continuously during their period of service in terms of survival and competitive advantage by the
organizations regardless of private or public sector. For this research purpose effectiveness of recruitment and
selection means the meeting of the basic objectives or recruitment (generating large pool of applications) and
selection (picking the best appropriate applicant among them). Keeping in view influence of various dependent
variables, i.e., relevancy of selection procedures, departmental HR competency, organizational and state politics
influence on its effectiveness and poor coordination between line and staff authority. Pounder and Young, (1996)
has highlighted in a study that the effective recruitment and selection is becoming more and more difficult and
challenging. Many human resource management researchers have argued that the survival and success of an
organization lies on how effective the practices of recruitment and selection are taking place (Ofori & Aryeetey,
2011).
This study is highly significant as the main focus of this study is to investigate the fairness of
effectiveness of recruitment and selection practices in the public sector universities of Azad Jammu & Kashmir
and Pakistan as it is education that helps the country to make social and economic development. Aycan et al.
(2000) has identified various countries that are under researched in the area of human resource management and
Pakistan is among one of them. Therefore, this research is needed specially to conduct a thorough analysis of the
various aspects of the recruitment and selection to understand how effectively these primary practices are taking
place in the public sector universities which impart education and skills to the future generation of Pakistan.
Shahzad (2008) has identified that no Pakistani universities are being listed among the world best universities
and he strongly argued that universities must pay special focus on their teachers’ performance as he found they
are not working effectively, while as this research paper will focus more on to probe about the effective
recruitment & selection practices that is the base to bring the right blood into the organizational mainstream, so
that organizations can deliver the best for the development of the youth because in case of non effectiveness of
recruitment and selection this youth has to suffer which ultimately is being translated into the overall country
performance. To enhance the objectivity of this research we have chosen head of the departments or chairmen
(HoD) as basic unit to collect data by assuming which is almost the reality, that they not only understand the
human resource management policy and practices but also have the experience of being direct or indirect
members of the selection process, committee or board.
Related Literature Review
Effective Recruitment and Selection
From the human resource management perspective the first most crucial and difficult human resource
management strategy for achieving organizational goals is recruitment and selection strategies as the outcome of
recruitment and selection strategy can be very productive for the organization if selected right person in terms of
appropriate skills mix and also very non productive if wrong one was selected and can lead failure of the
organizations (Compton, 2009 & Canton, 2004). Polychart (2006) has righty argued that due to the KASOs
emergence, the success and failure of an organizations depends on staffing but unfortunately the organizational
management and researches have not been able to understand it’s worth by knowing that this is the supreme
human resource function. Effective recruitment and selection has always been one of a most pivotal for the
organizations in the educational sector because of not having any absolute methodology for attracting, screening
and finally finding the right person for the right job in an organization (Pounder, 1996).
Researchers have been working on the three perspectives that have helped to develop fair selection
procedures and in this regard ten procedural rules have been suggested to assess the fairness of any selection
system (Gilliland 1993). Cropanzana (2007) conducted research on applicants’ reaction to examine the violation
of the procedural rules and found that job relatedness and interpersonal treatment of the selection procedure were
more concerned to the applicants while as applicants showed concerns over not receiving timely feedback and
biasness. Applicants perception and reaction to the selection procedures have attached huge interest among
different researchers who analyzed it in different perspectives, and among these a dominant focus is the fairness
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of selection procedures, that has an impact not only on the organizations attractiveness (Bauer et al., 1998) but
also on the applicants motivation regarding a particular selection test (Chan et al., 1997). It has been argued that
fairly treated applicants recommend the organization to others while as in case of not fairly not treated may go
for litigation for their possible remedy (Bauer et al., (2001). Kandola and Zottoli & Wanous, (2000) has
identified from the research that informal recruitment (employee referrals and Walk in) had been considered
more helpful to the job applicants because these sources provide accurate and complete set of knowledge about a
particular job with some other advantages over the formal recruitment sources (advertisement & Posters).
Zolttoli & Wanous, (2000) has found that the advertisements place in the different newspapers have been found
least effective source of recruitment in both public and private sector as well.
Fullerton (1994) have argued that in order to remove the discrimination, the main principle is that
process should be made in such a way that applicants will experience sameness in treating them during the whole
selection process. Powel, (1991) have explained that there are many researchers who have pointed out about the
many recruiters who are providing applicants enough and specific information which enables them to decide
about the suitability and relevancy with the job. Vianen et al, (2004) argued that in making selection of an
employee the situational judgment test has higher rating as compare to the cognitive ability and personality test.
It has been argued that by using technology in the field of recruitment and selection has many advantages and
this can enhance the level of validity, acceptance and also will be able to bring efficiency in an organizational
recruitment and selection activities (Chan & Schmitt, 1997). Researchers have raised various concernes over the
transparency of the selection procedures that according to (Brink, at. Al, 2006) is very critical. Some researchers
argued that women candidates qualify more in open competition as compare to male candidates which (Van
Balen, 2001) has found that this is because of the lack of the transparency in selection procedures. However
(Brink at. al, 2006) has found that women can have more probability to be appointed if the selection committee
consists of a significant number of women members.
Human resource Personnel and Line management role
Researchers have suggested and agreed that human resource policies must be integrated with the overall strategic
objectives of the organization, human resource managers and specialists needs very special attention to the
recruitment and selection of employees to align its consistency with the overall organizational strategy and other
subsequent functions of human resource management, this function should be treated as integrated process not
taken as casual or an ad hoc activity (Hsu, 2000). The first interaction between an organization and applicant is
actually happening on the recruitment and selection stage when a new candidate perceive fairness treatment from
the organization which has long lasting effects after this candidate joins the organization as employee
(Cropanzana et al., 2007). Plychart (2006) has noted that the effective selection of an employee is only possible
when the organizations have the capability to generate a larger pool of potential applicants. It has been argued
that fairly treated applicants recommend the organization to others while as in case of not fairly not treated may
go for litigation for their possible remedy (Bauer et al, 2001). Kandola and Fullerton, (1994) have argued that in
order to remove the discrimination, the main principle is that process should be made in such a way that
applicants will experience sameness in treating them during the whole selection process. Gilliland, (1993)
suggested that fairness reaction by the applicants may have a relationship with the legal action against the
recruiter. Mitsuhashi et al, (1998) has found in the context of Chinese firms effectiveness of HR practices
between the line and HR executive and he noted that Line executive perceive lower HR department performance
as compare to the them which they argued that are due to the lack of appropriate authority and huge
governmental influences in their activities. Lews, (2002) has argued that in Chinese State Owned enterprises the
management has not been able to foster proper human resource management practices, which has caused
multiple issues for the organizational management like overstaffing and lack of having appropriate expertise
required by the organizations. Hsu, (2000) has discussed that the human resource decision making sharing
between HR specialist and line managers, he found that line managers has more influence over the human
resource specialist in terms of recruitment and selection decision. Tulubas & Celep, (2012) have argued that it is
the supervisor who has direct impact on the daily activities of the faculty members as they remain physically and
personally very close to these faculty members. Armstrong, (1992) has described that the basic job of the human
resource specialist is to provide assistance and support to the line managers, which doesn’t mean that they
control their activities.
Organization and state politics
Vigoda, (2000) has identified that organizational politics has affecting negatively the employees reaction and has
found that in the public sector organizations the employee prefer silence by showing negligent behavior if they
feel politics around them, as they don’t want to quite the job. Lee & Renzetti (1990) have declared that
researchers who held researches on the recruitment & selection are actually talking a very sensitive area to be
analyzed with some ethical & legal consequences, while as according to the (taylor, 2006) the research
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investigation in managerial practices which clashes with the common social norms and exposure of
asymmetrical power relation can be threatening. Schneider (1992) has argued that the performance of an
organization in public sector depends on its managers who are running these organizations and managing its
overall affairs, this also depends on those people who have the appointing authority of these managers. In the
public institutions it has become common that recruitment and selection practices are facing the issue of unfair
practices and in USA & UK nepotism and cronyism is the main acquisition upon these public institutions (Taylor,
2006). Schneider (1992) has mentioned that in 1945 post era Brazil was one of an effective state led
industrialization but due to serious issues in the bureaucracy and political involvement specially in the field of
recruitment and selection this couldn’t be maintained. Taylor, (2006) suggested that the researchers should focus
on the political and ethical aspects of the recruitment and selection practices rather than looking into the
economic and technical aspects.
Krause, (2006) mentioned that citizen elect their members in a democratic set up to work for them but
the struggle starts once these members interact with the bureaucracy of the agency or organization to implement
their policies and on the other hand the bureaucracy tries to maintain their independence, in such cases the
politicians select their non elected supporters in the public offices that generate multiple agency issues. Suleiman,
(2003) has highlighted that in many countries it has been observed that due to political appointees, the
organizational performance and morale has been negatively hit, that has caused a hurdle in the way of effective
recruitment and selection. Many countries are hiring top position or executive are being selected with the
approval by the top politicians and rest are being selected through organizational internal prevailing mechanism
(Krause, 2006) and this sort of system of selection procedures are also prevailing among the most of the SAARC
countries including Azad Jammu & Kashmir, Pakistan as well.
The struggle of appointing officials in the public sector organizations between the president and other
ministers depends on the pressure from their supporters as President has more pressure as compare to the other
ministers to appoint near relatives or supporters in the state owned institutions even they try to do this with the
lower level jobs as well (Schneider, 1992). Lew, (2007) has explained that it is evident from the literature that
political appointments to have more political control hurt the organizational performance and found that due to
longer experience in the programs the bureau chief performance was higher than those chiefs who have been
politically appointed. Huber & McCarty (2004) has argued that the bureaucrats sometimes may not listen to the
politicians and in such cases these politicians will punish them in by all means. Researchers have elucidated that
the basic objective of the career merit system was to enhance the capability & capacity of government to perform
effectively because of having relevant knowledge, skills and professional background (Kaufman 1965; Simon,
Thompson, and Smithburg [1950] 1991). Vigoda (2003) has claimed that most of the research studies on
organizational politics have been perceived negatively while as (Drory, 2010) has mentioned that traditionally it
has been seen as evil.
Research Methodology
The basic aim of this study was to investigate the effectiveness of the recruitment and selection procedures in the
public sector university of Azad Jammu & Kashmir and Pakistan. Because the objective of this study is to focus
recruitment and selection simultaneously in this research, therefore to collect the relevant and valuable data, we
choose the head of the departments of the public sector universities, who were also the direct line managers to
control the departmental and faculty members activities on daily basis and these were directly or indirectly part
of recruitment and selection process of the faculty members in their department or section. The data was
collected personally through a well designed questionnaire based on five point likert scale ranging from
“Strongly agree” to “Strongly disagree”. Analyses were made through the latest version of SPSS a well known
software for the statistically data analysis, so that effective conclusion can be drawn. MS Excel latest version
2007 has also been used in summarizing various items under a single variable to be used in SPSS for further
detailed analysis.
Convenience sampling technique were used to collect data from the sample and in total 80 head of the
departments showed willingness to fill the questionnaire and most of them were senior level officers. The
researchers personally administered this questionnaire and remained present during the completion of the
questionnaire to clarify any confusion to them as they were highly busy in their administrative and academic
work. Any head of the department in teaching section whether he or she has this portfolio currently or had been
in his career were requested to fill the questionnaire because in public sector universities the tenure for head of
department is three years selected by rotation on the basis of seniority decided by the vice chancellor (CEO) of
the university.
Data Analysis and Empirical Results
In order to analyze the various relationships and influence of independent variables on recruitment and selection
fair procedures, we applied regression and correlation test which are shown in the following given tables. Table
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No. 1 shows the results regarding various independent variables with fair recruitment procedures that are
highlighted in the first column that are followed by their Mean, Standard Deviations and correlation values.
While as the Table 2 mentions about the details about constants followed by coefficients, t values and their
significances.
In table 2, the coefficient of the regressors, organization politics, selection procedures and line
management involvement are B= 0.220, 0.569, -0.258 respectively that shows significant effect on our response
variable fair recruitment procedures with significant t values above 2. Other regressors, State Politics,
Transparency and HR capacity have 0.509, -0.165, 0.235 respectively which shows insignificant effect on our
response variable fair recruitment procedures at ( α = 0.05). Moreover in table no. 2 the correlation values and
their significance support these results as well.
Regarding the analysis of the relationship and influence on response variable, fair selection procedures
with six aggressors mentioned in the first column of table no. 4, only line management and selection procedures
with B = .0413 and 0.303 respectively show the significance influence which has t value higher than 2 that is
considered significant among the research community. However, four regressors, state politics, organization
politics, transparency and HR capacity have shown -0.95, 0.009, 0.013, 0.023 with t value lower then 2, that
indicates that there is insignificant influence over the response variable at ( α = 0.05). This is further supported
by the evidence in the table no. 3 which contains the results about the correlations between response and
aggressor variables.
Discussion and Conclusion
Carless, (2007) has argued that if the recruitment process is not effective to bring enough pool or applications,
then it is very difficult for the organization to make effective selection for a specific job. The first aspect of this
study was this to focus on effectiveness of recruitment procedures through fair recruitment selection procedures,
influence of State politics, organization politics, fair selection procedures, transparency of selection procedures,
influence of line manager and HR capacity.
The first finding of this study we have noted is that organizational politics has significant influence on
the recruitment procedures which means that this has influenced the fairness of recruitment procedures. The
rationale behind this is that organizational politics that consists of key officials, especially vice chancellor (CEO)
is having full control over all the functions and appointments of university directly; hence they do influence the
recruitment procedures. Here, though the state politics has not shown influencing recruitment procedures but we
argue that they achieve their objective through organizational politics because the top university authority is
being selected by state politicians specially by the president, which according to (Krause, 2006) that in many
countries hiring of top position or executive are being selected with the approval by the top politicians and rest
are being selected through organizational internal prevailing mechanism, which in the context of public sector
universities of Pakistan is fully under the control of these appointees selected by the politicians.
Another key finding of this study is that selection procedures have influence over the fairness of
recruitment procedures which means that there is not a clear recruitment strategy, and it depends on the nature of
the selection procedures because in some cases the universities adopt short listing mechanism on the basis of
details given in application form, while as in some occasions they also adopt written test to make short listing as
well. Secondly when universities are conducting selection of employees on contract basis, they don’t follow the
set recruitment and selection procedures, even sometimes the head of the department knows once such
appointments are being made by the universities top officials which is also a glimpse of the organization politics
in an organization and such procedures do affect the overall performance and productive of the organization
which is partially been relevant with (Suleiman, 2003) who has mentioned that in many countries it has been
observed that due to political appointees, the organizational performance and morale has been negatively hit, that
has caused a hurdle in the way of effective recruitment and selection. Another aspect of this finding is that when
it comes to make an appointment on higher grades especially on associate and professor level, then recruitment
strategies are being devised accordingly on the directions of key official of the universities, so that the already
desired known candidate may be selected. In some cases the organizational key authority use such recruitment
and selection strategies as punitive measures for some faculty members on higher grades in spite of their
eligibility. This finding we summarize that as it has been found in this study that organization politics has direct
influence on fairness of recruitment and this has also connection with this finding because the ultimate decision
making of recruitment campaign is the CEO of the universities who are directly appointed by the politicians
which is the notion of organizational politics and according to the Vigoda (2003) most of the research studies on
organizational politics have been perceived negatively while as (Drory, 2010) has also mentioned that
traditionally it has been seen as an evil.
Line management involvement has been noted significant in this study that implies that they have more
influential role which has also been mentioned by Hsu, (2000) that the human resource decision making sharing
between HR specialist and line managers, he found that line managers has more influence over the human
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resource specialist in terms of recruitment and selection decision. This more influential role in fairness of
recruitment is due to the effective direct control as the human resource officials have not direct control over the
organizational staff, while as the line managers do have control over the daily activities of their subordinate
employees that make them capable of exercising more control and role in the recruitment and selection decisions.
Another dimension of this finding is that in the public sector universities of Azad Jammu & Kashmir and
Pakistan, there is lack of proper human resource department that may have relevant HR officials to deal with the
various HR functions specially recruitment and selection and this make the line manager more capable of gazing
the HR officials their lower performance as compare to them, which has also been noted by (Mitsuhashi et al,
1998) who has found in the context of Chinese firms effectiveness of HR practices between the line and HR
executive and he noted that Line executive perceive lower HR department performance as compare to the them
which they argued that are due to the lack of appropriate authority and huge governmental influences in their
activities, however in this study governmental influence has not been found directly influencing the recruitment
and selection practices.
Fairness in recruitment procedures has been directly influencing the fairness of selection procedures,
which supports that these two functions of the same coin are fully interrelated and inter connected which has also
been argued by (Rynes & Barber, 1990) that most of the literature on recruitment and selection are being treated
separately while as recruitment and selection are interrelated & interdependent that has influence to each other.
Fairness has remained one of a most important aspect of the effective recruitment and selection procedures
because this helps the organizations to generate a large pool of applicants on which effective selection depends
which has been supported in a earlier research by (Harris, 2000 that the organizations which have higher
procedural fairness perception among the applicants are able to generate a large pool of applications for selection.
In this finding it is evident that both fairness of recruitment and selection procedures are having corresponding
influence on each other and we argue that one of an influence on selection procedures is due to the use of news
paper advertisement which has been found having least effective source of recruitment for both public and
private sector organizations in a study and this supported with a similar finding by (Zolttoli & Wanous, 2000)
who has found that the advertisements place in the different newspapers have been found least effective source
of recruitment in both public and private sector as well. This finding has very much significance because this can
badly hurt the basic objective of selection which is selection of right person on the right job if recruitment
process is not capable of generating large pool of applications which is also argued by (Carless, 2007) that if the
recruitment process will not be effective to bring enough pool or applications the right selection becomes very
difficult for any specific job (Carless, 2007).
Conclusion
The most significant conclusion of this study is the organizational politics influence over the effectiveness of fair
recruitment and selection in the public sector universities of Azad Jammu & Kashmir and Pakistan, which
according to the previous research findings have mentioned in this study are not good for the organizational
productivity, as such influences affect the influence the overall performance of the organizations. This specially
influences the fairness of the recruitment procedures that causes a sever questions over the effectiveness of the
recruitment and meeting its objectives.
Line management involvement in the recruitment and selection procedures depicts that they have more
control over recruitment and selection procedures but actually it is also significant to see the aspect existence of
human resource department section which we noted that universities are not focusing to establish this pivotal
department for the larger interest of the universities, instead they just rely on the old pattern of human resource
which is merely dealt by a small section having no relevant people to deal with the different human resource
management function specially recruitment and selection.
Effectiveness of the recruitment and selection fairness has been noted interrelated and interconnected
which means that both have influence on each other. However the influence of organizational politics raises its
severity to the extent of achieving the desired effectiveness of recruitment and selection, i.e., fetching large pool
of applications and getting the right person on right job.
We have noted in this study that universities key official, the vice chancellor (CEO) of the university
and the first line managers are having effective control in the recruitment and selection, which shows the similar
pattern of influence over the effectiveness of fairness of recruitment and selection in the public sector
universities and we argue on the basis of previous literature discussed in this study that this influence is being
translated through entire line management on the direction of vice chancellor that is a key figure of
organizational politics along with the registrar and concerned dean.
We finally conclude that the universities are not effective in managing fairness of recruitment and
selection because of the fact that organizational don’t have effective and clear policy of recruitment and selection
to achieve the basic objectives of recruitment (large pool of applications)and selection (right person on right job).
7. Public Policy and Administration Research www.iiste.org
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Recommendation
Based on this study we would like to recommend the universities that they should set their full fledged human
resource department on the modern set up basis with competent and relevant personals having expertise related
to various functions of the department, particularly recruitment and selection so that organizations will be able to
conduct full scale of job analysis and prepare up dated job description and specification. This is highly essential
as this will assist the organization to remain competitive by brining the right blood in the organization and
keeping them developing according to the changing requirements of jobs from time to time.
Our second recommendation is to the higher education commission of Pakistan to formulate a concrete
recruitment and selection policy with full clarity and then implement that with full involvement from the higher
education commission HRD professionals to bring the real talent in the universities, so that the country future
can be developed with the right kind of knowledge and skills. This will also help the organizations to avoid any
kind of political influence over the universities administration.
Our third recommendation is that whatever the situation is the contract appointments must also be made
according to the real needs of the organization and all the relevant officials must be involved in their selection.
Universities must keep the recruitment and selection on top priority, as in the broader sense, this is a real base for
the social and economic development of any society and country. Finally, the researchers should focus on
conducting a comparative study based on the public and private sector universities to gain further understanding
regarding recruitment and selection mechanism. Moreover, a comprehensive research is needed to analyze the
recruitment and selection from the basic pay scale (BPS) 1 to 16, specially the relevant officials of human
resource department and their functioning on modern basis.
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Notes
Table 1: Descriptive Statistics
Variables M SD 1 2 3 4 5 6 7
1. Fair Rec Proc 2.5000 .86501 -
2. State Politics 3.0500 .80975 -.003 -
3. Org Politics 3.3063 1.07766 .470** .207 -
4. Fair Sel Proc 3.0625 .76347 .505** -.048 .458** -
5. Transparency 2.7975 .54702 .083 .152 .283** .255** -
6. Line Role 3.3313 1.07310 .247 .090 .494** .679** .377** -
7. HR and Line 3.2656 .86043 .390** .017 .624** .685** .444** .895** -
8. HR Capacity 3.2000 .89945 .452** -.075 .604** .501** .401** .518** .846**
Note: N = 80, “**” indicates significant result at ( α = 0.05)
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