The Role of Recruitment and Selection on Organisational Performance: A Case of National Housing Corporation in Tanzania
DOI:
https://doi.org/10.59645/abr.v16i5.386Keywords:
Recruitment, Selection, Organisation, Performance, Human Resource ManagementAbstract
This study examines the role of recruitment and selection practices on organisational performance at Tanzania's National Housing Corporation (NHC). Employing a descriptive research design, the study targeted all 76 employees at NHC headquarters across various departments, using census sampling to ensure comprehensive data collection and eliminate bias. Data were gathered through structured questionnaires with closed-ended questions measured on a five-point Likert scale. Analysis involved both descriptive statistics (percentages, frequency distributions, mean, and standard deviations) and inferential statistics (correlation) to examine relationships between independent variables (recruitment and selection, training and development, performance appraisal) and dependent variable (NHC's organisational performance). Findings reveal that recruitment and selection at NHC play a critical role on organisational performance. NHC has a well-communicated recruitment policy with high employee awareness and involvement. Internal advertising of new positions is common, supporting talent retention and growth opportunities. While job applicants generally receive adequate information, some inconsistencies exist. The recruitment process is perceived as transparent, though improvements are possible. NHC is seen as an equal-opportunity employer, but reinforcement is needed in some areas. Employees feel reasonably included in the selection process, which is merit-based with clearly defined criteria. Selected candidates generally fit well with the organisational culture. However, inclusiveness in selection could be enhanced. Recommendations include improving recruitment policy communication, increasing employee engagement, strengthening internal advertising, reinforcing equal opportunity practices, maintaining merit-based selection, ensuring cultural fit, and fostering trust and transparency. These suggestions aim to optimize recruitment and selection practices, thereby enhancing NHC's organizational performance and potentially benefiting other organizations.
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