Chapter one

Introduction

Employees are the greatest asset of any organization, for an organization to shine; the organizations
depend on the competence and professional attitude of the employees. So, it is imperative that right
person for the right job is working whether private or public organization, thus recruitment and selection
process becomes most integrals’ if done in an organized way it leads to selection of right candidates.

The duties of public organization are to maintain social order and provide a system of law and justice to
the people. Public organizations provide public goods to its people and thus need efficient and effective
human capital to provide the services in an efficient manner. The public sector needs competent
workforce to provide services adeptly, so it is of utmost importance that right candidate is there for the
right job. Thus the importance of recruitment and selection is indeed great with reference to government
organizations. For effective and efficient delivery of services, it is essential that they engage a balance
number of skilled human resource strength.

Progressing through the 21st century, globalized workforce is the basis of competition, this has raised the
importance of human resource management to another level as without strong consideration to workplace,
it is impossible for any organization to excel. The progress, development, and success of any business or
an organization are directly linked to the performance of those who work for that business.

Human resource management practices has the ability to create organizations that are more intelligent,
flexible and competent than their rivals through the application of policies and practices that concentrate
on recruiting, selecting, training skilled employees and directing their best efforts to cooperate within the
resource bundle of the organization. Junaid Ashraf(2018) ;Simon Amegashie-Viglo

Nagabhaskar (2014) also said every individual needs time to adjust with others. It has been observed that
individuals sticking to an organization for a longer span are more loyal towards the management and the
organization. It is essential for the organization to retain their valuable employees showing growth
potential.

1.1 Background of the study

Ethiopia is a country with thousands of years of government structure. Never the less, the introduction of
modern civil service structure dates only to 1907 during the reign of Emperor Menelik (1889-1913). The
focus was just to introduce ministries in the government structure. For almost fifty-five years, there was
no uniform legal system that governed the newly established civil service institutions (Atikilt, 1996).

Depending on the government’s ideology the country’s policies and strategies are executed. From early
times up to now different governments with different policies, rules and regulations came in to power. For
instance, the Derg regime (1974-1991) had its own socialist idea with a centralized policy system.
Consequently, designing of policies and decision making took place in a centralized system. In addition to
this, all the civil service organizations were highly centralized. (paulos 2001)

Hence this study focused on challenges and practices of human resource management in NIFAS SILK-
LAFTO SUBCITIES.Nifas silk lafto woredas is one of the 10subcitites of Addis Ababa and the capital of

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Ethiopia as of 2011 its population was of 335740 the district is located in the southwestern suburb of the
city consisting of 13werdas with in this total of 6180 employees out of this 2150 employees in
kifleketema office

1.2 Statement of the problem

Recruiting & selecting the right employee is critical component of creating the workforce in public
sectors to achieve its organizational objectives. Exceptionally public sectors are committed to maintaining
a balance between external recruitment and offering development opportunities for staff. It has allowed
them to run risky, complex and complicated activities more efficiently and effectively without any doubt.

All companies and organizations exist to accomplish certain goals and objectives. This assessment, as
indicated above, focuses at the practice of recruitment and selection of employees in the case of NIFAS
SILK-LAFTO SUBCITIES.

However, the implementation of the HRM reform including the issues of recruitment and selection
underwent different challenges in the attempt to achieve the objectives set. The implementation problems
were attributed to need of attitude change and lack of capacity of the reform implementer’s effective
recruitment and selection is critical in meeting the capacity challenge of the state which is to deliver
quality services to the people. Inappropriate decisions regarding recruitment and selection reflect on the
credibility of the Public Service as an employer committed to objective and transparent recruitment and
selection practices. Therefore, this research focused on assessing the practice of recruitment and selection
in nifas silk lafto kifleketema and wordas

1.3 Research Questions

The purpose of conducting this study was to examine the following questions-

1. What did the current recruitment and selection procedures of selected nifas silk lafto kifleketema
and wordas?
2. What were the short comings while implementing the recruitment and selection program?
3. What were internal and/or external challenges in implementation of recruitment and selection
practice of the nifas silk lafto kifleketema and wordas?
4. To what extent does the recruitment and selection policy of nifas silk lafto match to the accepted
HR practices?

1.4 Objective of the study

1.4.1 General Objective

The general objective of this study was to assess the practice of recruitment and selection in nifas silk
lafto kifleketema and wordas.

1.4.2 Specific Objectives

In addition to above general objective specifically the objectives of this study were:

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  To assess the practices of the current recruitment and selection procedures of nifas silk
lafto kifleketema and wordas
 To identify short comings in the current recruitment and selection practices of nifas silk
lafto kifleketema and wordas
 To examine the challenges of the recruitment and selection practices of selected nifas silk
lafto kifleketema and wordas
 To examine the extent to which recruitment and selection policy of nifas silk lafto
kifleketema and wordas match to the accepted HR practices.

1.5 Significance of the Study

The study may serve as a spring board to those who want to research much into human resource. And this
study helps us to know about recruitment and selection in detail and to improve research knowledge.

The study would examine the practice and challenges of human resource management in public sectors in
nifas silklafto woreda. Beside this study help those responsible bodies to identify the strength and
weakness and take corrective actions to enhance the practice of HRM in the public sectors in nifas silk
lafto woreda, it will be significant to show practice of human resource management in the woreda, It
helps to provide information for government about the practice of human resource management in
woreda, it is significant to gives signal to the woreda civil service office and other responsible bodies to
take remedial action,

1.6 Scope of the Study

This study is scope on selected on management staffs and work process coordinators and team leaders of
nifas silk lafto kifleketema and woredas offices. From issues of public sectors this study is focused on
Human resource management practices in woreda This thesis work will focus in reviewing the policies of
the organization in designing and implementing the practices. The research actually chose to descriptive
research design to analyzing the research.

1.7 Chapter organization

This study will contain five chapters .the first chapter Contains an introduction, background of the
research problem, , research objectives, research questions and significant of the study, scope of the
study. In the second chapter we see in a detailed literature review with empirical and theoretical
framework of this research will be discussed. The third chapter deals with in deep presentation of research
design, research methodology and sampling strategy. The forth chapter consists of data collection
instruments, data analysis and pilot study, ethical considerations, ensuring that participants have given an
informed consent and permission is granted, confidentiality, anonymity and safety will be prioritized. The
last chapter includes Conclusion and recommendations of the entire study will be made.

1.8 Definition of Terms

1. Human Resources (HR): People in working environment gifted with the right ability, skills and
attitude (Bratton and Gold, 2007).

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2. Human Resources Management (HRM): Body of knowledge that encompass staffing, rewarding,
employee development, employee maintenance and employee relations (Bratton and Gold, 2007)

3. Recruitment: is the process of generating a pool of capable candidates to apply to an organization for
employment (Bratton and Gold, 2007).

4. Selection: is the process of making a hire or no hire decision regarding each applicant for a job.
(Armstrong, M.( 2009)

Chapter two

LITERATURE REVIEW

2 Introductions

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The intention of this chapter is to examine the extensive body of literature related to the recruitment,
selection practices. Human Resource Management literature covers the areas of recruitment, selection in
considerable detail, setting down the formal processes and procedures that are identified as the considered
position of recruitment, selection.

2.1Theoretical Literature Review

2.2 Recruitment and Selection Policy

Much can be achieved through clear policy statements on each aspect of recruitment and selection
process. Some of the gains are well described by Armstrong (2006) who says that recruitment and
selection policy helps the organization to: provide guidance on how and when jobs will be advertised,
provide guidance on how selection will be conducted, state priorities for consideration, instruct on how
disputes are to be handled and indicate the effect on other policies in the organization.

These benefits are likely to be achieved if specific principles are used in stating recruitment and selection
policy. These are:

• Defining the key concepts in the policy.

• Stating the rationale for the policy.

• Adhering to the principal legislations of the country…..

2.3 Source of Recruitment

Vacancies in upper level management can be filled externally by hiring people from outside the
organization or internally by promoting lower level managers. Both strategies have advantages and
disadvantages.

2.3.1 Internal Recruiting According to Stredwick J. (2005) in any event it is generally important that an
organization always uses internal- recruiting as part of its overall planning process because internal
recruiting has several advantages. Organizations recruit internally because it provides greater motivation
for good performance, gives opportunities for present employees, provides better opportunity to assess
and sustain employee’s abilities, improves morale and organizational loyalty, enables employees to
perform the new job with little lost time and it is less expensive than external recruitment.

2.3.2 External Recruiting external recruitment has both advantages and disadvantages that are directly
counter to those of internal recruiting. The external recruitment provides new ideas and insights, creates a
diversified work force and creates opportunities to get people with up-to-date knowledge education and
training which makes it a good recruitment source than the internal recruitment

Generally source of recruitment can be classified as internal and external but it is wise to review and
indicate some of the recruitment methods. Advertising, Employment Agencies, Job Posting, Executive
Search Firms….

2.4 Recruitment and Selection Process

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The overall aim of the recruitment and selection process should be to obtain the number and quality of
employees required to satisfy the human resource needs of the company at minimum cost (Armstrong,
2006). There are four stages of recruitment and selection process:

2.4.1 Job Analysis and Recruitment Planning

1. Job description

2. Personnel specification

2.4.2 Attracting Candidates

1. Organization image

2. Job attractiveness

3. Internal organizational policy

2.4.3 Selecting Candidates

After the work of attracting employees is done the next step is selecting candidates that are best fit to the
organization by sifting applications, interviewing, testing, assessing candidates, assessment centers,
offering employment, obtaining references; preparing contracts of employment, (Decenzo, 2005)

2.5. Empirical Literatures

Majority of studies conducted in human resources practices particularly in Ethiopia was focused on
private sectors but some hand research was conducted on the public sectors among them.

Desta (2008) also conducted study entitled the Human Resource Management Function in Ethiopia:
Focus on Civil Service in Southern Regional Government (SNNPRG) the finding reveals, better
performance of HRM practice compared to centralized administrative system.

A study made by AbdulQuddus Mohammad (2015), the study investigates the current practices in
employee recruitment, selection and retention in family owned small enterprises, so that new models can
be developed. The results from this study will facilitate the owners to face the challenges of lack of
qualified labor and high employee turnover rates and also meeting the enterprise targets.

Elizabet berecha 2017 empirically examined the assessment of recruitment and selection practice in privet
sector awash bank the findings of the study illustrated the recruitment and selection practice HRM. AB
has clear policy which is practiced by Human Resources manual but the staff members are not aware of it.
Moreover, the recruitment and selection process are not effective at recruitment stage and all selection
process were not pursued

Tegegne Alemayeh, Berhanu Deressa 2019 empirically examined the assessment of recruitment and
selection in ambo town was lack of awareness at office level about the recruitment and selection
procedures. This would negatively affect the recruitment and selection process of potential candidates for
the position.

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2.6 Conclusion

It is evident that human resources management helps organizations achieve competitive advantage by
bringing highly skilled candidates who are targeted to achieve the organization’s goals. Performance and
goal orientated organizations invest in employee retention. They understand that it is their responsibility
to provide an environment where employees can experience personal growth and job satisfaction.

Nelstar (2015) defines recruitment as looking for and attracting a large pool of likely candidates with
necessary skills and expertise that will enable an organization to select the most fitting candidate to
assume the job posts against positions descriptions and specifications

Nelstar (2015) defines selection as a substantial group of potential candidates that have been identified
through an efficient recruitment process where the suitable candidate is then elected through a rigorous
selection process that encompass interviewing, reference checks and testing. This is all done to make sure
that successful employees are appointed posts through equitable recruitment and selection.

Chapter three

RESEARCH DESIGN AND METHODOLOGY

3.1 Introduction

In this chapter the overall research design and methodology explained. Hence, type of research design,
population, sample size and techniques, data source, data analysis techniques and data gathering tools,
validity, reliability and ethical consideration.

3.2 Research Design

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A research design shows the master plan for collecting and analyzing the required data by specifying the
methods and procedures that is going to be used. For this study to collect the necessary data both primary
and secondary data sources will be use.

This study use descriptive research design to describe the result and findings of the study. This is relevant
that it enable the researcher to gather data form single population. Kothari (1985) stated descriptive
research focuses on explaining the characteristics of a particular individual, group or situation. Thus, the
objective and nature of this research relevantly fall under descriptive research design.

3.3 Sample Size and Sampling Techniques

3.3.1 Population

nifas silk lafto kifleketema is one of the 10subcitites of Addis Ababa .the capital of Ethiopia as of 2011 its
population was of 335740.the district is located in the southwestern suburb of the city consisting of
13werdas with in this total of 6180 employees.

3.3.2 Sampling Size

Samplings is process of choosing a smaller and more manageable number of people to take part in the
research process and generalize the results to the whole of the research population (Catherine, 2002).

Since it is very expensive in terms of money and time to collect data from all these employees, so that the
research to determine sample which is representative for the total population.

For this study cluster sampling will use since the population consists of top management, middle
levels/supervisors and lower level /line employees as per (Sarantokos, 1998). This proposal plan to use
cluster sampling techniques to select the group of population that will be involve in the study. This will
done because we try to think the HR department teams must be involve in the population since they are
the star of the process. And for the rest cluster sampling technique we use in order to have fair and
genuine data. The sample size of the study is 6180 workforce of the organization.

Total number of workforce (6180) by using the Catherine’s (2002) formula

n=_____N_______ Where; n= sample size

1 + N (e) 2 N= population
e = precision (10%)

n= _____6180__=98.4 approximately equal to 99

1+6180(0.1)2

Therefore the sample for the study is calculated to be 99employees of nifassilk lafto kiflketema amd
wordas

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3.3.3 Sampling Techniques

Cluster sampling method is relevant to obtain representative sample when the population is spread across
a wide area (Kothari, 1985).dividing the population in group like kifleketam office and woredas

Ni=n(S)/N

Where, Ni= size of sample for each cluster

n= total sample size, N= total population

S=total number of population in each cluster

Table 1: Sample Size Determination

Employee categories/ clusters Number of Employee in each Sample of each cluster

cluster
HEAD KIFLEKETAM Office 2150 34
WOREDA 4030 65®
Total Employee 6180 99
SOURCE HR DEPARTMENT 2021 ©for each worda we can get 5samples by
dividing 65/13

3.4 Sources of Data and Tools of Data collection

For the purpose to this research, in depth interviews will be used in order to get a great deal of useful
information and to uncover deep seated emotions from the participants and we also use questioners; In
addition interview will held with top level managers and human resource department experts, work
process coordinators and team leaders. These methods of data collection will help the research to
triangulate the data gathering from questionnaire with the data collection from the interview.

The secondary data collection method will be includes annual reports, HR policy and procedure, Human
Resources Manual of the laftokifleketma offices

3.5 Procedures of Data Collection

This study will use both qualitative & quantitative data analysis methods depending on the nature of the
data collection. After this we ask the HR managers how they are willingness to have an interview with us
and schedule with each of them who are willing to participate and also distribute our questioners for all
based on the sample size for the head office and woredas For the secondary data’s this study
communicate the HR unit to provide all the necessary materials which are helpful for this study.

3.6 Data Analysis Method

The study use both qualitative and quantitative research methods. The close and open ended and
questions data will analyses by using SPSS; put in frequency and Percentile will compute.

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3.7 Pilot Study

This process will identify whether respondents understand the questions and instructions and whether the
meaning of questions is the same for all respondents. Where closed questions are used, piloting will
highlight whether sufficient response categories are available and whether any questions are
systematically missed by respondents

Mariampolski (2010) defines a pilot study as a common tool that allows researchers to conduct a
preliminary analysis of a small scale version of their study before they commit to the full study that will
commence later. In this study the useful functions of pilot studies in qualitative inquiry are particularly
identified

3.7.1 Validity

Validity refers to the extent to which an instrument measures what is supposed to measure. Data need not
only to be reliable but also true and accurate. If a measurement is valid, it is also reliable (Joppe 2000).to
checked our study valid we discuss with adviser and the correction of the respondent will checked by the
study objectives Some explanations given by interviewees have been directly quoted in the document.
Even though it will be difficult to generalize based on these explanations, we believe they can tell the
existing phenomenon with local tone, which can also facilitate the triangulation of data that we will
obtains

3.7.2 Reliability

To measure the reliability of the data collection instruments, an internal consistency technique using
Cronbach's alpha was applied (Mugenda2008). Cronbach's alpha is a coefficient of reliability that gives
an unbiased estimate of data generalizes ability (Zinbarg2005).

An alpha coefficient of 0.75 or higher indicated that the gathered data are reliable as they have a relatively
high internal consistency and can be generalized to reflect opinions of all respondents in the target
population (Zinbarg2005).

3.8 Ethical Considerations

Thomas and McCormick (2013) identified the following ethical principles that must be used when
conducting a research.

Autonomy: Non maleficence Beneficence: Anonymity: Permission Confidentiality:

3.9 Time schedule and budget frame

3.9.1 Time schedule

Proposed timetable

Timelines May June July August

9 1 2 30 6 13 2 27 4 11 1 25 8 1 22 29

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 6 5 0 8 5

Chapter 1 – ©
Introduction

Chapter 2 – Literature ©
Review

Chapter 3 – Research ©
Design and
Methodology

Chapter 4 – Data ©
Analysis

Chapter 5 – ©
Conclusions and
Recommendations

Table 2 TIME SCHEDULE ©the last day of writing the chapters which begin at the end of the first chapter

3.9.2 Budget frame

We don’t have budget frame for this proposal because we are dealing this research for personal research
proposal for fulfillment of MBA so, no plan for budget this proposal

BIBLIOGRAPHY/REFERENCES

AbdulQuddus ,Mohammad.(2015), “Employee recruitment, selection and retention in Saudi Arabian

family owned small and medium scale Enterprises (SME’s)”, Kuwait Chapter of Arabian Journal of
Business and Management Review, vol4(6)

Armstrong, M.( 2009). Armstrong’s Handbook of Human Resource Management Practice. London and
Philadelphia: Kogan Page.

Armstrong, M. (2006).Human Resource Management Practice. London and Philadelphia: Kogan Page.

Atkilt Assefa, 1996. Civil Service Reform and Administrative Modernization. Merit Quarterly, Vol.1,
No.12, PP 9-16, and Addis Ababa: ECSC

Bratton J. and Gold J. (2007). Human Resource Management, New York; Palgrave Macmillan

Catherine. (2002). Practical Research Methods: A user-friendly guide to mastering research, How to
Books Ltd, UK.

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DeCenzo, D. and Robbins, S.P (2005). Fundamental Of Human Resource Management, 8thed. USA:
John Wiley & sons, Inc.

Desta (2008) also conducted study entitled the Human Resource Management Function inEthiopia: Focus
on Civil Service in Southern Regional Government (SNNPRG)

Elizabet berecha 2017 empirically examined the assessment of recruitment and selection practice in privet
sector awash bank

Joppe, G. (2000). Testing Reliability and Validity of Research Instruments. Journal of American
Academy of Business Cambridge. Vol. 4 No.1/2, pp.49-54.

Kothari C.R. (1985). Research Methodology Methods and Techniques, New Delhi: Wiley Estern limited

Nelstar 2015. Human resource management: foundations of personnel. 5th ed. London.

(Sarantokos, 1998).social research 2nd edition,macmillan education

Paulos Chanie (2001) „The Challenges of Civil Service Reform in Ethiopia: Initial Observation‟,Addis
Ababa University, Ethiopia. http://www.ossrea.net/accessed online, 5-14- 2008.

Stredwick J. (2005). An Introduction to Human Resource Management .London; Elsevier Ltd.

Tegegne Alemayeh, Berhanu Deressa 2019 empirically examined the assessment of recruitment and
selection in ambo town

Yamane (1967:886)

Zinbarg,M. (2005). Research Methods. New Jersey: Pearson Publishers. New Jersy

Journals

Corresponding author: Junaid Ashraf, Government and Public Policy Department, National Defence

University, Islamabad, PakistanE-mail: [email protected]

Nagabhaskar, M. 2014. International Journal of Development Research, Vol. 4(2):221-224, Feb.

http://www.journalijdr.com/sites/default/files/Download%201332.pdf Date of access: 11 Aug. 2015.

Mariampolski, H 2013. http://srmo.sagepub.com/view/qualitative-market-research/n1.7xml Date of

access 21 July 2015.

Simon Amegashie-Viglo Liberal Studies Department, Faculty of Business Management Studies

Internet source

Thomas, R. McCormick, D. 2013. http://depts.washington.edu/bioethx/tools/princpl.html Date of access:

21 Oct. 2015.

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