Browsing by Author "Aklile Solomon"

Now showing 1 - 1 of 1
  • No Thumbnail Available
    Item
    The Effect of Competency Based Recruitment and Selection Practice on the Job Performance : In the Case of Information Network Security Agency
    (Addis Ababa University, 2022-07) Aklile Solomon; Abdurezak Mohammed (PhD)
    Human Resources are critical to an organization's success. Human resource management is critical to an organization's success. As a result, by designing and implementing human resource (HR) plans that are integrated with the business strategy, human resource management must ensure that the organization has the talented, skilled, and engaged people needed to fulfill organizational objectives (strategic HRM). All businesses rely on the performance of their employees. Employees have a critical role in ensuring the long-term viability of companies and the achievement of their objectives. As a result, firms should improve their recruitment and selection procedures in order to hire and retain the best people. One concern that comes to mind when considering a shift from traditional to competency based recruiting and selection is: How might a competency based approach increase the organization's capacity to forecast successful job performance from prospective applicants? The goal of this research is to see how competency based recruiting and selection affect employee performance in the context of an information network security agency. To get a higher quality in the research outcomes, the researcher employed an explanatory/casual study with quantitative research methodologies. The researcher were use Tables to utilized to compile the responses using descriptive statistics including percentage, frequency, measures of central tendency, and mean. A descriptive statistic where used to describe the respondents' overall level of agreement. Analysis was conducted using SPSS (Statistical Package for Social Science) version 23.0.Participants in the data collection process were chosen using simple random sampling approaches. To sample, 248 people were enlisted. A total of 276 personnel were chosen from a target population of 900. Standard questionnaires were used to collect the primary data. Inferential statistics revealed the nature and magnitude of relationships established between competencies based recruitment and selection practice (independent variable) and job performance (dependent variables) using analysis to make inferences from the data collected to more generalized conditions. Descriptive statistics used frequencies in their absolute and relative forms (percentage), whereas inferential statistics used analysis to make inferences from the data collected to more generalized conditions. Inferential statistics were used to perform Pearson Correlation. Correlation result reveal that there is statistically significant relation between dependent and independent variables. In general, one may deduce from the correlation study that competency based recruitment and selection practices and job performance are related. This conclusion is also corroborated by earlier literatures by Ballantyne (2009), who stated that job performance and competency based hiring and selection are strongly positively correlated. Regression results show that A unit change in competency would lead to change in job performance by a factor of 0.463. And a unit change in recruitment and selection would lead to change in job performance by a factor of 0.380 this means competency and recruitment and selection would increase job performance with 25.1%, 46% and 38% respectively. Generally, all the independent variables (competency and recruitment and selection) influence the dependent variable (job performance) since the coefficients for each variable are non-zero (p-value for each variable is <0.05). Key Words: Competency, Recruitment, Selection, job Performance