rjmp-v2n1-Jan22-p217.pdf - Research Journal of Management...

Research Journal of Management Practice | ISSN: 2782-7674
Vol. 2, Issue 1 (January, 2022) |
45
RECRUITMENT METHODS AND EMPLOYEE PERFORMANCE
IN PUBLIC INSTITUTIONS IN RIVERS STATE
Chukwu Sylvia Adaoma
[email protected]
Department of Management
Faculty of Management Sciences
University of Port Harcourt
Prof. B. C. Onuoha
[email protected]
Department of Management
Faculty of Management Sciences
University of Port Harcourt
Abstract
This research undertaking examines the relationship between recruitment methods and
employee performance of public institutions in Rivers State. Cross sectional research design
was adopted in studying four (4) of these institutions. Our respondents were managerial
employees constituting the population of the study. From the field survey, we retrieved and
analyzed one hundred and six (106) copies of questionnaire from the participants;
Spearman’s rank correlation coefficient statistical tool was used to de termine the
relationship existing between the variables while the p-value obtained were used to test
hypotheses formulated for the study. Findings revealed the existence of significant
relationship between the dimensions of recruitment methods namely; internal recruitment
and external recruitment and employee performance; thus, the methods deployed in
organizations for recruitment are as serious business as the success of any organization or
efficiency in operations within the organization and service delivery depends on the quality of
its workforce who was recruited into the organization through those methods. It was
concluded that that recruitment method is indispensably imperative to our public institutions
such that by getting the right people in the right place at the right time, doing the right job
becomes an essential element for value delivery of services unto the people, thus the method
deployed per time in recruiting workforce in turn affects their performance. It is
recommended for our public institutions as well as other agencies saddled with the
responsibility of services offering to critically examine the components as well as processes
of recruitment so that employee performance will continually yield best outcomes to all
concerned.
Keywords : Recruitment methods, Internal Recruitment, External Recruitment and Employee
Performance

Research Journal of Management Practice | ISSN: 2782-7674
Vol. 2, Issue 1 (January, 2022) |
46
Introduction
Human resources are becoming increasingly important in the field of organisations, which is
one of the most significant changes in recent times. People are essential to organisations
because they bring views, values, and qualities to organisational life. When these human
aspects are managed successfully, they may provide significant advantages to the
organisation since they are translated into employee performance. This scenario, as indicated
by Djabatey (2012), adds validity to the growing emphasis on the human side of
organisational wealth. This is because the fulcrum of human resource management is the
growth of people, their competences, and the process development of the whole organisation
(Djabatey, 2012; Mullins, 1999).