HUMAN RESOURCE RECRUITMENT AND EMPLOYEES' PERFORMANCE IN THE NATIONAL MINISTRY OF PUBLIC SERVICE IN JUBA-SOUTH SUDAN

Abstract

 The study also focuses its attention to determine how the recruitment and selection practices affect the organizational outcomes.

The study used a descriptive research design, it was concerned with finding out what, where and how of the study under investigation. The main focus of this study was quantitative. This study selected 52 out of 90 target respondents to participate in the study. The research employed three methods of data collection which included: Survey method, Interviewing and documentary review. All the qualitative data were collected from respondents and were coded and edited on a continuous basis to ensure completeness. Data collected with the use of interview schedules were put into meaningful and exhaustive categories.

The appointment board of the ministry selects applicants to specific established posts, scrutiny of applications is ensured during the selection process at Ministry of labour, public service and HRD – South, interviewing of the candidates is done to get the most suitably qualified, written test is conducted after scrutiny of applications and psychological tests are conducted individually to find out the individual quality and skill of a person.

The present research investigated the challenges and problems facing the public sector institutions regarding the processes, procedures, practices, steps and methods used for human resource recruitment and selection. The South Sudan government outlawed unfair discrimination to promote equality and equity in the labour force. This state of affairs has direct implications for employment practices such as recruitment and selection in the public service.

The intension of this study was to determine the extent to which functions of human resource management (HRM) reflect the spirit and stipulations of the statutory and regulatory framework.