Recruitment procedures and its effect on retention of academic staff at Makerere University.

Abstract

The study aimed at investigating recruitment procedures and their effect on retention of academic staff at Makerere University using a case of College of Education and External Studies. The objectives were to examine whether the recruitment procedures used at Makarere University significantly fitted employees’ values with those of co-workers and the College of Education and External Studies, whether there was a significant effort in the retention of academic staff at Makarere University College of Education and External Studies and whether the recruitment procedures significantly affected retention of academic staff at Makarere University College of Education and External Studies. A case study research design was used. Stratified sampling was used to select a sample of 75 academic staff and 5 administrative staff. Quantitative data analysis consisted of descriptive statistics (frequencies and percentages) and inferential statistics (one-sample t-test and regression) while thematic approach was used to analyze qualitative data. It was established that at the Makerere University, person-environment (P-E) value fit recruitment procedures; person-person (P-P) value fit recruitment procedures and perceptual value fit recruitment procedures were not adhered to during recruitment of most of the academic staff. The study found out that there were low rates of staff retention and high turnover rates at the College of Education and External Studies Makerere University. Furthermore, recruitment procedures significantly affected retention of academic staff at Makerere University College of Education and External Studies. The researcher recommends that Makerere University managers should improve its recruitment procedures in order to fit academic staff values with value of the College of Education and External Studies and should adopt a logical performance-based process that is well documented during hiring of academic staff. Lastly, Makerere University should maintain a stable workforce at College of Education and External Studies as a key element in effective talent management strategy and should adopt retention practices that are turnover preventive and tailor-made to individuals at College of Education and External Studies.