Recruitment, Staff Training, Delegation And Performance Of South Sudan National Police Service :

Abstract

The study examined the relationship between recruitment and performance of South Sudan National Police Service at Malakai Police Station in Juba Central Equatoria state, South Sudan. The study was guided by the following objectives to; examine the relationship between Recruitment, Staff training, Delegation and Performance of South Sudan Police Service, establish the relationship between staff training and performance, examine the relationship between delegation and performance and to examine the effect of recruitment, staff training and delegation on the performance. A descriptive and case research design was adopted. A sample size of 239 was determined from a population of 526,053 using Krejcie and Morgan table, (1970). Purposive and Stratified random sampling techniques and convenience sampling were used to select the respondents from the police station. The respondents were issued with self-administered questionnaires which had closed ended questions and face to face interviews were conducted among administrative staff of Police station. Correlation results indicated a positive and significant impact of recruitment on performance (r= .623, P-value < 0.01), a positive and significant impact of staff training and performance (r = .594, P-value < 0.01), a positive and significant impact of delegation on performance (r = .585, P-value < 0.01). The combined predictor variables explained 65 percent of the variance of performance in South Sudan Police Service and in particular, Malakai Police Station (R- square = .650) while 35 remains unexplained. Among the predictor variables; recruitment was a better predictor of performance with (Beta. = .526 Sig. = .000) followed by staff training with (Beta. = .402, Sig. = .000) and lastly delegation with (Beta. = .289, Sig. = .000). The regression model was significant as observed from the level of Significant (F= 6.310, Sig = .000). The study concludes that that recruitment had a positive and significant impact on performance. And that if recruitment was well managed, it would result into a corresponding improved performance in in South Sudan National Police Service and in particular, in Malakai Police Station, improved staff training strategies led to improved performance in South Sudan National Police Service, improved delegation strategies or a positive change in in delegation had a significant positive impact on performance in South Sudan National Police Service. It was recommended that the HR department at South Sudan National Police Service to ensure that during its recruitment process matches its human resource to the strategic and operational needs of the force. The management South Sudan National Police Service should improve the training programmes offered especially the use of study tours to other civil servants within and outside the country so that employees can learn how other civil servants operate their day to day activities and should seek for enough funds which support the whole training and motivation process and after the training to provide enough facilities which the employees can use to transfer the knowledge and skills acquired from the training practices.