Strategic Recruitment, Training Practices, Motivation And Employee Performance In The Public Sector Of South Sudan :

Abstract

The study examined the relationship between Strategic recruitment, Training practices, Motivation and Employee performance in the Public Sector of South Sudan. The objectives of the study were to; assess the relationship between Strategic recruitment and Employee performance in the Public Sector; establish the relationship between Strategic recruitment, Motivation and Employee performance in the Public Sector; examine the relationship between Training practices, Motivation and Employee performance in the Public Sector; examine the relationship between Training practices and Employee performance in the Public Sector. And to study the factor structure of Strategic recruitment, Training practices and Motivation on the Employee performance in the Public Sector. The study adopted a descriptive survey and case study design. Quantitative and qualitative approaches were used. The study population consisted of 166 administrative and junior staff in the public sector. The Krejcie and Morgan Table of (1970) was used to determine a sample size of 154 from the study population under study. Simple random sampling and purposive sampling techniques were used to select the respondents and data was coded, edited and analyzed using IBM SPSS statistics version. 23 and presented using descriptive analysis and inferential statistical options. Correlation results indicated positive and moderately significant impact of strategic recruitment and employee performance (r= .642, P-value < 0.01) with Beta value of .543; a positive and a moderately positive and significant relationship between strategic recruitment and motivation (r = .560, P-value < 0.01) and a moderately positive and significant relationship between motivation and employee performance (r = .603, P-value < 0.01); a moderately positive and significant relationship between training practices and motivation (r = .588, P-value < 0.01) and a moderately positive and significant relationship between motivation and employee performance (r = .603, P-value < 0.01); a moderately positive and significant relationship between training practices and employee performance (r = .622, P-value < 0.01). It has been concluded that there a positive and moderately significant impact of strategic recruitment and employee performance (r= .642, P-value < 0.01) and a moderately positive and significant relationship between training practices and employee performance (r = .622, P-value < 0.01). All combined predictor variables (strategic recruitment, training practices and motivation) explained at 65.3% the variance of employee performance. The attribute of strategic recruitment explained employee performance most with .543 time, followed by training practices with .411 times and lastly motivation with .268 times.

The study recommends that the government directories in South Sudan ensure that during its strategic recruitment and selection process it matches its human resource to the strategic and operational needs of the organization. Government directories in South Sudan ought to draw plans and strategies like promotions, transfers, recognition, and physical working conditions that cater for proper employee motivation and back them up with hiring competent managers. More so, management 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 that government agencies should ensure there are effective systems of employee recruitment, training & development which helps in fulfilling basic human needs such as needs for autonomy, relatedness, and competence, it will enhance employees' growth and individual development plans.