ghanaopendata/ghanaian-research-english huggingface dataset:
Recruitment and retention of employees in selected organizations in the Greater Accra Region

The private sector in recent years has been recognized as a key engine of economic development in Ghana. However, Productivity is commonly low in the various private firms in Ghana mainly because employees are poorly recruited and retained. This therefore makes it necessary for a critical look into how some private organizations recruit their employees and the measures they put in place to retain them. Also, ways of improving current recruitment and retention strategies of these firms as well as new and efficient ones are very important to research into and unearth. Hence, this study looks at the factors that influence staff recruitment and retention in some organizations in the Greater Accra region. For reason of convenience, three private organizations namely Arthur Energy Advisors Limited, International Community College, and Holman Consulting Limited which represent the energy sector, the education sector, and the ICT services industry were selected for this study. Quotas of respondents were allotted to these organizations based on their population. To investigate the set objectives of this study, primary data comprising field survey was used. A purposive sampling technique was employed to select employees. The study revealed that these selected organizations do not have problem advertising job vacancies for prospective applicants to apply. However, perceived good condition of service by applicants tend to be false after applicants are employed. It was also observed from the study that regardless of the employees’ positions, they expect to be motivated properly. Motivation to aid in retaining employees do not only come from financial benefits but non-financial factors as well. Based on the findings, it is recommended among others that employees should be seen as valuable assets and be treated as such.

Source: UCC
Recruitment and retention of public senior high school teachers in the Sekondi-Takoradi Metropolis

The study was conducted to find out the factors that affected the recruitment and retention of public senior high school (SHS) teachers in the Sekondi-Takoradi Metropolis. The designs used were the descriptive and noninterventional research designs. Four public senior high schools were involved in the study. The simple random sampling was used to select 112 teachers from the population of teachers in the four schools for the study. The data collection instrument used was the questionnaire. Statistical Product and Service Solution (SPSS), (version 16) software was used to analyze the data, and the results were presented in frequency tables and percentages. The study mainly revealed the following factors as affecting recruitment and retention of teachers: lack of an effective teacher recruitment and selection process in the Ghana Education Service (GES); poor teacher perception of the teaching profession; low teacher motivation; and teacher dissatisfaction with salary levels and other conditions of service in the GES. Most SHS teachers, therefore, left the service for other organizations. The study, therefore, recommends that government, Ministry of Education, GES, and other stakeholders of education must take concrete steps to improve on the mechanisms for recruiting and selecting teachers. Also, the salary levels and other conditions of service of public SHS teachers must be improved in order to motivate the teachers, enhance their level of satisfaction and retain them in the service.

Source: UCC
Recruitment and retention of teachers in basic schools in the Ahanta West district of Ghana

This study was concerned with recruitment and retaining of teachers in the Ahanta West District of the Western Region of Ghana. The highlights were on the quantity, quality, factors that attract and those that do not attract teachers and what could be done to retain teachers in the long run. The descriptive survey was the research design that was used. Three questionnaires were the instruments employed for data collection. A sample of 239 respondents was chosen out of the population that comprised classroom teachers, circuit supervisors, basic school heads and district education officials. After data administration, 225 respondents returned the questionnaires collected given a return rate of 94.4%. The study revealed that indigenous teachers tend to be attracted to, and stay in the district longer than the non-indigenous ones. With the quantity and quality of teachers, the numbers in respect of pupil-teacher ratio is appreciable and it stood at 37: 1 as against the norm of 35: 1. There was a little problem with quality of teachers, because the non-professional ones in the district form about 30% of the teacher population. Two major factors that made teachers to stay for long periods of time in the district were that most teachers were indigenes of the district and the low cost of living in the district. Finally, teachers suggested that there should be improved conditions of service for them. Based on the findings, some recommendations were made among which are that, more professional teachers should be posted or transferred to the district. Besides, more indigenous teachers should be sponsored into the teacher training colleges.

Source: UCC
Recruitment and retention of teachers in senior hifh schools in the Sunyani metropolis

The main reason for undertaking this study was to examine the main recruitment and retention problems affecting teachers in the Sunyani Metropolis and alternatively find out how transparent the recruitment process was. To investigate these concerns therefore, a sample size of 110 respondents from three senior high schools in the Sunyani Metropolis were selected. The simple random sampling method was used in selecting the respondents from the various schools. Questionnaire was the main data collection instrument. In each of the schools, respondents were clustered into male and female in order to give a fair representation of both sex groups. The research revealed that job recruitment entails postings from colleges while retention entails the love for the job, the desire to share knowledge with others motivated them to teach and job security. It also revealed that the main factors that influence labour turnover within the Ghana Education Service include opportunity to further education with study leave with pay job security, free, affordable and decent accommodation, and better/appropriate remuneration. It is recommended that the selection and recruitment of teachers into the senior high schools should follow laid down criteria in order to ensure that those who qualify are actually recruited. The heads of the respective institutions should be part of the selection and recruitment process.

Source: UCC
Recruitment and retention of teachers in senior high schools in the Sunyani Metropolis

The main reason for undertaking this study was to examine the main recruitment and retention problems affecting teachers in the Sunyani Metropolis and alternatively find out how transparent the recruitment process was. To investigate these concerns therefore, a sample size of 110 respondents from three senior high schools in the Sunyani Metropolis were selected. The simple random sampling method was used in selecting the respondents from the various schools. Questionnaire was the main data collection instrument. In each of the schools, respondents were clustered into male and female in order to give a fair representation of both sex groups. The research revealed that job recruitment entails postings from colleges while retention entails the love for the job, the desire to share knowledge with others motivated them to teach and job security. It also revealed that the main factors that influence labour turnover within the Ghana Education Service include opportunity to further education with study leave with pay job security, free, affordable and decent accommodation, and better/appropriate remuneration. It is recommended that the selection and recruitment of teachers into the senior high schools should follow laid down criteria in order to ensure that those who qualify are actually recruited. The heads of the respective institutions should be part of the selection and recruitment process.

Source: UCC
Recruitment and satisfaction of employees of University of Cape Coast

The study examined the level of importance employees (Junior and Senior Administrative staff) placed on job choice factors before accepting job offers in the university. It then investigated how job choice factors influenced employees’ satisfaction. Job Choice Theory, (which comprise Objective Factors Theory, Subjective Factors Theory and Critical Contact Theory), was reviewed. Based on the theory, three main hypotheses were tested. These hypotheses sought to examine the effects of objective, subjective and critical contact factors on employees’ satisfaction. Using a census of 437 administrative staff, opportunity for career advancement was ranked as the most important factor that influenced employees’ decision to accept job offers in the university. It was also revealed that Objective, Subjective and Critical Contact factors significantly influenced satisfaction of employees. Apart from the Subjective factor (Brand or Image of the Organization) that significantly influenced satisfaction (Happiness, Punctuality, Quality of Work and Loyalty), some of the individual Objective factors- (Pay, Location, Work Schedule, Benefits Package, Career Advancement and Person-organisation Fit) and Critical Contact factors- (Recruiter Behaviour- Friendly Interview, Prompt Feedback and Quick Job Offer Timing) did not have any influence on satisfaction while others had a significant influence. Therefore, to attract high quality staff, it is recommended to the university to revitalise opportunities for career advancement since it inspires employees to accept job offers in the university. Finally, policies that have the potential of affecting job choice factors must be thought through critically before implementation

Source: UCC
Recruitment and Selection Practices and Performance Of Distance Education Tutors at University of Cape Coast

ABSTRACT The research was to find out the recruitment and selection practices and performance of Distance Education tutors at University of Cape Coast. The specific objectives that directed the study were; to ascertain tutors recruitment practices; to ascertain tutors selection practices, to examine the influence of recruitment practices on tutors performance and to assess the influence of selection practices on tutors performance at College of Distance Education (CoDE), UCC. The research adopted a quantitative research approach with the research design being the descriptive and correlation research design. The sample size used was 160 out of a population of 254. Out of the 160 tutors sampled, 154 responded to the study. The study adopted a convenience sampling technique with a self-structured questionnaire as the main instrument. The quantitative data were analysed with Statistical Product and Service Solutions (SPSS 20 version) software. It was found that some major recruitment and selection practices are avoided by CoDE, UCC. The study also revealed that there is a significant positive relationship between recruitment practices and performance of tutors of College of Distance Education, University of Cape Coast. The results of the study also pointed out that, there is a very strong positive impact between selection practices and the performance of the tutors. The study recommends that CoDE UCC should invest more in recruitment and selection practices in general to help employ the right and qualified tutors. The recruitment and selection practices should involve the creation of recruitment awareness policies and the selection criteria of the organisation should be reviewed

Source: UCC
Recruitment and selection practices in the Ghana navy

Recruitment and selection as a human resource management function, is one of the activities that impact most critically on the performance of an organisation. It has an important role to play in ensuring worker performance and positive organisational outcomes. This study seeks to examine the recruitment and selection practices in Ghana Navy. A descriptive survey design was used for the study and data were obtained from thirty team leaders responsible for recruitment and selection in the Ghana Navy, using questionnaires. The results show that respondents understood and adhered to all the steps of the organisational policy of the Ghana Navy. Also, the recruitment strategies used were in line with the equal employment policy and external medium of advertisement were preferred to the internal medium of advertisement. Selection of new employees was also solely based on the results of the assessment tools. Instructions for selection were also mostly given to respondents from their seniors. Furthermore, respondents were not always included in the panel that conducts the interviews for the final selection of new recruits and were not ultimately responsible for the selection of new recruits at their units. In a nutshell, respondents exhibited a quite positive recruitment and selection practices. However, it is recommended Ghana Navy should give quality education and training to team leaders concerning recruitment and selection policy of the Ghana Navy and team leadership

Source: UCC
Recruitment and selection processes of international mining companies: the case of AngloGold Ashanti (Iduapriem)

The primary focus of this study was to investigate the recruitment and selection processes used by two International Mining Companies, Anglogold Ashanti Iduapriem Limited (AAIL) and Golden Star (Bogoso/Prestea) Limited (GSBPL) operating in GHANA. To achieve the purpose of the study, 127 employees compnsmg top management, senior and junior staff were interviewed using self administered questionnaire. The primary data was supplemented with secondary information collected from the companies that were investigated. The study, found that the two companies to a greater extent adopted similar approaches in their recruitment and selection processes. The print media was identified as the most used medium to attract applicants. Written examination and interviews were also identified as the most used selection techniques. However there were also challenges that confronted the companies in this activity. The main difficulty lied in attracting middle management personnel and technical staff. The emergence of many mining companies in the sub-region equally posed a major challenge to the companies recruitment and selection process. Based on the findings, it is recommended that the companies formalize and review their recruitment policy to better serve the present and future needs through training of the human resource professionals engaged in this activity. It is expected that the implementation of this recommendation should see some degree of improvement in this functional area of management activity in the two compames.

Source: UCC
Recruitment in Ghana Education Service: Perspectives of senior high school teachers in the Gomoa East District

The issue of recruitment confines to attract the attention of researchers. In Ghana, one of the public institutions that are said to employ a lot of people in the public sector is Ghana Education Service (GES). However, their method of recruitment has attracted a lot of public concern. People continue to critique the methods used to attract and retain staff. It is against this background that the study sought to investigate the recruitment methods in the GES in the Senior High Schools (SHSs,) in the Gomoa East District. The Gomoa East District was chosen because it is a newly created district that could have newly posted teachers as well as old teachers and also close to the researcher. To achieve this, the descriptive designed was used. The sample size comprised of 80 SHSs graduate professional and nonprofessional teachers. Data were collected through questionnaires from teachers about recruitment methods, commonly used recruitment methods and challenges in recruitment. The study found that GES has a formal policy. The findings show that there is poor interpersonal treatment, poor timely feedback, and a lack of policy and selection biases in GES recruitment. Others are the involvement of agents, lack of transparency, discrimination, high cost in recruitment and poor quality of staff in GES recruitment. The study indicated that the common methods used in the recruitment of GES are job posting, internet, newspaper advertisements, social media, direct application and college recruitment. It was recommended that in order to hire the best teacher for the job, the organization should make a formal workable recruitment policy.

Source: UCC
Recruitment, selection and retention of human resources in selected hotels in Accra, Kumasi and Cape Coast.

Hotel services are crucial for Ghana’s tourism industry; they are labour intensive and require employee contact with customers. This makes human resources key to hotel operations. However, it is difficult to get the right employees This thesis therefore examined how hotels in Accra, Kumasi, and Cape Coast recruit, select, and retain their employees. Data was obtained through a combination of survey and in-depth interviews. A multi-stage sampling procedure was used to select 360 managers for the survey whilst simple random sampling was used to select 10 managers for in depth interviews. Factor analysis, analysis of variance, Chi-square and descriptive statistics were employed to analyse the data. The study found that the employee attributes relevant for hotel work were the ability to work in teams, medical fitness, and communication skills. Equally important sources of recruitment were reference to contacts, employee referrals, and walk-in. In addition, application forms, interviews, and personality of applicants were popular selection methods, but the retention strategies were. training, job design, and good work environment. The study recommends that hotels make use of campuses of educational institutions to recruit employees, using selection tools like aptitude tests and telephone manners. Finally, competitive wages, salaries, and employee empowerment are recommended as retention strategies.

Source: UCC
Recruitment, selection and retention of staff at the Takoradi Polytechnic

For organisations to achieve their goals and targets, it is often not enough for them to recruit and select staff, but very vital for them to retain their most valuable staff. The study assesses current practices in recruitment, selection, and retention of personnel at the Takoradi Polytechnic. The data for the study were obtained from 222 employees of the Takoradi Polytechnic using the stratified random sampling procedure. The main instruments used were questionnaires and an interview guide. The study revealed that the Polytechnic follows traditional methods of recruitment and selection. The existing staff were found to be concerned with the inadequate resources and support to perform their duties effectively, and, also, the poor monetary rewards in the Polytechnic system. It was evident that motivational preferences varied among the teaching and non-teaching staff. Whilst the teaching staff were found to prefer training and development, the non-teaching staff preferred increased salaries. The staff generally believed that what could motivate them most will be for their salaries to be increased. It was recommended that more resources should be provided at the Polytechnic to raise the commitment levels of staff. Monetary rewards at the Polytechnic should also be improved.

Source: UCC
Rectal cancer: Pattern and outcome of management in University of Ilorin teaching hospital, Ilorin, Nigeria

Background: Cancer of the colon and rectum was considered to be rare in Africa three to four decades ago. This is no longer true though it is not as common as in Western Europe and North America. The aim of this study is to determine the incidence of rectal cancer, its pattern of presentation, diagnosis, treatment and outcome of treatment at the University of Ilorin Teaching Hospital (UITH), Ilorin, Nigeria. Methods: This is a prospective study of all the patients with rectal cancer seen at the UITH from January 1998 to December 2002. Clinical and radiologic findings as well as findings at surgery were recorded and evaluated. They were all histologically confirmed. The data were analyzed using SPSS 10.0. Results: Thirty-six patients with rectal cancer were seen during the period. The male to female ratio was 1:1. Fourteen (38.9%) of the patients were younger than 40 years. Only three (8.3%) patients presented as emergency. Eighteen patients had resectable lesions at presentation. Ten had abdomino-perineal (A-P) resection and eight had anterior resection. Operative mortality was 5.9%. Ten (60%) of the patients who had A-P resection were alive at 5 years and 62.5% of those who had anterior resection were alive at 5 years. None of the patients who had unresectable tumors was alive at 5 years. Conclusion: Rectal cancer is not rare in Africans. Surgical therapy still remains as the main treatment. When patients present early, outcome is satisfactory. Since most cases in this environment are accessible to digital rectal examination (DRE), the need for this procedure in patients with lower gastrointestinal symptoms cannot be overemphasized.

Source: UCC
Rectification due to harmonic mixing of two coherent electromagnetic waves with commensurate frequencies in carbon nanotubes

We report on a theoretical investigation of carbon nanotubes subjected to a pure alternating electric field consisting of two phase-shifted harmonic fields of frequencies ω1 = Ω and ω2 = 2Ω (harmonic mixing) without any direct current bias. We employed a tight-binding approximation for the description of the energy bands of the carbon nanotubes and the Boltzmann transport equation with constant relaxation time approximation. The results are compared to that of a superlattice under similar conditions. The results indicate a direct current generation by the carbon nanotubes due to the harmonic mixing. The described effect is in essence, due to the nonlinearity associated with the non-parabolicity of the electron energy band, which is greater in the carbon nanotubes than the superlattices. The strong effect observed in the carbon nanotubes is attributed to the stark components and the specific dispersion law inherent in hexagonal crystalline structure of the carbon nanotubes

Source: UCC
Redesigning the ventilated improved pit latrine for use in built-up low-income settings

The ventilated improved pit (VIP) latrine has the potential to address the challenge of access to improved sanitation in built-up low-income settings. However, its conventional technical design fails to address the needs and preferences of some users. The objective of this paper was to test the technical performance of modifed engineering designs of the technology to respond to some preferences of toilet users. The entry of air from multiple windows in the superstructure and installation of insect screens in windows were tested in an experimental VIP latrine. The modified design achieved the recommended ventilation rate of 20 m3 /h when a vent pipe diameter of 150 mm was used. The study concludes that adopting a multidirectional airfow design leads to a lower ventilation rate as compared to the conventional design. However, when fitted with the recommended size of vent pipe, this modifed design achieves more than twice the recommended ventilation rate with or without an insect screen installed in the windows. Nevertheless, the practice in which 100 mm diameter vent pipes are used with insect screens installed in windows is likely to lead to odour problems due to inadequate ventilation through the vent pipe

Source: UCC