Thesis:

An assessment of internal recruitment practices on employee performance in national bank, Nairobi county, Kenya

Recruitment is a fundamental function in an organization's human resource management department. Its goal is to attract more qualified candidates for potential employment. The adoption of effective recruitment methods by organizations will increase their ability to recruit competent employees with the necessary skills, thereby helping them master their roles. The purpose of this research was to assess the effect of internal recruitment practices on employee performance in an organization, a case study of the National Bank of Kenya Limited. The study was guided by the following specific objectives; to assess the effect of promotion practices on employee performance; to determine the effect of transfer practices on employee performance; to examine the effect of recall/re-employment on employee performance and to determine the effect of job bidding on employee performance in the National Bank of Kenya. The following theories underpinned the study; Cattell’s 16PF Trait Theory, Expectancy Theory and Equity Theory. This study employed a descriptive survey design with a target population of 215 members of staff consisting of managers, supervisors and, Bank officers from the Human resource department, Operations department, Marketing department and Finance department of the National Bank of Kenya, head office. Various departments were chosen using both stratified sampling and simple random sampling methods, based on their employee levels. The study divided the population into strata and then employed the stratified random sampling technique to select a sample from each stratum. A sample comprising 144 respondents was utilized for data collection using a questionnaire and an interview guide for the head of personnel service. Quantitative information obtained was edited, coded and analyzed. Data was analyzed using the Statistical Package for Social Science (SPSS). Both descriptive and inferential statistics were utilized in this study with the results given in tables and figures. The study found that promotion, transfer, re-employment and job bidding practices had positive statistically significant influence on employee performance in the NBK. On promotion practices, the study concluded that the bank has a promotion policy for employees and that promotion is accorded to employees based on merit. On transfer practices the study concluded that the bank has a clear transfer policy for employees and anytime a job opens up in the bank transfer requests are approved. On re-employment practices, the study concluded that recalling former employees to fill some vacancies which effectively matches employees' skills and qualifications with available job roles enhances employee performance in National Bank of Kenya. On job bidding practices the study concluded that use of bulletin boards to place vacancy announcement and availability of vacancy list which is accessible to all employees in the bank enhances employee performance. The study recommended that human resource management to provide an awareness campaign to the employees on the job bidding practices, this allows employees to explore internal career opportunities within the organization.