Recruitment Process and Quality Service Delivery in Kajiado County, Kenya

Authors

  • Priscah Mosomba Rawua
    MBA Student, School of Business and Economics, Moi University
  • Prof. Richard O. Musebe
    Department of Agricultural Economics & Resource Management, School of Agriculture and Natural Resources, Moi University
  • Dr. Cherono Lily Kitur
    Department of Management Science and Entrepreneurship, School of Business and Economics, Moi University

Abstract

Purpose: The primary objective of the study was to evaluate the impact of the recruitment process on the quality of service delivery within Kajiado County.


Material/methods: The study was underpinned by the Human Capital Theory and the Resource-Based View. An explanatory research design was employed, targeting a population of 862 employees, with a sample size of 356 respondents, including both employees and customers. The sample was stratified across 11 departments of the county government. Data was gathered using structured questionnaires and analyzed using descriptive and inferential statistics. Simple random sampling techniques were applied to select respondents from each stratum. Hypothesis testing was conducted using multiple regression analysis and a hierarchical stepwise regression approach.


Findings: The results of the analysis revealed a significant effect of the recruitment process on the quality of service delivery in Kajiado County. The findings underscore the critical influence of recruitment practices on service delivery outcomes.


Conclusion: The study concludes that transparent and effective recruitment processes are essential for improving service delivery in Kajiado County. Recruitment practices directly contribute to the ability of the county to achieve high-quality service standards.


Value: This study emphasizes the importance of merit-based recruitment processes, advocating for fairness, diversity, and compliance with regulatory frameworks. It provides actionable recommendations, including training for selection panel members and adherence to meritocracy in hiring, which can help county management enhance service delivery. The findings contribute to the broader discourse on public service administration and human resource management.