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The Kenya Power & Lighting Company, PLC (KPLC) is a Company that transmits,
distributes and retails electricity to customers throughout Kenya. In the recent past the
organization experienced challenges in relation to employee performance, which led
to two major staff reshuffles between 2014 and 2018 in an effort to find the right fit to
serve the business need. Hiring employees with the right talent is key to any
organization’s performance. The study therefore, sought to evaluate the factors
influencing employee selection at KPLC. KPLC is a Government organization with
both Public and Private Ownership providing a more representative institution. The
objectives of the study were: to evaluate the need for special skills requirement in
employee selection; to determine the impact of work experience in employee
selection; to establish the effect of remuneration in employee selection and to examine
the processes used in employee selection. This research was anchored on the Person Organization Fit Theory (2011) by Tomoki Sekiguchi, which emphasised on the
extent to which a person and the Organization share relationship/similar
characteristics to meet each other’s needs. This study used a mixed research method
approach. The target population of the study was 4,472 staff of KPLC where stratified
random sampling technique was used to select a sample size of 125. The sample size
was determined based on the Cochran’s formulae. A pre-test and validation of the
questionnaire was done before administering to the sampled group. Correlation and
regression analysis were conducted at 95% confidence level and 5% significance
level. The findings showed that there was a strong positive significant relationship
between skill requirements, work experience, remuneration, processes and employee
selection, as is indicated by the following parameters (Pearson’s r=0.994, p<0.000),
(Pearson’s r=0.988, p<0.000), (Pearson’s r=0.973, p<0.000) and (Pearson’s r=0.987,
p<0.000). From regression test, when all other factors are held constant, skill
requirement, work experience, remuneration and processes improves employee
selection by 91.1%,(β = .911); 22.8%,(β = .228); 26.5%, (β = .265) and 11.9%, (β =
.119) respectively. Conclusively, the adjusted R² value was 0.890, implying that skill
requirements, work experience, remuneration and processes account for 89.0% of the
variance in employee selection. Hypothesis testing revealed that three of the stated
null hypothesis i.e., skill requirements, work experience, remuneration have
significant influence on employee selection (P=0.000<0.05), while the selection
processes was proved to have no significant influence on employee selection,
(P=0.136>0.05). This study recommends that KPLC should improve and strengthen
the recruitment and selection procedure through formulation of policies and
regulatory frameworks to guide recruitment and selection process, and by factoring
such evaluation criteria as work experience, skill requirement and remuneration. |
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