Recruitment Practices and Health Service Delivery in Local Governments of Uganda: A Case of Kabale Regional Referral Hospital.
The general objective of the study was to investigate the influence of recruitment practices on health service delivery while using a case study of Kabale Regional Referral Hospital. The study was guided by the following objectives: To find out the influence of job profiling on the health service d...
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| Format: | Thesis |
| Language: | English |
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Kabale University
2024
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| Subjects: | |
| Online Access: | http://hdl.handle.net/20.500.12493/2197 |
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| Summary: | The general objective of the study was to investigate the influence of recruitment practices on health service delivery while using a case study of Kabale Regional Referral Hospital. The study was guided by the following objectives: To find out the influence of job profiling on the health service delivery of Kabale Regional Referral Hospital; to investigate the influence of candidate attraction methods on health service delivery of Kabale Regional Referral Hospital and to find out the influence of selection processes on health service delivery of Kabale regional referral hospital. The study adopted a case study design, with both qualitative and quantitative research approaches used. From a population of 67 respondents. The key findings obtained include; job profiling significantly influences health service delivery; candidate attraction methods significantly influence health service delivery of Kabale Regional Referral Hospital; and the selection processes significantly influence health service delivery of Kabale Regional Referral Hospital. The following are concluded notably; there are many other factors outside the recruitment practices that are reportedly influencing the health sector service delivery of Kabale Regional Referral Hospital which include; greed, weak reward system, corruption, low salaries, poor accommodation, weakness in carrying out monitoring and evaluation of the health facilities, drug stock-outs, personal characteristics and behavior such as rudeness, absenteeism, understaffing and poor appraisal systems amongst others. Based on the earlier discussions, the following can be recommended; conducting background checks to fight fake documents and detect panelists’ biologically related candidates, adopting contract-based employment, conducting a thorough analysis of the best suitable candidate methods, increasing the frequency of the job adverts run, Payment of adequate incentives and allowances in addition to a strict vigorous standard monitoring of the panelists and recruitment processes. |
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