Factors Affecting Staffing in Public Organizations: A Focus on Recruitment and Selection
Introduction
Both private and public organizations have the general objective in terms of serving the people. This can be satisfied by identifying the general practices organizations use to recruit and select employees. By summing all of the areas involved in recruiting and selection processes, the organizations can identify which recruitment and selection practices are most effective. And in the end, determine how the practices affect organizational outcomes especially in the public organizations like the government on Tanzania.
Tanzania
The public organizations are creating an effective wherein they can answer the need of the people in terms of public services. Filling the position in the public service can be processed through the internal sources. The main basis of choosing the appropriate people for the position can be through the experiences of senior officers in the public service. However, it is identified that the said experiences are very low which makes it to be difficult to fill the high positions. Therefore, the very first aim of the public organizations is to get the competent and experienced people who can fill the public service. Tanzanian government and other public institutions groomed and trained its work force so that they are equipped with enough skills and experiences. Although this might involve the use of a lot of money in capacity building still, in the ends the threat is based in the increasing trend of the public servants decide to exit the public service for green pastures.
In order to satisfy the needs and reduce the problems that may take an effect in the public service institutions, there are several strategies that the government that can address the challenges. With the help of established recruitment and selections, the appointment and associated roles and functions can be effectively facilitated and promote the appropriate public services. With the recruitment and selection and polished roles of the officers, the government costs can be reduces and the positions available can be filled up. It is expected that the people can promote and perform the ideal core functions in public services that will create the morale, motivation and career development as public servants.
Recruitment and Selection Process
Based on the focus of the private organization is picking the appropriate people for their organization, the strategies are made which help the managers to make a sound decision. Recruitment is the process of identifying and attracting a group of potential candidates from within and outside the organization to evaluate for employment. Once these candidates are identified, the process of selecting appropriate employees for employment can begin. This means collecting, measuring, and evaluating information about candidates’ qualifications for specified positions. Organizations use these practices to increase the likelihood of hiring individuals who have the right skills and abilities to be successful in the target job. If the public organizations adopted the strategies that are implemented in the private organizations, then the Tanzanian government can find the people who are ideal to promote the public services.
In recruiting, the organizations recognized the growth and impact of the Internet which is described to be the most popular yet effective form of recruiting. The Internet allows organizations to reach large numbers of candidates easily and efficiently and with this factor, the public organizations can produce the web-based approach for job openings and recruiting processes. Another strategy is relying in the internal resources in recruiting the candidates. This means that there is internal job postings and employee referrals. This is easy which can be very effective and excellent method of offering promotion opportunities to all employees and minimizing employee complaints of unfair treatment and unlawful discrimination.
In selecting process, the public organizations can use the collected information regarding the candidate and interviewing the other people who know the ability of the candidate as well as the past employers. Another is the behavior-based interviews that are widely referred as part of the selection systems. And lastly, is the applicant testing and assessment which is based on testing the knowledge and skills regarding the future work and responsibilities. Commonly, the applicants are getting the overview of the work that can be part of their functions are public servants.
Conclusion
With the help of the strategies involved in recruiting and selecting of personnel, the Public Service and organizations in Tanzania can enhance the services they offer. Moreover, there is also an increase trend in attracting and retaining the qualified and competent public servants.
References:
Bernthal, P.R., (2002) Recruitment and Selection, (DDI) Development Dimensions International [Online] Available at: http://www.ddiworld.com/pdf/ddi_recruitmentandselection_es.pdf [Accessed 15 September 2010].
Shangali, T.W., (2009) Recruitment and Selection in the Public Service: The Case of Tanzania, Conference of Governance Excellence: Managing Human Potential [Online] Available at: http://www.capam.org/_documents/shangali.thecla.pdf [Accessed 15 September 2010].
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