ADMAS UNIVERSITY

SCHOOL OF POSTGRADUATE STUDIES

THE INVESTIGATION OF EMPLOYEE PERFORMANCE APPRAISAL
SYSTEM: THE CASE OF ETHIOPIAN ROADS AUTHORITY

HUMAN RESOURCE MANAGEMENT

TERM PAPER

PREPARED BY

AMMANUEL MAMO

6156/20
Contents
List of Tables............................................................................................................................iii
ABSTRACT..............................................................................................................................iv
CHAPTER ONE........................................................................................................................1
1. INTRODUCTION..............................................................................................................1
1.1. Background of Study...................................................................................................1
1.2. Objectives of the Study...............................................................................................2
1.2.1. General Objective Study......................................................................................2
1.2.2. Specific Objective................................................................................................2
1.3. Research Questions.....................................................................................................2
1.4. Significance of the study.............................................................................................2
1.5. Limitation of the study................................................................................................3
1.6. Organization of the Study............................................................................................3
CHAPTER TWO.......................................................................................................................4
2. REVIEW OF RELATED LITERATURE..........................................................................4
2.1. Theoretical Review......................................................................................................4
2.1.1. Human resource management..............................................................................4
2.1.2. Recruitment..........................................................................................................4
2.1.3. Factors affecting recruitment in the organization................................................6
2.1.4. Selection...............................................................................................................7
2.1.5. Selection...............................................................................................................7
2.1.6. Final selection Preliminary interview..................................................................8
2.1.7. Factors affecting selection process.....................................................................10
2.2. Empirical Review......................................................................................................11
CHAPTER THREE..................................................................................................................12
3. Research Methodology.....................................................................................................12
3.1. Research Design........................................................................................................12
3.2. Research Approach....................................................................................................13
3.3. Population and Sampling...........................................................................................13
3.3.1. Target population...............................................................................................13
3.3.2. Sampling Techniques.........................................................................................13
3.4. Variable Measurement and Instrument.....................................................................13
3.5. Source of Data and Methods of Data Collection.......................................................13
3.5.1. Data Source........................................................................................................13

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 3.6. Method of data Analysis............................................................................................14
CHAPTER FOUR....................................................................................................................14
4. DATA ANALYSIS AND INTERPRETATION..............................................................14
4.1. Analysis of Results from the survey..........................................................................14
4.1.1. General information about the respondent.........................................................14
4.2. Analysis related to the Study.....................................................................................16
CHPATER FIVE......................................................................................................................20
5. Conclusion and Recommendation....................................................................................20
5.1. Conclusion.................................................................................................................20
5.2. Recommendation.......................................................................................................21
References................................................................................................................................22
APPENDICES..........................................................................................................................23

List of Tables
Table 4.1 1 Gender of Respondents.......................................................................................15

Table 4.2 1 Age of Respondents 15

Table 4.3 1 Qualification of Respondents 15

Table 4.4 1 Experience of Respondents 16

Table 4.5 1 Descriptive analysis for recruitment source 16

Table 4.6 1 Descriptive analysis of internal recruitment 17

Table 4.7 1 Descriptive analysis of Methods used for External recruitment 17

Table 4.8 1 Descriptive analysis of Factors that affect the recruitment 17

Table 4.9 1 Descriptive analysis of Factors of selection 18

Table 4.10 1 Descriptive analysis of Selection criteria 18

Table 4.11 1 Descriptive analysis of Standardized Selection Process 19

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 ABSTRACT
The main purpose of this research is to know and examine the practices of recruitment and
selection in Commercial Bank of Ethiopia (CBE) specifically Around Kotebe Addis Ababa.

This study is conducted through descriptive research design. Because the researchers wanted
to assess employee’s recruitment and selection practice on commercial bank of Ethiopia. That
means the researchers only describe the current situation as it is without adding additional
things.

The target population of the study is the total employees of the district office. The total
number of employees in the from the four branches around Kotebe is 64. And the research
conducted using the census the researchers distribute questioner for all employees of the
district office.

The study employed both primary and secondary data. The information concerning on the
situation mainly collected from the employees of the organization and human resource
manager of the district. The researchers use internal and external vacancy posts to analyze the
recruitment and selection practice of the district as a secondary data material.

The investigator collected data by distributing questioners to employees, direct interviewing

the human resource manager of the district office and reading the available document.

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The investigator also involved in the area to identify basic information that alien with the
research specific objective and the research question. This means questionnaires, interviews
and another document analysis of the district office.

The technique of data analysis was handled in the way that each element include in the study
are addressed and both qualitative and quantitative response of the questioners were analyzed.
The data collected through questionnaire and document analysis are analyzed using
percentage.

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 CHAPTER ONE
1. INTRODUCTION
1.1. Background of Study
Human resource management is the capability in an organization comprises of individuals
who go with choice worried in the work power of the organization (H.John Bernardin 2003
pp 4).

Human resource management is the capability in an organization which performs verities of

exercises or undertakings related with securing, preparing, creating, spurring, coordinating
and keeping up with the human workers of the firm (William P. Anthony, K. Michele
Kacmar and Pamla L. Perrewe 2002).

Human resource management `is the administration of intentional asset that is called
individual. The powerful human asset usage and improvement become exceptionally
fundamental. (ShibiruAyalew and Hana Yesuneh 2008 pp 2). Human resource is portrayed as
the all out information, expertise, inventive capacity, ability and disposition of the work
power of the organization as well as the worth mentality of the individual in question
(ShibiruAyalew and Hana Yesuneh 2008 pp 2).

Human resource management is worried about the acquisition, improvement, remuneration,

joining and upkeep of the staff of an organization to contribute towards the accomplishment
of the major goal or objective of organizing, directing and controlling of the organization
performance of these positive function (et.al pp 8).

Human resource is the name of the function within the organization charged with the overall
responsibility for implementing recruitment and selection practice. This function title is
Abbreviated to the initial (Goerge T Nilkorich,2006). Before an organization hire new
employees, it must find people who want a job and have the required ability. This is done
through recruitment.

Ivancivich, (2003 pp192), define recruitment as it refers to organizational activities that

influence the number and type of applicant who apply for a job and weather applicant accept
the job that are offered. In the same manner Lepak and Gowan (2010) define recruitment as
the process of identifying potential employees communicating an organization attributes to

1
them and convincing them to apply for available job. Both definitions stated that recruitment
aim to get required human resource by initiating people to apply for the available vacancy.

John M Ivanrich, (2004) define „selection as it refers to the process by which an organization
chooses from all list of the applicant persons who meet the selection criteria for the position
available.

Human asset the board is the capability in an organization comprises of individuals who settle
on choice worried in the work power of the organization (H. John Bernardin 2003 pp 4).

Human asset the board is the capability in an organization which performs verities of
exercises or assignments achievement of the significant objective or objective of putting
together, coordinating and controlling of the organization execution of these positive
capability (et.al pp 8).

1.2. Objectives of the Study

1.2.1. General Objective Study
The main objective of the study is to assess/ examine and know employees’ recruitment and
selection practice of Commercial Bank of Ethiopia specifically Yeka branch.

1.2.2. Specific Objective

 To identify the source of recruitment,
 To identify the method used for both internal and external recruitment,
 To identify the major factors that affect recruitment and selection process.
 To identify selection criteria of the bank.
 To identify the process of selection used by the organization.

1.3. Research Questions

 What is the source of recruitment
 What are the methods used for both internal and external recruitment?
 What are the major factors that affect recruitment and selection process
 What are the selection criterions of the bank?
 What is the process of selection used by the organization?

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1.4. Significance of the study
 The study can assist us with understanding issues to be thought of and the way that
are applied in the recruitment and selection practice in the genuine workplace.
 This can make mindfulness in the field of individual administration how they
cautiously plan recruitment and selection that is essential to accomplish the objective
and additionally objective of the organization.
 It can likewise act as a kind of perspective for different understudies who need to
direct their exploration on the evaluation of representative's recruitment and choice
practice.

1.5. Limitation of the study

Some respondent or employees of the organization were not willing to give response for the
given questionnaire. As well as they also loss the questioner given by the researchers and it
creates problems for researchers to analyze and interpret the data for the overall practice of
the organization.

1.6. Organization of the Study

This research study is organized in five chapters. The first chapter are introduction, includes
background of the study and the company, statement of the problem, objective of the study,
research question, significance of the study, and scope of study. Chapter two present review
of relevant literature. Chapter three focus on research design and methodology of the study.
Chapter four demonstrate research finding, analysis and interpret data obtained from
respondent. Chapter five focus on conclusion and recommendation.

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 CHAPTER TWO
2. REVIEW OF RELATED LITERATURE
2.1. Theoretical Review
2.1.1. Human resource management
Human resource management is the capability in an organization which plays out a verity of
exercises or undertakings related with getting, preparing, creating, rousing, sorting out and
keeping up with the human workers of the firm (William P. Anthony, K. Michele Kacmar
and PamlaL. Perrewe 2002 pp 10).

Human resource management is the administration of intentional asset that is called person.
The successful human asset usage and advancement become exceptionally fundamental.
(ShebiruAyalew and Hana Yesuneh 2008 pp 2).

Human asset is depicted as the complete information, expertise, inventive capacity, ability
and mentality of the work power of the organization as well as the worth disposition of the
individual in question (et.al pp2).

Human resource management is worried about the obtainment, improvement, pay, joining
and support of the staff of an organization to contribute towards the achievement of the
significant objective or objective of sorting out, coordinating and controlling of the
organization execution of these positive capability (et.al pp 5).

Human resource is the name of the function within the organization charged with the overall
responsibility for implementing recruitment and selection practice. This function title is
abbreviated to the initial (Goerge T Nilkorich,2006).

Human resource is the name of the capability inside the organization accused of the general
liability regarding carrying out recruitment and choice practice. This capability title is
condensed to the underlying (Goerge T Nilkorich,2006).

2.1.2. Recruitment
Recruitment is the turn of events and upkeep of satisfactory labor asset in an organization. It
includes the production of pool of accessible work up on which organization can depend
when it needs extra representatives (ShebiruAyalew and Hana Yesuneh 2008 pp 57).

4
As indicated by Susan E. Jackson and Randall Schuler, (2003 pp 252), characterize
recruitment as "includes looking for and acquiring qualified candidates for the organization to
consider while filling employment opportunities".

Enrollment is the method involved with drawing in of candidates for the position required.
This interaction ought to be completely incorporated with the human asset arranging process
and other HR exercises particularly the slection cycle. Recruitment and other HR exercises
are associated (H. John Bernardin2003 pp 82). Recruitment is the most common way of
drawing in competitors both start and experienced on opportune bases in adequate number
and with proper capability and empowering them to apply opportunities mind in the
organization (Abdu Begibe and et.al 2007 pp 52).

Recruitment is an endless interaction for some positions where there is basic lack of
profoundly concentrated expertise (H. John Bernardin,2003 PP 95). Before an organization
enlist new workers, it should find individuals who need a task and have the expected capacity
and this should be finished through enrollment.

Noe, Hounbeck, Gerhart and Wright (2004 PP 148) characterize Recruitment as "any action
did by the organization with the main role of distinguishing and drawing in expected
representatives". Ivancevich (2003 pp192) likewise characterize Recruitment as
"organization's exercises that impact the number and kind of candidates who go after position
and climate the candidate acknowledges the positions that are advertised".

Furthermore, Recruitment frequently addresses the primary agreement between the

organization and point of view workers. As such consideration ought to be taken to make a
positive initial feeling with the requests for employment.

In a similar way Lepak and Gewan (2010 pp150) characterize enrollment as "the cycle
distinguishing potential workers who spoke with the gig and the organization credits to them
and persuading them to go after the accessible position". All definition contended that
Recruitment expects to get proper human asset by starting people groups to apply for the
accessible opening. The wellspring of Recruitment can be partitioned in to inner and outside.
As Lepak and Gewon 2010 pointed " inner Recruitment is the most common way of looking
for work candidates inside the organization while outer enrollment is looking for work
candidates outside the organization utilizing exercises, for example, promotion, work fair and
Internet''.

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 2.1.2.1. Source of recruitment
As indicated by Shebiru Ayalew and Hana Yesuneh2008 pp) there are two significant
wellsprings of enlisting for an organization. These are:

1. Internal recruiting: is look for candidate for position from among the positions of in
this way right now utilized with the assumption for passage level position. Most
organization attempt to fill the situation with current workers (H. John Barandrin
2003 pp 96).

Internal recruiting: work force currently in the situation inside the organization. A portion
of the sources are advancement and move (Shebiru Ayalew and Hana Yesuneh 2008).

Benefit of inside enrollment: it is extensively less exorbitant than outer, the organization can
better information about inner candidates’ capacity, ability and ability than that of obtained
from out said. However, it might have governmental issues effect and it obstruct imaginative
critical ability to think, expertise and ability from outer (et.al).

2. External enrolling: such kinds of wellsprings of recruitment incorporate viewpoint

up-and-comers or candidate outside the organization. A portion of the sources are:
promoting, business organization, instructive establishments, trade guild, and holding
up rundown and work project worker ( Shebiiru Ayalew and HnanaYesuneh2008
pp ).

As indicated by (H. John Barandirn2003 96), external selecting Concerns enrollment from
out said the organization.

Most researcher contended that one of the greatest benefits of outer enrolling is that the
methodology work with the presentation of groundbreaking thought and thinking in to the
corporate navigation (et.al).

Disadvantage: presentation of new faculty from our said the organization might adversely
affect work bunch attachment and confidence, take more time to gain proficiency with the
rope of the gig and expensive contrasted with interior enrollment (et.al).

2.1.3. Factors affecting recruitment in the organization

According to Shebiru Ayalew and Hana Yesuneh (2008) and H John Bernardin (2003) there are
different factors that affect the recruitment practice of the organization. Some of these are:

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 1. The employment condition in the community: which means where the organization is located a
in highly unemployed community can have more opportunity than the organization does not
have.
2. The size of the organization: the larger the organization the higher the number of employees
recruited and Vic versa
3. Growth rate of the organization: which means if the organization grow in a higher rate the
number of employees recruited also high and Vic versa.
4. The level of seasonality of operations and the future expansion and production programmers.
5. Legal factor: now a day’s organization should also consider several laws made by the respective
government while recruiting people.
6. The effects of past recruiting effort: which shows the organization’s ability to locate and keep
good performing people
7. Working condition, salary and benefit packages offered by the organization: this may influence
turnover and necessitate future recruiting.

2.1.4. Selection
Definition: selection refers to the deliberate effort of an organization to select a fixed number
of personnel from a large number of applicants (Shebiru Ayalew and Hana Yesuneh2008 pp
64).

According to Susan E.Jackson and Radall Schuler(2003 pp 300) define selection as “the
process of obtaining and using information about job applicant in order to determine who
should be hired for long or short term positions”.

Selection is the process through which organization make decision about who will or will not
be allowed to join the organization (Neo, HollenBeck, Gerhart, Wright 2004).

Selection is the process of choosing individual who have the necessary qualification to
perform a particular job well (William Anthony and et al2002 pp 250)”.

According to (Abdu Begibe and et.al 2007 pp 58) define that “selection is the process of
choosing from a group of applicants the individual best suited for a particular position.

2.1.5. Selection
Definition: selection alludes to the conscious exertion of an organization to choose a proper
number of staffs from countless candidates (Shebiru Ayalew and Hana Yesuneh2008 pp 64).

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As per Susan E.Jackson and Radall Schuler(2003 pp 300) characterize slection as "the most
common way of acquiring and involving data about work candidate to figure out who ought
to be employed for a really long time or transient positions".

Slection is the interaction through which organization come to conclusion about who will or
won't be permitted to join the organization (Neo, HollenBeck, Gerhart, Wright 2004).

Slection is the most common way of picking person who have the vital capability to play out
a specific work well (William Anthony and et al2002 pp 250)".

As per (Abdu Begibe and et.al 2007 pp 58) define that "section is the most common way of
browsing a gathering of candidates the singular most appropriate for a specific position.

John M Ivanrich, (2004) define selection as it refers to the process by which an organization
chooses from all list of the applicant persons who meet the selection criteria for the position
available.

2.1.5.1. 2.5. Selection process

According to Shebiru Ayalew and Hana Yesuneh (2008) and H John Bernardin(2003) there
are basically seven necessary steps any organization follow to select the qualified employees.

The following are the steps involved in in a standard selection process:

1. Preliminary interview

2. Application blank

3. Selection test

4. Selection interview

5. Reference check

6. Physical examination

2.1.6. Final selection Preliminary interview

After screening the applicant, the preliminary interview will be conducted. The purpose of
preliminary interview is to eliminate unqualified candidate from the selection process. In
screening unqualified candidates are eliminated on the bases of information given in the
application form. Whereas preliminary interview rejects misfit for reason which did not
appear in the application form. (ShebiruAyalew and Hana Yesuneh 2008).

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 2.1.6.1. Application blank
This is a method for getting information from the perspective candidate. This serve as the
personal record of the candidate bearing personal history profile.Detailed personal activities,
skill and accomplishments.
Usual content of application blank are:
1. Biographical information: Age, sex, father name, nationality, height and marital
statue.
2. Educational information: name of institution where the candidate studied, division
and
distinctions.
3. Work experience: previous experience, nature of the job, salary, reason for quitting
and duration.
4. Extra circular information: special talent, hobbies etc.
References: name and address.
2.1.6.2. Selection tests
Individuals differ in many respects including job related ability and skills. In order to select
the right for the job individual difference in ability and skill to be adequately and accurately
measured for comparison.
Tests may be for psychological and testing specific abilities and skills.
Psychological test may conduct for various purpose:
1. Guiding and counseling
2. Career guidance
3. Research on human behavior and personality
4. Employment selection for placement
5. For appraising employee’s promotional potential
2.1.6.3. Selection interview
The next step in selection process is employment interview “interview is the widely used
selection method. It is the face to face interaction between interviewer and interviewee.
2.1.6.4. Objective of interview
• Verify the information obtained through application form and test.
• Help to obtain additional information from application
• Give the candidate necessary fact and information about the job and organization.
• Help to establish mutual understanding between the company and the candidate and
build the

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 company image.
2.1.6.5. Employment test
Various tests are employed to test various kind of applicant’s abilities and skills
(ShebiruAyalew Hana Yesuneh 2008 pp 65). Generally, five kinds of test are employed and
thus are:
1. Intelligence test: this is employed to measure the intelligence level of candidates. It
includes test of reasoning, numerical ability test and verbal comprehension test.
2. Aptitude test: measures performance characteristics related to possible development
of proficiency on specific job.
3. Achievement test: is also called performance test or trade test. It is administered for
selecting employees of operative level as well as junior management level.
4. Personality test: is conducted for jobs which required dealing with people or job like,
supervisor and management. Tests to measure inter personality skill, self- confidence
extroversion, introversion and etc.
5. Final interview: Is a selection technique that enables the interviewer to the total
individual and to appraise his or her behavior. It may be patterned or structured and
un patterned or unstructured interview.
6. Physical examination: is getting candidates checked medically if there is need. It
may include:
a Family medical history
b Personal history of previous illness
7. Reference check list: address of candidates, friends’ acquaintances with whom the
organization to make contract and verify the characteristics and conducts before
offering him or her a job.
8. Orientation or induction: has been reported by many organizations that half of the
new employees quiet with in the first six months because they are introduced to their
job in bad manner.
2.1.7. Factors affecting selection process
According to (Abdu Begibe and et.al 2007 pp 59) there are different factors affecting the
selection practice of once organization. Thus are
1. Legal consideration: all human resource managers only have the knowledge of the legal
aspect of selection (legislation, executive order and court decision) but should also be
aware of which is selection criteria is used to avoid bias on the law and court decision.

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 2. Speed of decision making: regardless of whether the process is causal and hurried or
carful and deliberate error will be made
3. Organizational hierarchy: extensive background check and interviewing should be
conducted when hiring top level executive as compared to lower level once.
4. Applicant pool: the number of applicants for a particular job and expansion and
contraction of the labor market can also affect the selection process. The process is truly
selective if there are several qualified applicants for a particular job or position.
5. Types of the organization: the types of sector economy for which individual are to be
employed (private, none-profit, government. Non-profitable can also affect the selection
process.
6. Probationary period: many firms or organization use a probationary period for the
evaluation of an employee‟s ability based on the performance which could be
substitute for or a supplement to the
use of test.

2.2. Empirical Review

The study by Sen and Saxena (1997) has stressed the significance of a quality interaction
during the hour of recruitment and hiring given that the right kind of work is difficult to find.
while loaning trustworthiness to the significance of recruiting quality up-and-comers who are
elusive Ligament (2006) cautioned that ability lack is inconsequential to enormous populace.
While announcing that recruitment is the main part for drawing in and holding information
laborers, Unwin (2005) gave importance to the cycle required during the hour of enlisting and
recruiting great up-and-comer.

Albeit the review directed by Subbarao (2006) made sense of the recruitment sources utilized by
individual work searchers at different levels, the concentrate additionally featured the significance of
various kinds of approaches utilized at the hour of enrollment which thus makes any organization
wellestablished or less settled. As indicated by Sarkar and Kumar (2007) authoritative execution is
depended on the methodology which the organization takes on in the recruitment and selection of
representatives. To this end, Sarkar and Kumar (2007) discussed a comprehensive model of
recruitment for example underscoring the significance of the entire course of enrollment and the
organization of its parts (Sinha and Thaly, 2013).

Vyas (2011) stated that the latest thing is that organizations are searching for techniques for
decreasing the time and exertion in the recruitment and selection process. Be that as it may, Munyon,
Summers, Ferris and Gerald (2011) reproved that techniques for group staffing ought to mean upper

11
hands to an organization. In comparable vein, DeVaro (2008) exhibited that enrollment systems can
prompt positive hierarchical results. For Sinha and Thaly (2013) taking on subjective framework in
recruitment and selection has assisted organizations with developing as they have had the option to
get the perfect individuals for their opening. Likewise, the proper channels have assisted the
organizations with getting the unique and shifted sources to which they can go to for viable
employing (Sinha and Thaly, 2013).

Recruitment and Selection in any organization is a serious business as the outcome of any
organization or proficiency in assistance conveyance relies upon the nature of labor force was
enlisted into the organization through enrollment and choice activities (Ezeali and Esiagu,
2010). Since recruitment and choice include getting the most ideal candidate for a task
(Obikeze and Obi, 2004), it has been underlined that enrollment methods that give an
enormous pool of qualified candidates, matched with a solid and legitimate choice system,
will have a significant impact over the quality and kind of abilities new workers have (Okoh,
2005). For Mullins (1999) the significant thing is for a reasonable arrangement to be utilized,
consenting to all lawful prerequisites connecting with business and equivalent open doors, to
follow suggested codes of practice and to guarantee equity and fair treatment for all
candidates.

The effectiveness of different recruitment and selection criteria of measures of workers has
been the subject of examination for more than 60 years (Sinha and Thaly, 2013). The
effectiveness has primarily been assessed by examining the rates of turnover, job survival and
job performance along with organizational issues such as referrals by current personnel, in-
house job postings, and the rehiring of former employees (Zottoli & Wanous, 2000).

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 CHAPTER THREE
3. Research Methodology
3.1. Research Design
This research is conducted through descriptive research design. Descriptive research method
was used to describe the phenomena in gathering, summarizing, presenting and interpreting
the information on a specified subject. Thus, descriptive study was applied to assess
employee’s recruitment and selection practice on commercial bank of Ethiopia.

3.2. Research Approach

Mixed research approach was used to analyze the data collected from employees of the bank.
Quantitative data was used to analyze the results from the questionnaire whereas, qualitative
data was employed to interpret the findings of the study.

3.3. Population and Sampling

3.3.1. Target population
The study was conducted in Commercial bank of Ethiopia, on branches found around Kotebe.
Accordingly, there are 60 employees in 4 branches of Commercial bank of Ethiopia around
Kotebe.

3.3.2. Sampling Techniques

Census sampling technique was employed to allow all participant employees to take part in
this study. Accordingly, all 64 employees from all 4 branches was study participants.

3.4. Variable Measurement and Instrument

Each instrument has its own importance, this study has made use questionnaire to be filled by
the study participants. In doing so, the questionnaire was distributed to all 60 employees of

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CBE in Kotebe around branches. The questionnaire comprises questions with 5-point Likert
scale to measure the level of agreement form employees on each assessment variable.

3.5. Source of Data and Methods of Data Collection

3.5.1. Data Source
The study used data from both primary and secondary sources.

3.5.1.1. Primary Sources

This study applied primary data, which was collected through survey method using a
questionnaire and semi-structure interview.

3.5.1.2. Secondary sources

Secondary data was collected from previous studies, reports, literatures, and websites.

3.5.1.3. Data Collection Method

The study was conducted through self-administered questionnaire to assess employee’s
recruitment and selection practice on commercial bank of Ethiopia. The questionnaire and
semi-structured interview were used as primary data collection methods as both methods
have their own advantage because of it is low cost, it was also proven to be free from bias of
the respondents, it also gave the correspondence adequate time to give well thought answers
and since large samples could be made use of, the results more dependable and reliable
(Kothari, 2004). Additionally, the study has reviewed previous studies, journals to come up
with inclusive scope.

3.6. Method of data Analysis

After collection of data, field and in-house editing and coding has been made. The data entry
has been done by using Statistical Process for Social Science (SPSS). As well as tables,
frequencies and percentages are used to display the survey results.

Both qualitative and quantitative analysis techniques will be employed to demonstrate

processed data through the use of descriptive statistical tools such as frequency, valid
percentages, minimum and maximum value of results with the help of SPSS. Descriptive
analysis used to describe the data collected from questionnaire in terms of frequency,
percentage, and qualitatively analyze the findings from the questionnaire and semi-structured
interview.

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 CHAPTER FOUR
4. DATA ANALYSIS AND INTERPRETATION
4.1. Analysis of Results from the survey
4.1.1. General information about the respondent
At the time of distribution of questioner respondents requested to mention their gender, age,
educational level and work experience. The response rate for this study found to be 55 or 91.6%.

As the response shows that, out of 55 respondents 42(76%) of them were males and 13(24%) were
females. It shows that the district has relatively large number of male employees than females’
employees. Or in other words there is large gap between number of male and female employees in the
district office.

Table 4.1 1 Gender of Respondents

Gender of Respondents
Frequency Percent
Male 42 76
Valid Female 13 24
Total 55 100.0
Source: Own Survey result, 2022

Table 4.2 1 Age of Respondents

Age of Respondents
Frequency Percent
20-30 24 44
30–40 16 29
40-50 12 22
Above 50 3 5
Total 55 100.0

Source: Own Survey result, 2022

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In the same manner table 4.1, shows about age of employees. Out of 55 respondents 24(44%)
16(29%), 12(22%) and 3(5%) were found on the 20-30, 30-40, 40-50 and above 50 years old
respectively. This range of age of employees shows that the district has young and productive
employees and which enables it to achieve its objective

Table 4.3 1 Qualification of Respondents

Qualification of Respondents
Frequency Percent
Diploma 8 14
Valid First Degree 40 73
Master’s Degree 7 13
Total 55 100.0

Source: Own Survey result, 2022

As the response of employees about their educational level out of 55 respondents 8(14%) were
diploma holder, 40(73%) were degree holder, 7(13%) were master holders. The district includes all
educational level. But most employees of the district office are degree holder which help the
organization to achieve its intended goal and objective by the proper utilization of its productive
human resource because they have good level of knowledge to solve the happened problem and find
out better solution

Table 4.4 1 Experience of Respondents

Experience of Respondents
Frequency Percent
< 2 year 8 15
2–5 5 9
Valid 5 - 10 16 29
10 and Above 26 47
Total 55 100.0

Source: Own Survey result, 2022

8(15%), 5(9%), 16(29%) and 26(47%) employees of the district office have the work experience
ranging from less than 2-year, 2-5-year, 5-10 year and above 10 years work experience respectively.
Which indicates the accumulated capability of the employees in work and which helps the
organization to have the best worker or employees on their skill and talent to perform their work and

16
 respect the rules of the organization because they have better insight about the job and the working
condition?

4.2. Analysis related to the Study

The information gathered through questionnaire that related to the topic are presented
analyzed and interpreted. The result from the study shows that 14 (25%) and 42(75%) were
shows about the organization recruitment source and which displays that the organization
follow both internal and external source of recruitment.

Table 4.5 1 Descriptive analysis for recruitment source

Response
No. Internal External
Statement
Recruitment Source
1 F 14 42
% 25 75
Source: Own Survey result, 2022

The result from the table above show that most of the time the district office uses external as
a major source of recruitment, and which enables the organization to get new, creative or
innovative, more skilled and talented work force and in turn, this help the organization to get
a competitive advantage over its competitors.

Table 4.6 1 Descriptive analysis of internal recruitment

Response
No. Statement
Transfer Promotion
1 Methods used for internal F 21 34
recruitment
% 38 62
Source; Own Survey, 2022
The table above show that transfer7(38%) and promotion 24(62%). As of the response related
to method used for internal recruitment indicates that the organization uses both promotion
and transfer but in comparison to transfer promotion is used as the main and most important
methods of internal recruitment which helps the organization to achieve its intended objective
by motivating the employees that means promotion is one means of motivation of employees.

In the same manner the about methods for external recruitment is that 31 (56%), 13(24%) and
11(20%) for advertising, educational institution and employment agency respectively. This
indicates the organization uses advertising, employment agency and educational institution as

17
method and in relative to thus methods advertising is the main method employed by the
organization for external recruitment source.

Table 4.7 1 Descriptive analysis of Methods used for External recruitment

Response
No. Statement
Advertising Educational Employment
institution agency
1 Methods used for F 31 13 11
External recruitment
% 56 24 20
Source; Own Survey, 2022

Table 4.8 1 Descriptive analysis of Factors that affect the recruitment

Response
No. Statement
Organizational Organizational Working Employment Selection
size growth condition condition criteria
1 Factors that F 25 9 8 7 6
affect the
recruitment % 45 16 15 13 11
Source; Own Survey, 2022

In relation to the factors that affect the recruitment. Out of 55 respondents 25(45%), 9(16%),
8(15%), 7(13%) and 6(11%) are the response about the factors that affect recruitment of the
branches under study are organizational size, organizational growth, working condition,
employment condition and selection criteria respectively. From the chart we understand that
in relative to other factors the organizational size highly affects the recruitment practice of the
CBE in selected branches and organization growth rate also has moderate effect on
recruitment of branches under study.
Table 4.9 1 Descriptive analysis of Factors of selection

Response
No. Statement
Legal Application Type of Speed of decision
consideration pool organization
1 Factors of F 20 18 10 7
selection
% 36 33 18 13
Source; Own Survey, 2022

About factors of selection are that legal consideration 20(36%), application pool 18(33%),
types of organization10(18%) and speed of decision 7(13%). Accordingly, the organization

18
selection was affected by all listed factors. But it is highly affected by legal consideration and
also moderately affected by application pool.

Table 4.10 1 Descriptive analysis of Selection criteria

Response
No. Statement
Educational Interview and paper exam Police certificate
qualification and result clearance
CGPA
1 Selection F 34 12 9
criteria
% 62 22 16
Source; Own Survey, 2022
In relation to the selection criteria the educational qualification and CGPA 34(62%) and
interview and paper exam result 12(22%) and police certificate clearance 9(16%). There for
the organization selection is concerned on the listed criteria. But the organization highly
focused on education qualification and CGPA and secondly interview and paper exam result.

Table 4.11 1 Descriptive analysis of Standardized Selection Process

Response
No. Statement
Agree Disagree
1 Standardized Selection F 12 9
Process
% 22 16
Source; Own Survey, 2022
The selection process that the bank follows standardized manner. Out of 55 respondents
45(82%) agree and10(18%) disagree accordingly we understand that the organization mostly
follow the standardized selection process and it also sometimes follows its own selection
process.

19
 CHPATER FIVE
5. Conclusion and Recommendation
5.1. Conclusion
The recruitment process is conducted by human resource department of district office.
Commercial bank of Ethiopia specifically around Kotebe branches uses both internal and
external recruitment but mostly it uses external recruitment.

 The bank also uses promotion and transfer for internal recruitment but predominantly
the bank use promotion.
 Advertising is the most common method of external recruitment used by the bank.
 The bank or the district has more experienced employees.
 In the district the recruitment practice can be affected by different factors like
organizational size, organizational growth rate, employment condition, working
condition selection criteria and legal factor.
 The district office follows the standardized selection process. These are
I. Preliminary interview
II. Application blank
III. Selection test
IV. Selection interview
V. Reference check
VI. Physical examination
VII. Final selection
 Commercial bank of Ethiopia uses the following selection criterias:
a) Written exam
b) Interview
c) Medical examination/ health test
d) Police certificate clearance
e) Education qualification
 If the applicant is able to pass the above criterions he /she will be eligible to be
recruited in the bank.
 Though the CBE follows the standardized selection process and have specified
selection criteria it faced for some factors of selection. Thus are:
1) types of organization

20
 2) application pool
3) speed of decision
4) legal consideration

5.2. Recommendation
 As a result of the collected and analyzed data the researchers have forwarded the
following some possible recommendation and suggestions that could alleviate the
existing problems.
 The organization should encourage female applicants as per alien with the required
qualification.
 The district also expected to give some attention to applicants who graduate from
private educational institutions because it helps the district to get skilled and talented
employees. The bank or the organization should use internal recruitment moderately
because it motivates the existing workers to perform more for the achievement of the
organization objective.
 The organization or the bank should minimize the effect of the selection factor called
application pool by creating sufficient work opportunity.
 The bank should minimize the effect of government about giving priority to
applicants who graduate from public because there

21
 References
Abdu Begibe (2007), Human resource management in education,distance material, Adama
university.
H. JohnBernardin, (2003) Human resource management 3 rd edition, an experiential approach ,
Florida Atlantic university.
Ivancevich. John.M.(2004) human resource management New Delh 9th edition McGraw Hill/Irill.
John M. Ivencevich(2007), Human resource management business world 10 thedition,newyork
tata McGraw Hill higher education.
Lepakd David and MarkyGowan(2010)human resource management managing employees for
competitive advantage new jersey person prenticeHall.
Neo, HollenBEck, Gerhart and Wright (2004), fundamentals of human resource management 1 st
edition, McGraw-Hill/Irwin, of new york.
Susan E. Jackson and Randall S. Schuler (2003), managing human resource through strategic
partnership 8th edition, Canada.
William p. Anthony, K. Micheal and Pamela L. Perrewe. (2002), Humane resource management,
strategic approach 4th edition, Harcourt college.
www.http//goole.com(as well as the organization web sit www. Commercial Bank Of
Ethiopia.com).
The organization Annual report and business NWES and Magazine.

22
 APPENDICES
ADMAS UNIVERSITY
SCHOOL OF POST GRADUATE STUDIES
MASTERS OF BUSINESS ADMINISTRATION PROGRAM
Survey Questionnaire
Dear Respondents:

The purpose of this questionnaire is to collect data to assess employee’s recruitment and
selection practice on commercial bank of Ethiopia. The study contributes towards the partial
fulfillment of the Master’s Degree in business Administration (MBA).

The validity of your response has great contribution for the success of my study. Thus, I
would like to ask with due respect to give me the right response. All responses that you
provide are strictly confidential and will be used only for academic purpose.

Instruction

 In filling the questionnaire, you are not expected to write your name,
 put √ or × marks in the box provided
 write your brief answers in the space provided

Thanks for your cooperation.

Yours Faithfully,

Kidanework Zewude

23
 I. Part One: Demographic Variables of Respondents
A. Gender: Male Female
B. Age Group: 20 –30 30-40
40–50
50 and above
C. Educational Status: Diploma Masters
Degree PHD

Other please specify ________________________

D. Your service year: < 2 years 2–5

5-10 10 and above
II. Part Two: Opinion survey on Recruitment and selection
a) Recruitment Source
Response
No. Internal External
Statement
Recruitment Source
1 F
%

b) Methods used for internal recruitment

Response
No. Statement
Transfer Promotion
1 Methods used for internal F
recruitment
%

c) Methods used for External recruitment

Response
No. Statement
Advertising Educational Employment
institution agency
1 Methods used for F
External recruitment
%

24
 d) Factors that affect the recruitment

Response
No. Statement
Organizational Organizational Working Employment Selection
size growth condition condition criteria
1 Factors that F 6
affect the
recruitment %

e) Factors of selection
Response
No. Statement
Legal Application Type of Speed of decision
consideration pool organization
1 Factors of F
selection
%

f) Selection criteria
Response
No. Statement
Educational Interview and paper exam Police certificate
qualification and result clearance
CGPA
1 Selection F
criteria
%

g) Standardized Selection Process

Response
No. Statement
Agree Disagree
1 Standardized Selection F
Process
%

25