Pages: (50-62 )
Abstract
This study focused on the effect of human resource management (HRM) practices on employee engagement and organizational outcomes. It sought to establish the role of recruitment on employee engagement and organizational outcome (productivity, retention, service quality). In private universities in South West, Nigeria. Survey research design was adopted and structured questionnaire used to collect data. Multistage sampling technique involving stratified, purposive and random sampling techniques was used. The sample size was 611 determined through the Cochran’s formula. The Multiple regression, Pearson Product Moment Correlation Coefficients, and Structural Equation Modeling (SEM) were the inferential statistics used. Hypothesis was tested at 0.05 level of significance and finding showed a weak positive and significant relationship between recruitment and employee engagement (r= 0.172, p<0.05). Also, a weak positive and significant relationship was found to exist between recruitment and organizational outcomes (r= 0.168, p<0.05). Based on the findings, the researcher recommendations that to improve recruitment policies and practices, HR departments of private universities should ensure that recruitment exercises are transparent with equal opportunities given to all potential new recruits.
Keywords: employee,recruitment,