SUMMARY

TITLE

This study covered a total of 40 respondents,

20 of which are HR Managers and the other 20
are Heads of the HR Division. Through
questionnaires, they collected the data and
analyze them through descriptive analysis.
The results of the study concluded that the
recruitment process indeed impacts the
effectiveness of the universities.

Impact of HR Recruitment Process on

Jordanian
Universities
Effectiveness
(An
Empirical Study on Jordanian Universities)
Ahmad Al Azzam and Salih A. Jaradat

AUTHOR

SOURCE

RESEARCH SETTING

PROBLEM STATEMENT

Al Azzam, A., Jaradat, S. A.(2014). Impact of

HR Recruitment Process on Jordanian
Universities Effectiveness (An Empirical
Study on Jordanian Universities). Global
Journal
of
Human
Resource
Management. 2(1).16-29

Jordan
The purpose of this study is to examine the
impact of HR recruitment process on
achieving
effectiveness
for
Jordanian
Universities.

Since recruitment policies often impact the

schools quality, this study aims to provide an
explanation as to how schools exhibit fairness
in their recruitment process. A total of 80
respondents answered the questionnaires
provided by the group. Using regression
analysis and correlation test, the study was
able to conclude that universities do not
effectively
promote
fairness
in
their
employment policies.

Using questionnaires, the study surveyed 94

individuals
working
as
principals,
administrators
and
Human
Resources
Department in the University of Nairobi. No
sampling was done due to the fact that the
target population was small. Based on the
results of the descriptive statistics, there is
significant relationship between Training and
Development Strategy, Recruitment Strategy,
Reward
Strategy,
Human
Resource
Information
System
and
organization
development.
Effective
Recruitment
and
Selection The Effect of Adopting Strategic Human
Procedures: an Analytical Study Based on Resource
Management
Practices
on
Public Sector Universities of Pakistan
Organizational Development: A Case Study of
University of Nairobi
Ghulam Nabi, Song Wei, Xu Husheng, Winfred K. Chitere and Hazel Gachunga
Muhammad
Shabbir,
Muhammad
Altaf,
Shuliang Zhao
Nabi, G., Wei, S., Xu, H., Shabbir, M., Altaf, M., Chitere, W. K., Gachunga, H.(2013). The Effect
Zhao, S.(2014). Effective Recruitment
of Adopting Strategic Human Resource
and Selection Procedures: an Analytical
Management
Practices
on
Study
Based
on
Public
Sector
Organizational Development: A Case
Universities of Pakistan. Global Journal
Study
of
University
of
Nairobi.
of Human Resource Management.
International Journal of Human Resource
2(1).16-29
and Procurement. 1(5)

The study aims to study the factors that

relates to employee retention to this certain
University. Using questionnaires, data was
collected from their sample of 278 lecturers.
The study used multiple linear regression and
analysis of variance (ANOVA) to analyze the
information. Results show that factors such as
Employee Training, Appraisal System and
Employee Compensation have a relationship
with employee retention.

An
Effectiveness
of
Human
Resource
Management Practices on Employee Retention
in Institute of Higher learning: A Regression
Analysis
Eric Ng Chee Hong, Lam Zheng Hao, Ramesh
Kumar, Charles Ramendran, Vimala Kadiresan

Around 850,000 observations were studied by

this paper to determine how does teacher
turnover affects the student performance.
Using regression analysis, they were able to
obtain evidence to their claim. Results show
that teacher turnover really affects student
achievement. Two main points were discussed.
The Compositional aspect which is the quality
of the teacher leaving and replacing. The
other one is the Disruptive aspect explaining
the total effect of teachers leaving to the
school community.
How Teacher Turnover Harms Student Achievement

Matthew Ronfeldt, Susanna Loeb and James

Wyckoff
Ronfeldt, M., Loeb, S., Wyckoff, J.(2013). How
Teacher
Turnover
Harms
Student
Achievement. American Educational
Research Journal. 50(1). 4-36

University of Nairobi
The study seeks to investigate the effect of
adopting
strategic
human
resource
management practices on organizational
development by focusing on the University of
Nairobi.

Ng Chee Hong, E., Hao, L. Z., Kumar, R.,

Ramendran, C., Kadiresan, V.(2012). An
Effectiveness of Human Resource
Management Practices on Employee
Retention
in
Institute
of
Higher
learning:
A
Regression
Analysis.
International
Journal
of
Business
Research and Management. 3(2).60-79
Malaysia
The study investigates the influence of
empowerment,
training,
performance
appraisal and compensation on their retention
with an institution through surveying the
University Y lecturers.

To investigate the fairness of effectiveness of

recruitment selection practices in public
sector universities of Azad Jammu and
Kashmir and Pakistan as it is education that
helps the country to make social and
economic development.
To conduct a thorough analysis of the variousaspects of the recruitment and selection
practices of the universities.

To investigate the effect of adopting strategic

human resource management practices on
organizational development by focusing on
the University of Nairobi

To study how employees regard importance of

equity of compensation, job design through
training and expectancy toward effective
performance management on their retention

To determine the average effect of teacher

turnover on student achievement

To find out the effects of adoption of human

resource
information
system
on
the
organizational development of the University
of Nairobi
- To establish whether recruitment strategy
influences organizational development in the
University of Nairobi
- To determine the effects of training and
development strategy on organizational
development in the University of Nairobi

To provide better understanding in their

relationship of effectiveness of Human
resource practices on employee retention in
University of Y

To explain the relationship between teacher

turnover and student achievement.

State Politics, Organizational Politics, Fair

Selection
Process,
Transparency,
Line
Management Capacity, HR Capacity.
Recruitment and Selection fair procedures

Training
and
Development
Strategy,
Recruitment Strategy, Reward Strategy,
Human Resource Information System
Organizational Development

Employee
Training,
Appraisal
System,
Employee
Compensation,
Employee
Empowerment
Employee Retention

Lagged Attrition, Proportion new to school

Convenience Sampling
Questionnaires

N/A (Population Census)

Questionnaires

Non-probability Sampling
Questionnaires

Regression Analysis, Descriptive Analysis,

Correlation test
The study concludes that universities do not
effectively manage fairness of recruitment
and selection because of the fact that the
organization doesnt have clear and effective
policy recruitment.

Descriptive Statistics

Multiple Linear Regression, Analysis of

Variance
Based on the study, there are significant
relationships between the factors of training,
compensation and appraisal on University of Y
lecturers retention. However, the factor of
employee empowerment is not so significantly
related to employee retention.
Since the study only involves a certain
university, the paper was not able to see the
views of other universities which might make
a difference on the result of the study.

N/A
New York City Department of Education and
New York State Education Department
Regression Model

The study focuses to investigate the fairness

of effectiveness of recruitment selection
practices in public sector universities of Azad
Jammu and Kashmir and Pakistan as it is
education that helps the country to make
social and economic development.

New York, 2001-2002 and 2005-2010

This study seeks to find how teacher turnover
harms student achievement.

OBJECTIVE OF THE STUDY

General Objective

To be able to link the effect of the HR

recruitment to the quality of education being
offered by the university.

N/A

Specific Objective

VARIABLES
Human Resource Recruitment Process
Independent
Dependent

Jordanian University Effectiveness

Impact on Student Achievement

THEORETICAL FRAMEWORK

RESEARCH METHODOLOGY USED

Sample Selection
Random Sampling
Questionnaires
Data Collection
Data Analysis

RESULTS/CONCLUSIONS

RESEARCH GAP

Statistical Analytical Descriptive Approach

Based on the study, there is an impact
relating from the recruitment process of the
university to its effectiveness.

They have not considered the possible factors

relating to the students performance.

Since the convenience sampling was used by

the researchers, it is possible that the results
does not reflects the population.

The study established that training and

development strategy was the most significant
factor
in
influencing
organizational
development, followed by reward strategy,
HRIS and recruitment strategy.
The study was not able to include more public
higher learning institutions.

This study finds some of the first empirical

evidence for a direct effect of teacher turnover
on student achievement. Results suggest that
teacher turnover has significant impact on
student achievement in both Math and ELA.
The study only focused on two factors relating
to the turnover of the teachers. They have not
consider the possible factors relating to the
student itself.

In this cluster, we studied how the Human Resource Policies affect the student performance of the students. Reviewed are the recruitment policy and the retention of the teachers to the school. Most of the studies use questionnaires to obtain their data. Also, regression
analysis and different other models were used by the researchers to analyze the information. Based on the study, the recruitment policies indeed affect the universities studied. They were able to establish a link between the schools effectiveness and the recruitment policy
they adapt in teacher hiring. Another point in human resource management is the retention. It is to be noted that retention of teachers is a big factor in student learning. Results show that a high turnover rate of teachers has a negative effect towards students academic
achievement.
Student and teacher relationship concerns the most when we think of student achievement. Teachers are the main person in contact with the learning of the students. They are the person to which our children interact. With this, schools must be able to filter quality
teachers for the purpose of establishing a good quality education.
The research gaps of these studies most often relate to the factors considered of the studies. Since most of the studies resources are limited, one of the problem the encounter is data collection. One of the study only studied a certain university, while another studied using
convenience sampling only.