Amukuzi, Shirley Kisia2024-09-112024-09-112024-05https://ir-library.ku.ac.ke/handle/123456789/28762A 1research 1project 1submitted to the 1school of 1law, arts and 1social sciences in 1partial 1fulfilment of the 1requirements for the 1award of the degree of master of public policy and administration of Kenyatta University, May 2024 Supervisors: David MinjaEffective workforce development strategies in any organization necessitate the recruitment and selection of skilled and capable employees. The process of recruitment and selection extends beyond simply choosing the most suitable candidate; it also influences a candidate's decision to accept a job offer and commit to the organization long-term. Poor selection decisions can lead to various negative outcomes for both the organization and the employee, including higher turnover costs, reduced performance, decreased job satisfaction, and diminished motivation. In this context, Somalia is characterized by political instability, conflict, and fragile governance structures, creating a complex environment for humanitarian and development activities. The ability of donor organizations to attract and retain skilled individuals is crucial for effective program implementation and impact. However, it is uncertain whether various factors determine the successful recruitment and selection in donor NGOs in Somalia. Therefore, this research aimed to investigate the key determinants of successful recruitment and selection practices in specific donor organizations operating within Somalia. The study's objectives were as follows: To assess if government frameworks determine the 1effectiveness of 1recruitment and 1selection 1practices in 1Somalia, To examine whether financial resources determined the success of recruitment and selection practices in Somalia donor NGOs, To analyze if advertising determined the success of 1recruitment and 1selection 1practices in Somalia and To evaluate whether remuneration packages determined the success of 1recruitment and selection practices in Somalia. The research employed a descriptive research design, concentrating on Non-Profit Organizations operating in Somalia. Out of the 234 organizations in the region, the study's target population consisted of 234 individuals, comprising both senior and mid-level HR professionals. Purposive sampling was employed depending on the proximity of the firm, with each chosen organization designating either a senior HR official or a mid-level representative to complete the questionnaire. Using the Yamane formula, a 1sample of 148 1respondents was 1selected. 1Primary 1data was 1collected from 1the 1study 1population via 1self-administered 1questionnaires to 1fulfill the 1research 1objectives. Descriptive statistics, including percentages and means, were utilized to present the data comprehensively. Additionally, regression 1analysis was employed 1to assess 1the 1strength of the relationships among the 1research 1variables. The study's findings revealed that government frameworks, financial resources, advertising strategies and remuneration packages determined the successful recruitment and selection practices in donor organizations in Somalia. Consequently, the study recommended that NGOs should invest more in attractive remuneration packages and advertising efforts to attract a larger pool of potential candidates and ensure the success of their recruitment processes.enThesis