The Recruitment Systems in District Urban Councils in Uganda

ABSTRACT Before there can be an organization, there must be workers. Employees do not spring like Athens fully armed form the head o f the Zeus. As is the case with the batteries for children’s toys, workers are not included in the organization package. Hence the attraction and recruitment of employees is an important, critical step in the development of the Organization. Recruitment is a twofold processes. Its main purpose is to ultimately find the right person for the right job. Job analysis sets the stage by clearly defining what tasks and responsibilities are to be performed and what characteristics and skills are necessary and who matches these criteria. Recruitment strategy is the way to attract recruitment population. This strategy is affected by the Organization’s recruitment decisions: on nature of recruitment, during recruitment processes and on guidelines for managing the recruitment processes. If districts and urban councils are to achieve the plans and objectives they set for themselyes under Result Oriented Management, they must pursue equally bold, dynamic, developmental, professional and motivating Human Resource Policy that will ensure recruitment and retention of well trained, motivated, disciplined and efficient staff. This research concentrates on Recruitment in Decentralized Districts, City and Urban Councils in Uganda, in an effort to investigate if the Rules and Regulations regarding the fundamental principles, concepts and guidelines in respect to recruitment of staff are up-to-date and are being observed.