Factors Affecting Recruitment And Retention In International Non-governmental Organizations In Liberia

On the global scene, conflict and disaster exist in many regions and countries. The consequences of these conflict and disaster are enormous, including deaths, starvation, poverty, displacement, among others. These situations cause hardships and sufferings for the poor and common people who do not have access to quality life as a result of the problems caused by wars and disasters. The expansion of global crises and natural disaster has prompted the need for widespread assistance and eventually has demanded the recruitment and retention of qualified humanitarian staff globally. Due to the ultimate increases, International Non-governmental Organizations(INGOs) have moved to many affected countries and regions to address the needs of the affected people. Liberia is an example of countries that have fought prolonged periods of civil war. Most recently, it was plagued with the Ebola virus disease. These situations in Liberia attracted the attention of the international community, which led to INGOs coming to Liberia to address the needs of the affected people. With the coming of INGOs to Liberia, they have engaged in their urge to employ qualified nationals who can efficiently and effectively implement their projects.The study has focus on the recruitment and retention of national employees in INGOs sectors in Liberia. The overall objective of the thesis was to identify factors that affect employee?s recruitment and retention within INGOs sectors. Based on a qualitative statistics method supplemented by primary data, and interviews were adopted across six INGOs sectors in Liberia. The study assessed the level of satisfaction of the applicants and employees based on five factors which are embedded within their employment contracts. These factors include: Contract duration, Career development, Competitive salary, and employee allowance and employee benefits.The two-factor theory was used to develop the propositions model. The main content of the thesis is organized as follows. Chapter 1 shows the background, the significance, the objective of the study, and does literature review for the recruitment and retention. Chapter 2 presents the theory we used in this study and proposes the research model and outlines the methods used to conduct the study as well as the methods of analyses. In Chapter 3, characteristics of the study population is discussed, data validation and factor analysis are conducted, at last, the findings of the study are discussed, while Chapter 4 provides implication of the study, offers policy recommendations to policymakers regarding the findings of the study limitations, additionally, the limitations and recommend for future research are also discussed.The propositions reveal that employees? contracts duration, career development, allowances and benefits have positive relationship with recruitment and retention. Whereas competitive salary is not seeing as influential factor that has a big influence on recruitment and retention in this study. Therefore, it is concluded that these factors serve as influential factors for applicants and employees motivation which will subsequently influence their job satisfaction level and have a positive avert on employee recruitment and retention for INGOs in Liberia. The conclusion also reveal that competitive was not the related to recruitment and retention but could motivate applicants or employeesAlthough this research is based on Liberia, it would be helpful for other countries especially where conflict exists. Thus, it is recommended that organizations should consider these factors as their social and moral responsibilities for developing and encouraging their employees beyond their current roles and offer opportunities to enhance efficiency in the INGOs in Liberia. Although competitive salary was not related to recruitment and retention, it can serve as a mean of motivation to attract and retention staffs.