Abstract:
The general objective of this study was to assess the role of Human Resource Recruitment (HRR) on organizational competitiveness, with a case study of MTN Rwanda. Specifically, to analyses the effective of Human Resource Recruitment in MTN Rwanda, assess organizational competitiveness of MTN Rwanda and find out the relationship between Human Resource Recruitment and organizational competitiveness in MTN Rwanda. For this study, descriptive and correlation analysis were used. To investigate one or more variables, a descriptive research design will employ a wide range of research methods. A descriptive study also was used to describe participant demographic information. A correlational analysis was also be performed. The researcher was able to investigate the relationship between human resource recruitment and organizational competitiveness of MTN Rwanda through a correlation study. The study population consisted of employees from MTN Rwanda, totaling 287 individuals. This population is segmented into three levels: 15 senior managers, 30 middle managers, and 242 officers. This study used a sample of 167 participants which was chosen using Slovin formula. Documentary, interview and questionnaire sources was used to compile information for the study. Using SPSS, the researcher determined descriptive and inferential statistics such as frequency distributions, percentages, means, and correlations. The results revealed the correlation between Human Resource Recruitment and Organizational competitiveness at MTN Rwanda. The Pearson correlation coefficient is 0.756, indicating a strong positive relationship between these two variables. This indicates that as the practices surrounding Human Resource Recruitment improve, Organizational competitiveness is likely to increase as well. The significance value (Sig. 2-tailed) is 0.000, which is less than the 0.05 threshold, indicating that the correlation between these variables is statistically significant. It is recommended that MTN Rwanda invests in ongoing training and development programs for its HR staff to stay updated on the latest recruitment trends and best practices. This will help to improve the effectiveness of recruitment processes and ensure that they can attract top talent to the organization.
