AN ANALYSIS OF HOW JOB ANALYSIS DRIVES EMPLOYEE PERFORMANCE IN THE MINISTRY OF LABOR AND SOCIAL AFFAIRS, FEDERAL REPUBLIC OF SOMALIA

Abdirahman Osman^a and Dr. Jane Njoroge^b
Corresponding Email: abdirah0901@gmail.com

Abstract

There are persistent matters within the Ministry of Labor and Social Affairs in Somalia, that are arising regarding the performance of its employees presenting a remarkable effect on well-organized implementation of the functions of the government. Present assessments and reports have shown a worrying pattern in which employees working with the ministry frequently face challenges in meeting their targets and delivery of quality. The assessments of performance measures show that employees have constantly failed short of attaining their entitled goals. Such patterns outlines that there was immediate need to assess how recruitment practices affect the performance of employees in the Ministry of Labour and Social Affairs in Somalia. The theory that applied in guiding the study is human capital theory. A descriptive design was used. The population comprised of 374 employees working with the ministry who were senior officials, directors, and supervisors and unit coordinators. A sample size of 194 was obtained through the application of Yamane’s (1967) formula. A questionnaire in semi-structured design was employed in collecting data. Piloting of questionnaires was done involving 19 respondents who account for 10% of the study’s sample. The assessment of validity involved use of content, construct, and expert evaluations. Reliability was tested through application of Cronbach’s alpha test aiming to achieve a 0.7 threshold. The examination of quantitative data was based on descriptive and inferential statistical measurements, and findings were displayed in tables and graphs. Ethical aspects like informed agreement, privacy, and intentional involvement, were adhered to all through the research process, ensuring adherence to research morals and honesty. The study revealed that job analysis practice had contributed to positive significant improvement on employee performance of the Ministry. The study concluded that the job analysis practice had contributed to significant improvements on employee performance within the Ministry through offering clear role descriptions, accountabilities, and anticipations, enhancing better job comprehension and efficiency. The study recommended that the ministry can carry out a systematic identification of the particular duties, accountabilities, and obligatory skills for every job position for clarification of job expectations, alignment of employee competences with role needs, and identification of training needs.

Article Type: Open Access

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