Social globalization on recruitment and selection in Sarova Group of Hotels in Kenya

Abstract

The globalization of the social and economic landscape has ushered in an era of unprecedented challenges and opportunities for organizations worldwide. Within the Kenyan hospitality sector, exemplified by the Sarova Group of Hotels, this paradigm shift has significantly influenced the recruitment and selection processes. This study delves into the intricate interplay between social globalization and the recruitment and selection strategies employed by Sarova Group of Hotels in Kenya. The general objective of the study was to determine social globalization and its effect on recruitment and selection at the Sarova Group of Hotels in Kenya. The specific objectives of the study were: to examine the effect of religion, language, talent and value on recruitment and selection at Sarova Group of Hotels. The study was guided by objective factor theory, the equity theory and critical factor theory. The study adopted an explanatory research design. The target population of the study was 144 middle and top level managers at Sarova Group of Hotels. The sample size was 108 arrived at using Yamane’s sampling formulae. The only source of data was primary and Secondary data sources. The instruments for data collection was structured questionnaires which were designed along the five point Likert scale ranging from strongly disagree (1) to strongly agree (5). The research instruments were tested for reliability and validity and were found out to be both reliable and valid and thus were fit for final data collection. On descriptive results, the respondent’s noted that religion moderately affect recruitment and selection and further agreed that language, talent and values affect recruitment and selection at the Sarova hotels. Correlation results established a positive and significant relationship between social globalization and recruitment and selection at the Sarova hotels. Talent had strongest association (r=.716, p<.001); values had the second strongest correlation (r=.613, p<.001) while religion (r=.372, p<.002) and language (r=.533 ** , p<.000) had the weakest correlation with recruitment and selection. The multiple linear regression results showed that religion, language, talent and values positively affects recruitment and selection at the Sarova hotels. Talent - (β=.525, p<.001), values - (β=.389, p<.001); language - (β=.241, p=.002) and Religion - (β=.187, p=.009). The model predicted 60.2% as the effect of social globalization on recruitment and selection at the Sarova hotels. The ANOVA result was significant (F,26.667, p=.000) The study concluded that; that religious -, language -, talent - and value - positively and significantly affect recruitment and selection at Sarova Group of Hotels. The study recommended the management of Sarova Group of Hotels should put in place mechanisms that nurture religious -, language -, talent - and value -. Further, stakeholders should strive to implement a vibrant religion, language, talent and value - culture so as to improve on recruitment and selection in the hotel industry.