ABSTRACT
This project was carried
out in order to examine the extent of senior management recruitment practice in
Anambra motor manufacturing company Enugu (ANAMMCO) the study was
conducted in Enugu metropolis.This research made use of life orientation
from oral interview, questionnaires and certain analysis of published material.
The highlights of the
result are.
1.
The study found out that recruitment practice by the organization enhances the
morale of senior management.
2.
It was found that majority of the workers bars have undergone recruitment
programme organized by the company.
3.
Paper qualification- This problem was
identified, it was found as employee’s principles of senior management in Stan
recruitment practices.
4.
The following recruitment are therefore made having stated these findings.
5.
Enlightenment programme: Enlightenment
companies aimed at imbibing industrial culture into senior workers in ANAMMCO
be a first step and important fact, the organizational development of the
company should be in from of seminars and work shops with emphasis on
modalities for embarking on senior management recruitment practice.
6.
Technology: The company should know that importation of technologies is quite
appropriate for them in our developing nation they have to place emphasis
on the importation of machines because efficiency associated with them.
TABLE OF CONTENT
CHAPTER
ONE:
INTRODUCTION
1.1
Background of the study
1.2
Statement of the problem
1.3
Purpose of the study/objectives
1.4
Research question
1.5
Research hypothesis
1.6
Significances of the study
1.7
Scope of the study
1.8
Limitations of the study
1.9
Definition of terms
References
CHAPTER
TWO:
LITERATURE REVIEW
2.1
Introduction
2.2
Skills needed by senior managers in an organization
2.3
Basic characteristics of senior management staff
2.4
Senior management recruitment exercise
2.5
Concept of interview in senior management human resources recruitment
References
CHAPTER
THREE:
RESEARCH DESIGN AND METH
ODOLOGY
3.0
Introduction
3.1
Research design
3.2
Area of the study
3.3
Population of the study
3.4
Sample and samp0ling procedure
3.5
Instrument for data collection
3.6
Validation of the instrument
3.7
Reliability of the instrument
3.8
Method of data collection
3.9
Method of data analysis
References
CHAPTER FOUR:
DATA PRESENTATION AND
ANALYSIS
4.1
Presentation and analysis of data
4.2
Testing of hypothesis
4.3
Summary of result
CHAPTER
FIVE:
SUMMARY, CONCLUSION AND
RECOMMENDATION
5.1
Summary of findings
5.2
Conclusion
5.3
Recommendation
Bibliography
Questionnaires.
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
The development of any
nations economy is synonymous with the development of her human’s resources.
For any country to make appreciate trust in harnessing her agricultural
potentials scientific and technological advancement, high quality human
resources to be of high quality, through search will have to be made to recruit
high quality personnel. The purpose of the recruitment function it to seek new
employees to tie positions required for the successful conduct of the
work.
It is the understanding
that the role and of development of any economy is reciprocated on the
qualitative factor of the human resources which had promoted many nations
particularly the development economics of the west to make such a staggering
investment in research training and developing her labour services and human
capital. It has become obvious therefore that the grouping of nations into
developed and developing, technologically advanced and technological dependents
of these nations qualitatively.
For a
company/organization to attain appreciable growth in forms of return on
investment and targets, such organization must ensure that she possess highly
trained, skilled and qualitative labour force. Situations exist when two
companies with the same capitalization and operations within the same
environmental factors and constraints producers different records in their
level of efficiency and effectiveness of goals. The prediction, which can be
easily drawn from, such situation is that the qualities of human resources in
companies are not the same.
The inference from the
above statement become more glowing when we examine the current treating in the
banking sector. The introduction of the Structural Adjustment Programme (SAP)
in 1976 brought in its wake-increased competition in the economy. As part of
its designed effects, structural adjustment programme was concerned with
brining about effective allocation of resources in the economy.
The efficient
pricing of the productive of productive resources suggest that only efficient
companies will remain in business as it is only such organizations that can
have efficiently allocated factors of production such as human resources. The
above scenarios obviously created problems for most firms, as was evidence by spate
of failed industries. The banking sector was not left out, the phenomenal
distress was common even among the government owned banks, a result which has
been predicted on poor capital base of such banks mainly from their inability
to attract and retain efficient manpower.
The foregone suggests that poor quality manpower weaken even the most highly
capitalized company. It is bad to note that Nigerian business organizations are
yet to realize the domineering influence which high quality labour force exerts
on production. This ugly situation is largely manifested in the recruitment of
senior management staff. The common scenario is that in which family ties and
informal relationship is given privileged considerations against merit and
competence. The resultant effect is that mediocre ends up been promoted through
the employment of junks instead of qualitative labour.
It is of important at
this juncture to note that organizational resources is made up of two resources
– the Material and Human resources.
Agbo (2003) opined that
the human resources is the concern of personnel management. He went further to
say that personnel management deals with the bringing of a person into an
organization, application of his behaviour in the work situation, his interests
and relationships both with his fellow worker and the organization.
In his own contribution,
Flippo (1980) defined personnel management as the planning, organizing,
directly and controlling of the procurement, development, compensation,
integration, maintenance and separation of human resources to the end that
individual, organizational and societal objectives are accomplished.
The inability of most
establishments to attract and maintain the services of senior management staff
results in failure of these establishments to maintain work developments. It is
even more worrisome to observe that most of these organizations lack operation
personnel administrative development to carryout scientific study on senior
staff questions. Efforts in this respect are sure to go a long way in ensuring
qualitative manpower base for such companies.
1.2 STATEMENT
OF THE PROBLEM
Recruitment as a major
managerial function in the organization has been faced with lots of problems.
These problems which this project is aimed at highlighting includes the
following;
1. Poor control measures and too many resources
which are involve in the recruitment process. This problems results because of
1. The non-availability of recruitment materials.
2. Poor management and application of the available
materials.
3. Lack of adequate manpower/professionals to
utilize the material.
2. The lack of facilities for adequate staff
development and in maintaining personnel department cum human relations.
3. The influence of external factors which militate
against the recruitment of qualitative senior management.
1.3
PURPOSE OF THE STUDY / OBJECTIVES
The objectives that
undermines this research work includes the following;
1. To identify the problem associated with the
recruitment of senior managers in Nigerian organizations.
2. To ascertain whether the management or staff
recruitment has a relationship with staff morale and productivity using Anamco
as a reference.
3. To determine whether they recruit professionals
or if mediocracy is placed before meritocracy.
4. To find out if there are available of training
managers.
5. Finally, to make recommendations base on the
study on how to improve the provision and administration of senior management
recruitment in Anammco which can also be applied in other Nigerian
organizations.
1.3 RESEARCH
QUESTION
The specific questions
which this research work is proposed to answer include.
1.
Are there enough recruitment materials such as training manager(s)?
2.
Do Anamco as an organization recruit professionals?
3.
What procedures are associated with the recruitment of senior managers
4.
The relationship(it any) that results form the cadre of persons recruited in
productivity level.
I.5
REESARCH HYPOTHESIS
HYPOTHESIS 1
HO:
Political and ethic consideration does not affect employment decision.
H1:
Political and ethic considerations do affect employment decision.
HPOTHESIS 11
HO: The cadre of
employed senior management staff does not affect the general productivity of
the organization.
H1: The cadre of
employed senior management staff affects the general productivity of
organization.
1.6 SIGNIFICANT
OF THE STUDY
The significance of this
research work or benefit is in two folds. Firstly, it would serve a guide for
the management in organizations in the recruit of senior manager who would
manager sensitive positions.
More so, the study would
assists prospective students desires to carry out further research on the
subject.
The research work is on
doubt invaluable as it hopes to increase general awareness and appreciation the
important role of the senior management cadre.
1.7 SCOPE
OF THE STUDY.
The scope of the
research study is senior management grade of Anamco Plc Enugu Nigeria.
The scope is meant to
cover all aspect of senior management recruitment practice such as initial
employment, orientation and employee matters.
The limitation to this
identified scope is however best appreciated of it is taken as the study of a
past to understand the whole. This is because the senior management relates to
all other personal categories in the organization and therefore a study of
senior management can inversely be related to that of generality of the human
resources.
1.9
DEFINITION OF THE TERMS
The terms which are used
in this research work are defined below to give their meaning as they apply in
this project work.
1.
Senior management: This refers to the high ranked officials in the organization
such as managers, directors and chief executives.
2.
Recruitment practices: As used in this context, recruitment practices
refer to all the process that is involved in the selection of senior management
for the organization.
3.
Organization: organization in this project means establishment and business
firms which employ/ recruit senior management.
BRIEF HISTORY OF ANAMCO
MB Anamco limited was
incorporated on January 17, 1977 and the plant was commissioned on the day of
July 8, 1980 by the first executive president of Nigeria, Alhaji Shehu Shagari.
It started official production in January 1981 and have to death made an available
marks on the nations, industrial growth, adding over 250 vehicle to the nations
transport sector. This is 0backed effectively with a net work of over 36 is
after –sales service points on step out supply deport where the companies
central spare parts items are kept.
The contributions of MB
Anamco to economy development of Nigeria can not be over emphasized. The
company has to continue to maintain a high level of resilience in it attempt to
survive the harsh economy climate and leave up to the confidence reposts in it
as an extension of the most historical, traditional and successful company in
the world.
Department | Business Administration and Management |
Project ID Code | BAM0102 |
Chapters | 5 Chapters |
No of Pages | 72 pages |
Reference | YES |
Format | Microsoft Word |
Price | ₦4000, $15 |
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Contact Us On | +2347043069458 |