Human resources and organization are like two sides of coin. For
organization to exist, it requires human effort to carry-out the
activities for achieving the purpose of such organization . Again how this
organization select and recruits, employees who are competent without bias mind
was seen as part of the researcher’s reasons for carrying out the study.
Recruitment according to Udeze J.O.(2000) quoted from Flippo
Munsiger(1978) defines or sees recruitment as the process of searching for
perspective employees and stimulating them to apply for jobs. While selection
is aimed at selecting the best from the tools of qualified applicant to a job
opening unquoted . this means that selection brings to an end, the
function of category of procurement.
This study was aimed at understanding the problem of
selection process on labour turn-over in Nigeria Bottling company Plc
Enugu. And also to a certain the extent to which the company ownership
structure with its attendant bureaucratic re tape in the company and how to
The researcher identifies means by which selection process
can be improved and also proffer solution and recommendation.
1.2 Background of the study
1.3 Statement of the problem
1.4 Objectives of the study
1.5 Significance of the study
1.6 Research Questions
1.7 Scope and limitation of
Criteria for selection
The nature and objective selection interview
Conducting the interview
Coefficient of correlation
Acceptance of the job offer
Evaluation of the Nigerian Bottling company
Plc 9th Mile,
Population for the study
Sample size determination
Source of data
Collection of data
Data analysis technique
PRESENTATION AND ANALYSIS OF
Tabular presentation descriptive analysis and introduction of data
Table 4 -1 Type of
Table 4 –1-2 Selection process is based on
Table 4 –1-3 Has the turn- over and productivity
Table 4 –1-4 How often do the selectors exchange
view concerning selection process of
employees in their monthly meeting.
Table 4 – 1-5 Do you think selectors have what is
expected in selection process of employees?
Table 4 –1-6 Is there any policy made for
effective selection in your company?
Table 4 –1-7 Are the policy made related to the
Table 4 –1-8 How often are the employees exposed
to technical programmes?
Table 4 –1-9 Who has the right to select in the
Table 4 –1-10 Are you satisfied with the selection of
employees in the company?
Every organization has human resources as part of its resources.
The organization cannot function without people working
together and whenever people work together, the personnel management
function must be performed and executed. Other resources may include physical,
financial and informational. However, the most vital among all these
resources seems to be the human element.
The human resources is the concern of personnel management.
Personnel management deals with the bringing of a person into an organization,
his behaviour in the work situation, his interests and relation-ship both with
his fellow workers and the organization. It is the series of management
activities, which procures personnel for the organization to achieve effectives
performance towards organizational growth.
Therefore this human element does not just come, they are
recruited based on qualification. Recruitment is an of the process of
staffing in an organization. It is also concerned with
developing a pool of job candidate in line with the human
resources plan. In this case, candidates are usually located through newspapers
and professional journal advertisements, employment agencies and visits campus.
It comes immediately after human resources planning. Recruitment
Seen as that process of assessing a job, announcing the vacancy,
arousing interest and stimulating people to apply
In recruitment, there is general one is the most appropriate
for operative employees, which takes place if the organization needs a group of
workers of a certain type, example is typists or sales people.
Another one is specialized recruiting, which is used mainly for
executives or specialists, occurs when the organization desires s particular.
In this , candidates receive individual attention over an extended
period of time. The process of recruitment must be centered in one place
and in the hands of one person or group. Only in this way can there be a
sufficient concentration of exercise, knowledge and record to provide the
possibility of efficiency in service both to applicants and to the
While selection is the process that leads the firm to choose from
a list of applicant. The person or persons who will match the selection
criteria or the vacant post with consideration of current environmental
conditions is given the job. Application forms, resumes, interviews and
reference checks are commonly used selection goals. The application form serves
three purposes in selection. They are :-
- Show that
the applicant desires a position.
the interviewer with the basic information needed to conduct the interview.
- It becomes
part of the organization’s information if hired.
Selection process is a matter of satisfying a company’s present
needs. It is
An activity which influences the shape of a company’s
future health and its cumulative results predetermine the future health
of the enterprise. Selection process especially at high level is no
longer a question of trying to fill a closely defined slot but, as
Plumbley (1976: 38) matching process between the capacities and
inclination of the candidates and the demands inherent in a given job or career
Furthermore, the history of Nigerian Bottling company (NBC) dates
to forty (40) years ago. The company which has made phenomenal
process, tapped its first soft drink production with the world’s most popular
beverage called coca-cola. At this time, only few plants were established in
the country. This Nigerian bottling company (NBC) was in the town of
Atlanta in Georgia United state of America (U.S.A) in the year 1886
That a man named Dr .John Styth the Pemberton, a pharmacist first
initiated the plans for the world’s best soft drink. Having succeeded in
brewing the drink a man named Frank M. Robinson – Dr. Pemberton’s partner
and book-keeper designed the flowing distinguishing trade mark and gave coca
–cola its name.
Following this remarkable feat achieved by Dr. Pemberton,
many countries in every part of the globe who have heard of the this drink
began to have vicious desire taste made of this drink. This was also made
possible through Dr. Pemberton’s advertising and marketing activities.
However, this coca-cola came into Nigeria in the year 1953.
this was when the Nigerian Bottling company opened it s first plant in
Lagos. Following the uncontrollable demand for its product in Nigeria,
the Nigerian bottling company, in a bid to reach the nook and cranny of
Nigeria had to have several depots (branches).
Presently, in Nigeria the company operates in areas such as
Akwa, Abakaliki, Nsukka, Ikon and 9th mile
corner Enugu etc The products include: Fanta soda, sprite,
Krest, or Bitter lemon, Fanta orange,Fanta Ginger ale, Fanta
tonic,Evatable-water and coca-cola coke etc.
Moreover, these establishment that mentioned above were made
again in areas like Benin, Lagos, Port-Harcourt in September
1962,. The company started production capacity was
350,000 hector per annum, but now, the capacity has hit about two million
hector stride taken by the company within this period, the Board of Directors
and management hope that you as an employees of the company will contribute
your quota in insuring its continued growth and development.
Finally, as Yoder (1976:278) observed staffing as a process that
begins with the determination of man-power needs for the organization and
ends with the inventors of capabilities, recruitment, selection,
placement and orientation.
STATEMENT OF THE PROBLEM
Selection and recruitment is a step in management development,
which help fundamentally to find and attract potential
employees who it successful, eventually fill vacant positions.
In management, professionalism developed states of selection and recruitment
when employed in conjunction with other tools of personnel assessment, as well
as complimenting input of sound job design programme may significantly
facilitate the development and maintenance of efficient work force and
indeed, the utilization and conservation of human resources.
In fact, in a firm’s working life, abundant evidence clearly prove that
these tests, all thing being equal are creditable predictors of
employee’s job performance.
However, the Nigerian societal immorality and political influences have created
discrepancies in selection procedures through such vices as favouritism,
tribalism and nepotism.
These are problems arising from vague description of job by these personnel
management. Because of these problems, the needs for a close up
examination of the whole selection process on labour turn-over in Nigerian
Bottling company Plc 9th mile
Corner Enugu becomes inevitable.
To determine the effect of labour turn- over and productivity and how to
To ascertain the extent of which the company’s ownership structure with its
attendant bureaucratic red tape on the selection of labourers in
To identify means by which selection process on labour turn-
over can be improved in the company.
To identify possible solutions.
OF THE STUDY
This research will benefit the readers and also future researchers
and students who will love the opportunity to pick this from the library.
Other people that will also benefit from work are:-
The organization will benefit from this work they know the causes
of implication of wrong collection process and avoid it.
The researcher will gain more
knowledge by the time she is through with the whole research work.
The government will benefit from
this work because they have handle labour turn- over and productivity., of
1. Do selection process exist at all
in the company’s of today?.
2. What are the causes of wrong
3. What causes decline in workers
4. What should be done to have the
right selection process?
OF THE STUDY
For the purpose of this study, the researcher have chosen one
multi- national company in Enugu state; the Nigerian Bottling company 9th mile corner Enugu. The data collected from the public
Relation Officer (PRO) in this company written above by the researcher will be
used to make a generalized statement of what is obtainable in selection
process on labour turn- over and productivity of employees. The
researcher will also use the findings you draw conclusion on how best managers
should handle some factors affecting selection process on labour turn-over in
TERMS AND CONDITIONS APPLY
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