ABSTRACT
This study deals with
recruitment and selection: situation in the civil service of Delta State, with
human effort associated with its accomplishment. It is worthy of note that the
employees or human resources are responsible for coordinating the rest factors
of production and activities of an organization to produce effective and
efficient result.
This research work
robustly explain the effect of recruitment and selection in the civil service
of Delta State, and how it affects the efficient running of the civil service.
To determine the
recruitment and selection in the civil service of Delta State, a review of
existing literatures were thoroughly examined.
The data collected from
the respondents was used to test the hypothesis that organizations that employ appropriate
recruitment and selection policies are associated with increase in employee
productivity. The questionnaires were analyzed using the spearman rank
coefficient and chi-square method.
Findings from the tested
hypothesis revealed that:
Organizations that
employ appropriate recruitment policies are associated with increase employee
productivity, selection of qualified personnel in service forms leads to an
increase in organization performance and adequate recruitment and selection
procedures are related to organizations success.
It was concluded that
increase productivity, increase organization performance and organizational
commitment are centered on good recruitment and selection.
TABLE OF CONTENTS
Table of Contents
Abstract
CHAPTER ONE
1.0 Introduction
1.1 Background to
the Study
1.2 Statement of
the Problem
1.3 Purpose of the
Study
1.4 Research
Question
1.5 Hypotheses
1.6 Significance
of the
Study
1.7 Limitations
of the
Study
1.8 Organization
of the
Study
1.9 Definition
of Terms
CHAPTER TWO:
2.0 Literature
Review
2.1
Introduction
2.2 Defining
the Primary Objectives Requirements of Jobs
2.3 job
Description
2.4 Problem of Choosing the Right Source
of Recruitment
2.5 Other Sources
of
Recruitment
2.6 Internal
Sources of
Recruitment
2.7 External
Sources of Recruitment
2.8 Problems
of
Recruitment
2.9 Selection
Process
2.10 Problems of Selecting
Interviews
2.11 Problems Associated
with selected Ratio
CHAPTER THREE
3.0 Research
Methodology
3.1
Introduction
3.2 Research
Design
3.3 Sampling
Procedure
3.4 Questionnaire
Design, Distribution and Collection
3.5 Data
Collection
3.6 Data
Analysis
Techniques
CHAPTER FOUR
4.0 Presentations and
Analysis of
Data
4.1 Introduction
4.2 Descriptive
Analysis
4.3 Hypothesis Testing
4.4 Hypothesis
2
4.5 Hypothesis
3
CHAPTER FIVE
SUMMARY, CONCLUSION AND
RECOMMENDATIONS
5.0
Introduction
5.1
Summary
5.2
Conclusion
5.3
Recommendations
Bibliography
Appendix
CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND TO
THE STUDY
Every employer is
concerned and interested in the quality of the workforce in his employment.
This is so because human resources is the pivot on which the success of any
organization hinge on. It is interesting to mention that the employees or human
resources is responsible for coordinating the rest factors of production and
activities of an organization. Therefore, the extent to which organization
succeeds and the progress attained in the realization of its pre-determined
objectives depends to a large extent on the quality and the potentials of its
workforce.
Furthermore, uppermost
in the mind of an organization is to get the right employees to fill the job
positions for expected performances. It is commonly said, an organization can
only be as effective as the people who operate the office, store, plant or
equipment. The challenges of sourcing applicants with required skill and
potentials and the ability to match skills properly with the tasks to elicit
desired performance expected was what prompted this research study.
According to Ojo (1998),
recruitment is the process of attracting potentials employees to the company.
As he further observed, “it is a systematic means of finding and inducing
available candidates to apply to the company for employment.
The recruitment process
itself may be selective or pre-selective through choosing among the various
sources of supply, as well as the decision in which candidates should be
permitted to go through subsequent screening procedures. After the
identification of sources of recruiting personnel and attracting several
candidates for job vacancies, the next stage is the selection of the most
suitable persons from the many applicants.
Selection therefore
involves choosing from a pool of applicants, those who best meet the
job-related criteria. The selection process, therefore, involves a series of
activities aimed at identifying the best candidates for job positions from the
list of applicants.
Recruitment which is the
process undertaken by the personnel department to attract individuals with the
requisite skills, experiences and abilities needed to execute tasks in an
organization entails that job analysis, job description, job specification
should be carefully carried out and predetermined. It is only when these have been
properly defined that the recruiters will be in a better position to make
contacts with people and the selection of the fits from the unfits facilitated.
It is pertinent to
mention that the recruitment and selection of individuals for job has a
relationship with the employee performance. Therefore, caution should be
exercised to avoid human errors and other factors that often characterizes
recruitment exercises. Regrettably, organizations in some cases miss the
services of those who can actually contribute to the achievement of objectives
due to the hasty way, personal interest, or short sightedness of the recruiters
and in more extreme cases other considerations that often times brought to bear
and when this is the case, the job holder is equally denied the satisfaction of
high performance as it does not take long to find out that the individuals
cannot meet the challenges and the demands of the job.
In search of a suitable
manpower for the organization, firms use various sources and methods, ranging
from television, advertisement, newspaper, employment agencies, magazines and
journals. And in so doing encounter problems inherent in the recruitment and
selection process that are imposed by government regulations, indigenous
employment quota, expatriates quota, union membership, problem pertaining to an
organizations employment policy, professional association membership problem
etc.
These entire amounts to
problem management have to contend with in recruiting and selecting manpower.
The need for recruiting
and selection of workers arises in an organization when an existing employee
retires or leaves, or is terminated, thereby creating a vacancy or gap, which
must be filled. Also when a new line of operation is introduced as a part of a
programme of change or expansion recruitment need may arise. When either is the
case, it may be necessary for management to first decide on the labour
requirements of the organization. This could be done by analyzing the job of
the existing employees to see if units of the job of vacant post could be
incorporated into the jobs or the existing workers could be assigned to the
job.
1.2 STATEMENT OF
THE PROBLEM
In research study, a
good statement of the problems must clarify exactly what is to be determined or
solved. It should also restrict the scope of study to a specific question.
Thus, the problem of this study is itemized as follows:
1. Recruitment
of incompetent manpower in the civil service.
2. Sociological
problems which tends to do with influencing the recruitment of manpower in the
civil service.
3. Use
of employment agencies that are not competent enough to recruit manpower in the
civil service.
4. Inadequate
process of manpower selection in the civil service which involves selecting
people based on their connection with those carrying out the selection
exercise.
1.3 PURPOSE OF THE
STUDY
It is a fact that the
success of an organization depends on the quality of people who work to achieve
the organizational objectives. This is why there is an emphasis on the caliber
and quality of people to be recruited and selected into an organization.
Therefore, this study is
designed to achieve the following:
1. To
identity the problems of recruitment and selection.
2. Ascertain
to what extent these problems exist.
3. proffer
solutions to enable employers avert the all devastating problems on recruitment
and selection.
4. To
identify the problems encountered by those engaged in recruitment and selection
process.
5. To
offer useful suggestions to management towards the handling of problems in the
area of staff recruitment.
1.10 RESEARCH
QUESTION
1. What
are the problems of recruitment and selection in the civil service?
2. Does
one source of recruitment provide all the required competent manpower needed by
organizations?
3. The
organizations that use employment agency, do they perform better than those
that do not use employment agency?
4. Does
recruitment and selection process used by organizations help for the selections
of more qualified manpower?
1.11 HYPOTHESES
To achieve the objective
of this research, the following assumption are made and subsequently
investigated to reach an empirical conclusion.
1. There
is no relationship between wrong recruitment and selection and employee
performance in civil service.
2. There
is no positive relationship between the use of employment agency in recruitment
and selection of qualified manpower.
3. There
is no relationship between job mobility and the performance of the employees of
civil service.
1.12 SIGNIFICANCE
OF THE STUDY
The
study will highlight the problems encountered by management in its bid to equip
organization with qualified manpower through recruitment and selection.
It
will also help in identifying and avoiding this recruitment and selection
problem through the approach that will involve less error in the exercise.
1.13 LIMITATIONS
OF THE STUDY
In carrying out this
research it is evident that there are limitations that will fall short of what
has been an established interpretation of the findings. One of the limitations
are unavailability of text of the subject, also my inability to reach the study
subjects, and discuss personally with them which I feel will bring out the best
result. But that cannot be possible due to lack of adequate mobility and
finance. I will use questionnaire, which I will distribute to my subjects of
study personally and though people to be able to cover enough organizations to
make my findings reliable. I also intend to limit the area to be covered in the
research to the problems encountered by management in recruiting and selecting
workers.
The effect of the
environment on interview the factors that may make interview unreliable as a
selection device and the different technique involved in recruiting and
selection. These areas seem to be the most sensitive as far as manpower
planning is concerned, hence contributing to the important areas of concern and
research.
1.14 ORGANIZATION
OF THE STUDY
Here, we are
highlighting what each chapter contains. Chapter one is the basic introduction
of the research study. It introduces the study by stating the problems, showing
us the purpose of study and bringing out the hypotheses. The second Chapter
gives a general review of the related literatures. The third chapter gives us
the methodology of the research study that links us to the analysis and
presentation of data. In the fourth chapter, the hypotheses are rejected or
accepted here and a conclusion is reached in the final chapter. Summary and
recommendations for further studies are also made in this final chapter of the
project.
Department | Business Administration and Management |
Project ID Code | BAM0407 |
Chapters | 5 Chapters |
No of Pages | 101 pages |
Methodology | Chi Square |
Reference | YES |
Format | Microsoft Word |
Price | ₦5000, $15 |
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Contact Us On | +2347043069458 |