ABSTRACT
This
study titled the effect of recruitment and selection policy as a tool for
achieving higher employee productivity in manufacturing organizations; a study
of Dozzy Group of Companies. The objectives of the study are; to identify if
external sources of recruitment strengthens diversity of talent within the
organization, to identify the recruitment practices used in selecting qualified
talents in the organization of the study and to examine the extent of bias in
recruitment and selection exercise and its effect on employee productivity.
Survey research design and descriptive design was used with a sample size of
133 obtained using Yaro Yamane’s formula out of the population of 200 employees
in the organization of the study. 133 copies of questionnaire were distributed
to the respondents and 115 was returned, representing 83% which was used for
the analysis using correlation. The result of the analysis was carefully
studied and utilized in making the research findings which indicated that
external source of recruitment strengthens diversity of talent within the
organization. It creates new ideas, refreshes the system, create challenges and
change to the employees thereby affecting productivity. This study recommends
that human resource practitioners should utilize both external and internal
recruitment and selection practices in securing human element and to always use
professional association in recruitment.
CHAPTER
ONE
INTRODUCTION
1.1 Background of the Study
The
success and achievement of the objective of an organization depends on the
performance and caliber of human resources that make up such organization. This
fact influenced the recruitment, and selection practices with special emphasis
on Dozzy group of companies.
Since
the industrial revolution economies started growing speedily in the developed
countries and later on this process of growing industries and markets expanded
to the whole world which turned into large completion among big companies
operating in both public and private sectors. The world turned into global
village which encouraged movement of Knowledge, Skills and Abilities across the
cultures in the different countries in the world that caused the researchers
focus towards the human resource management field to address different aspects
related to the employees behavior particularly recruitment and selection. Most
organizations focus more on human assets rather than physical assets. An organization can be readily purchase
equipment, manufacturing facilities, and most technologies, but the human
talent are much hard to come by. Candidates who are able add value to their
clients’ businesses shows the ability of a good recruitment company in searching
talents. Human Resource may set strategies and develop policies, standards,
systems, and processes that implement these strategies in a whole range of
areas such as recruitment and selection.
There
are two phases to make new selection of employees needed by the organizations,
the first one is to generate a large pool of applicants and then make the best
selection out of them. Recruitment is equally important to study because
effectiveness of the selection directly depends on the how large and
qualitative is the pool of applications.
Djabatey (2012) opined that this scenario lends credence to the
increasing attention being paid to the people aspect of organizational assets
because the development of people, their competencies and the process of the
total organization are the pivot of human resource management. Similar to this
development is the contention in National University of Ireland (2006) that the
continued growth and development of an enterprise depends on its ability to
recruit and select high quality personnel at all levels in respective of the
cost of such action.The position to be filled must be defined in terms of job
description and job specification. Thus, according to Ekwoaba, etal(2015), recruitments
and selections have become essential in organizations because individuals need
to be attracted on a timely basis, in sufficient numbers and with appropriate
qualifications.The more effectively organizations recruit and select candidates,
the more likely they are to hire and retain satisfied employees. In addition,
the effectiveness of an organization’s selection system can influence
bottom-line business outcomes, such as productivity and financial performance.The
need for recruitment and selection in any organization depends on the existing
vacancies to be filled or new post to be created, human resource department
makes some decisions before considering if the company should recruit,
decisions like the number of vacancy to be created, the profit the company
makes which determines if the company would be able to pay the workers to be
recruited, the number of workers needed. According to Gary (2009), the
recruitment and selection process starts with employment or personnel planning.
It is the process of deciding what positions the firm will have to fill and how
to fill them. It is therefore very glaring that managements must be trained,
and advised in recruitment and selection matters especially interviewing. It is
often claimed that selection of workers occurs not just to replace departing
employees or add to a workforce but rather aims to put in place workers who can
perform at a high level and demonstrate commitment (Ballantyne, 2009).
Bratton
and Gold (2012), differentiate the two terms while establishing a clear link
between them by stating that recruitment is the process of generating a pool of
capable people to apply for employment to an organization. Selection is the
process by which managers and others use specific instruments to choose from a
pool of applicants a person or persons more likely to succeed in the job(s),
given management goals and legal requirements. Recruitment and selection forms
a core part of the central activities underlying human resource management:
namely, the acquisition, development and reward of workers. It frequently forms
an important part of the work of human resource managers – or designated
specialists within work organization. Using the right selection methods one can
ensure that the candidate does not only has the right skills for the job, but
also possesses the right personality to fit into the existing organizational
culture. Once that “right” person has been employed, the company has to ensure
that the right incentives are put in place. However, recruitment and selection
is characterized by potential difficulties. Generally speaking, the conducts of
recruitment, selection processes are cost involved and such could be
advertising cost, testing cost, interviewing, and training cost, placement
cost. In view of these, there is much need for any ideal organization to
exhibit the concept of seriousness, commitment, merit selection and
organizational diplomacy in the conduct of recruitment and selection exercises.
Recruitment
according to Stoner et al(2009), is a systematic and organized procedure where
potential employees are obtained for selection and placement in the
organization through a variety of sources. Sources of candidates like
educational establishment or Institutions e.g. universities, polytechnics,
colleges of education and Recruitment agencies, such as Author Andrew, Omoloye
and Associate and online recruiting, advertising, outsourcing providers.After
recruitment, selection process is the next step. The main purpose of selection
is to choose individuals who are fit or qualified for the job from those that
are available or responded to the advertisement or limitation to apply for the
job vacancies, selection procedure involves the screening of candidates
according to the progressive series of steps designed to eliminate those who in
some ways are unsuitable. It involves submitting information or data on the
applicant, aptitude test, interview and reference checks on the applicant and
conducting physical or medical examination. Once an individual has been deemed
fit to be employed, the person is offered an appointment letter and given the
conditions of his/her appointment and responsibilities. The individual’s
acceptance of the appointment is a contract to seal and accept the obligation
of his/her appointment and perform his/her duties that assigned to him/her for
certain remuneration. Orientation is the next process after selection. The
candidates chosen are oriented on how things are done in the organization, the
culture, philosophy, policy, mission , objectives of the organization , working
hours, place of work, performance standards, benefits and facilities, and names
of the immediate and other officers.Recruitment can be said to be effective if
the strategy or method used by the organization works out for them perfectly
well. The effect of recruitment can be measured by how many applicants
generated from each of the recruitment sources. If more applicants are
generated than there are positions to fill, the firm can be more selective. The
problem is that more is not always better; the employer needs qualified,
talented and hirable applicant.
1.2 Statement of the Problem
Recruitment and selection is a
difficult task for organizations, it is difficult for them to search, recruit,
and select talented people in today’s tight labor market because ofthe
problem faced such as human errors, favoritisms and bias in their decision and
which is also seen among the top management which has become a major problem to
the management and also
fewer qualified talents available. This shortage leads to absolutely essential
for organizations to conduct effective recruitment, selection, and retain
quality talents.
Acquiring the right talent is becoming an
increasingly complex and challenging activity. It is expensive, time consuming,
and high cost of employee turnover in time, money, and lost productivity.
The cost of finding the right person
to hire can be hefty. Business advisor, William G. Bliss names various potentially
high costs in the process: advertisement, time cost of internal recruiter, time
cost of recruiter's assistant in reviewing resumes and performing other
recruitment-related tasks, time cost of the person conducting the interviews,
drugs screens and background checks, and various pre-employment assessment
tests. The company finds it difficult because of the cost involvedand also they
don’t follow the policy. They frequent personal connection more than
professional means. Some of the employees that came into the organization are
partial, disloyal, not committed and their obedience lies only to the people
that brought them in and this affect the success of the organization.
The success of a business or an
organization is directly affected by the performance of those who work for that
business. There is a linkage between Human Resource practices, competitive
strategy and performance. Underachievement can be a result of workplace
failures because hiring the wrong people can be costly, it is important that
conscious efforts are put into human resource planning.
Therefore, it is the problem of this
study to look into the recruitment and selection policy and practices of Dozzy
group of companies in order to find the extent to which is a divergencebetween
the policy and practice to know whether they are doing what is in line with the
policy and getting the right kind of person for the job.
1.3 Objectives of the study
1. To identify if external sources of
recruitment strengthens diversity of talent within the organization.
2. To identify the recruitment
practices used in selecting qualified talents in Dozzy Group of Companies.
3. To examine the extent of bias in
recruitment and selection exercise and its effect on employee productivity.
1.4 Research Questions
1. Do
external sources of recruitment strengthen diversity of talent within the
organization?
2. What are the various recruitment and
selection practices in selecting qualified talents in Dozzy Group of Companies?
3. Is
there any significant relationship between bias in recruitment and selection
exercise on employment?
1.5 Statement of the Hypotheses
This
project is an attempt to find out how recruitment, selection and procedure is
conducted in Dozzy group of companies. In this regard, the researcher
formulated hypotheses. These hypotheses have null and alternative hypothesis.
Hypothesis 1
Ho:
External sources of recruitment have no significant relationship on diversity
of talents in the organization.
Hi: External
sources of recruitment have significant relationship on diversity of talents in
the organization.
Hypothesis 2
Ho:A recruitment and selection practice
has no significant relationship on organizational productivity.
Hi:A
recruitment and selection practices
have significant relationship on organizational productivity.
Hypothesis 3
Ho:Bias
in recruitment and selection exercise has no significant relationship on
employment
Hi:Bias
in recruitment and selection exercise has significant relationship on
employment
1.6 Significance of the study
This
study is highly significant as the main focus of this study is to investigate
the effectiveness of recruitment and selection practices in Dozzy Group of
Companies. Recruiting staff is a very costly exercise. It is an essential part
of any business and it pays to do it properly. When organizations select the
right people for the job, train and treat them well, they tend to produce good
results and also tend to stay with the organization longer. In such
circumstances, the organization’s initial and ongoing investment in them is
well rewarded. An organization may have the best resources, but if it does not
have the right people, it will struggle to achieve the results it requires.
Significance of this study will help firms especially Dozzy group of companies
to adopt measures in the context of human resource in relation to recruitment,
selection, and the productivity. The firm will have the opportunity to identity
the benefits of these practices and challenges facing their recruitment and
selection practices in their organization and find lasting solutions to them.
The
importance of this study stems from the fact that employment of workers
involves first of all a deliberate process of manpower planning to determine
the right kind of workers and right number of workers required for efficient
and effective operation of the organization work.
1.7 Scope and Limitations of the study
Every
research has its own challenges. Notwithstanding, this research had its own
limitations. The geography of this research work is confirmed to Dozzy Group of
Companies Onitsha. The
study was focused on the investigation of recruitment, and selection practices
in Dozzy
Group of Companies Onitsha.
This study covers two areas of the organization’s strategy for recruitment, and
selection practices. These areas include the recruitment process, and the
selection process. There are specific steps used to implement the
organization’s recruitment process, and selection method in these areas. Job
Analysis, Job Description, Job Specification, Selection Method, Interview Test,
Recruitment Source, Internal source, External source, and Talents
Qualification.Procedures will be assessed and several issues are found such as
instruments of job analysis, recruitment process, internal and external
recruitment and selection methods. These steps will be further discuss and
analyze in this study.
In
writing this research thus, one is bound to be confronted by certain
constraints like time constraints, school schedules and financial handicap. At
the company, getting the attention of the management, and other staff readiness
to divulge information often turns difficult as most are completely engaged in
their duties. Equally, the preparation and administering questionnaires all
attracts cost which constituted to limit its spray. Due to the combination of studies and work
the researcher also did had limited time, but these limitations did not affect
the validity of the study.
1.8
Definition of key terms
To make a research work such as this comprehensive
to even an average reader, it is every important to define some salient
features involved in the theme. These salient terms are defined as follows:
a. MANAGEMENT: The term management is defined as a process
of planning, organizing, directing, coordinating and controlling material and
non-material, or technology and physical resources toward achieving
organizational objectives.
b. RECRUITMENT: Is
the process of finding and attempting to attract job candidates who are
suitably qualified and therefore capable of filling vacancies in job positions
effectively.
c. SELECTION: it
is the process of determining which job candidate or applicants suit the needs
of the organization best.
d.
POLICY:
A
plan of action agreed or chosen.
e. PRODUCTIVITY: Unit
of output per work machine hour or total output/total input. It is the measure
of how well resources are brought together in organization and utilized for
accomplishing a set of results
f. EFFECT: the
state being operative, functional. It also means to go into operation, begin to
function, to produce result.
g. ORGANIZATIONAL:
Structure of relationship so as to get the work done.
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