Download complete project material on Evaluating the factors militating against effective recruitment and selection of qualified employees in Nigeria Parastatal from chapter one to five
CHAPTER ONE
PASS 2023 UTME WITHOUT STRESS:- 👉 DOWNLOAD and PRACTICE with 2023 UTME CBT APP 📱👈
CLICK to DOWNLOAD NOW.:- 👉 PASS Your POST UTME by Downloading Your School's Post UTME Past Questions and Answers 📱👈
INTRODUCTION
Background of the Study
Recruitment is the set of activities and process used to legally obtain a sufficient number of qualified people at the right place and time so that the people and organization can select each other in their own best and short term interest.
The overall aim of the recruitment and selection process is to obtain at minimum cost the number and quality of employees required to satisfy the human resources of any organization. The recruitment process provides the organization with a pool of potentially qualified job candidates from which judicious selection can be made to fill vacancies (Richardson 2013).
Selection is the actual sorting out and elimination process whereby only those found to be qualified to perform the task in the organization are employed. Selection is a very important process which required planning and objectivity.
An organization cannot be better than the people that make it up, therefore efforts should be geared at selecting the best hands who would further project the organization’s image positively. If the selection process is handled by amateurs, the accurate selection needed may only remain a dream.
The success of any recruitment exercise depends upon finding people with the requisite skills, expertise and qualifications. The effective and efficient performance of any organization to a large extent depends on the calibre of its workforce. The availability of the pool of qualified and competent personnel does not just happen but through effective recruitment and selection exercise.
Recruitment and selection are concerned with filling and keeping filled positions in the organization structure (Koontz and Weihrich, 2005). To Watson (2004) recruitment and selection constitute the process of soliciting, contacting and interpreting potential employees and then establishing whether it will be appropriate or suitable to appoint them.
The centrality of recruitment and selection exercise in the Nigerian Parasatals cannot be overemphasized. It lies at the heart of the problem of personnel administration (Basu, 1994). In public organization the responsibility for recruitment and selection is a shared function between the personnel department and the line managers.
Whereas the personnel department should be competent enough to play advisory role on the best techniques and practices in recruitment exercise as well as provide a professional support, line managers must be involved in terms of provision of job details and final decision as to who does or not work in their department. In the case of Nigerian civil service, the state and federal civil service commissions are constitutionally empowered to serve as employment agents for the service.
Thus, the commission reserves the right to recruit and select prospective candidates using appropriate selecting tools such as interviews, resumes, aptitude tests, reference checks, etc to appoint suitable candidates into job openings in the service.
It is instructive to note that the emphasis of the civil service is on uniformity, standardization and transparency in the recruitment and selection processes. Inspite of the foregoing, it is no longer in dispute that the Nigerian parastatals recruitment and selection exercise has been politicized with consequential and dysfunctional effects on the institutional and employee enhanced productivity, quality decisions, programme exercise and quality public service delivery.
(Ejumudo, 2011). Politics of recruitment according to Osakwe (2007), is the recruitment and selection that are based on political patronage or determined by the political class. To Omeje and Ndukwe (2009), politicization of recruitment is the unconventional practice of employing political interest by those in the public offices to fill existing and non-existing vacancies in the public service and without following due process. This is therefore the process of recruitment and selection that is based on other mundane factors other than merit and competence criteria.
Concerned members of the public have expressed utter displeasure on the development and have attributed it to factors such as inadequate and invalid standards for evaluating job candidates, sources of attracting potential applicants, transparency and independence of the recruiting authority. Others include environmental factors such as social, political, technological and economic demands (Biobele, 2007).
According to Okafor (2010), most organization have not taken the issue of recruitment and selection serious. He observed that organizations employ the services of recruitment consultants while others do it themselves. Okafor further pointed out that any recruitment exercise will only be deemed successful if it brings in candidates that can help the organizations attain its objectives. He further explained that most organizations and recruiters are blinded by things like ethnicity and gender considerations which should not come in.
Short listing of applicants not properly done because of corruption, dishonesty or efficiency and also lack of attractive wages affect recruitment. Sometimes very qualified applicants are not short listed so as to give higher opportunities to favoured applicants during the interview. It is a truism that unless a good selection technique is soundly conceived there is little or no hope of building a good work force.
Statement of the Problem
Recruitment is a process of exerting a large pool of applicants who are willing and able to work for the organization from which the organization can select those who meet specific jobs and organization criteria. The overall goal of recruitment and selection for a position is to cost-effectively attract, detect and select those people who are most likely to optimally contribute the organization within that position at a particular point in time. Applicants are rarely shortlisted and selection procedures are not followed:
As result from this survey indicate, organization need to offer more than an attractive wage to entice qualified candidates with the number of job opportunities currently available, candidates can afford to be choosy when searching for their ideal job they ‘are looking for more than just an attractive salary, candidate are seeking organizations that can offer them various kinds of benefits, the potential to advance and an environment in which they can learn and thrive.
Effect Of Merger And Acquisition On Bank Performance
If an organization cannot offer these, job seekers will find one that does. Thus it is important for organizations to know exactly what they have to offer potential employees, than highlight their best features when recruiting candidates.
Once organization have successfully recruited candidates, they must select the best ones for the position under consideration, organizations use various tools to help them select individuals, result from this indicate that selection tools designed to obtain behavioral contribute to effective selection system.
For example behavioral interviewing is a popular selection activity among organization with highly effective selection system. In the future even more organization plan to use this and similar tools more extensively to select employees organizations realize that having an effective, legality sound system in place is crucial to helping them select the right people for the right job, to do so, many organizations are planning to increase their use of various tools and devote more money to the process.
Purpose of the Study
The main purpose of the study is an Evaluation of the Factors Militating Against Effective Recruitment and Selection of Qualified Employee in Nigerian Parastatls. The specific purpose of study are to:
1. Determine the procedures used in staff recruitment.
2. Find out the effect of proper recruitment and selection procedure on workers, productivity.
3. Find out the effect of effective recruitment and selection of qualified employees.
4. Determine whether there is any significant relationship between recruitment and selection processes and organizational Productivity.
5. Evaluate the length at which challenges facing organization can be restored.
Research Questions
1. What are the procedures used in staff recruitment?
2. To what extent does the recruitment and selection procedure in an organization affect on workers productivity?
3. What are the factors that militate against effective recruitment processes in organizations?
4. In what ways do between recruitment and selection processes relate to organizational Productivity?
5. How can the challenges facing in an organization be restored?
Significance of the Study
The significance of this study cannot be over emphasized this owing to the fact that recruitment and selection procedures helps the employer to identify the ability, skills and knowledge that employees have in their respective area of job performance in the organization.
Organization: The findings would be of great significance to organizations, as it would give room for comparison of recruitment processes adopted by organization. The study is to help organization in terms of attainment of organizational goals, increasing the efficiency, adaptability and achieving long-term results.
Employee: Training and development brings about confidence to face all the challenges that may come his or her way, which is through personal knowledge and skills. The study helps the employees to have awareness and clear idea about the various recruitment policies and procedures.
Future Researchers: This is expected to be a useful resource material to future researchers whose research work is related to this field.
Scope of the Study
This research work is limited to evaluating the factors militating against effective recruitment and selection for qualified employees in Nigerian parastatals. The research intends to loot at the concept of recruitment and selection, the significant relationship between recruitment and selection and organizational development, factors militating recruitment and Effective recruitment procedures.
Limitation of the Study
This study is limited to organizational change on employees’ productivity. In any research undertake it is usually associated with some constraints. Some of the constraints of this research work include the following:
Available data: in no small measure, incomplete and inaccurate data also provide a lot of difficulty in carrying out this research work. As a matter of fact it is because most of the senior staff were either too busy running their official responsibility that made them hardly available to give the researcher the needed time to gather information or they were not just willing to do that, though some did cooperate just like most senior staff.
Time constraint: this was the biggest constraint faced by the researcher because combing rigorous drilling of the institution i.e. lectures, assignments (both individual and group), tests etc. and carrying out the research work made it virtually impossible to dedicate all the time needed to carry out this research work.
Definitions And Terms
FRCN- Federal Radio Corporation of Nigeria
NBC- Nigerian Broadcasting Corporation
NDE- National Directorate of Employment
HR- Human Resources
SEE >> HOW TO DOWNLOAD THE COMPLETE PROJECT (CHAPTER 1-5) NOW
GUARANTTEE|:| Score 280 Above in 2022 UTME👉 DOWNLOAD FREE JAMB CBT APP HERE:.: GURRANTTEE Score 280 Above in 2022 UTME👉 DOWNLOAD FREE JAMB CBT APP HERE 📱👈
WISH TO STUDY & LIVE in UK?:- STUDY, WORK AND LIVE IN the UK Application Form NOW OUT. Call 08030447894
