RECRUITMENT PRECRUITMENT POLICIES AND PROCEDURES IN ORGANIZATIONS AND COMPANIES OLICIES AND PROCEDURES IN ORGANIZATIONS AND COMPANIES
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RECRUITMENT POLICIES
AND PROCEDURES IN ORGANIZATIONS AND COMPANIES
ABSTRACT
The research work done is on Recruitment Policies and Procedures
in organizations and companies. The research examined the recruitment policies
and it’s in the ENUGU STATE BROADCASTING SERVICE (ESBS).
The research used both primary and secondary data which were
collected and analysed. In the analysis done, it revealed that recruitment
policies and procedures in ESBS are based purely on merit and also that some of
the positions are significantly dependent on academic qualifications
It was discovered that some of the factors militating against
recruitment policies and procedures is that personnel managers atimes lack the
competent skills required for effective recruitment. Also that partiality and
discrimination contributes to inefficiency and ineffectiveness.
Consequent upon the problem discovered, many solution was
recommended such as advertisement of job vacancies so as to secure a pool of
candidates from which suitable ones will be chosen and recruitment of personnel
should be undertaken with due regard to relevant academic qualification.
CHAPTER ONE
INTRODUCTION
This research work is going to examine the recruitment
policies and its procedure in the Enugu State Broadcasting Service.
According to M. Jackson (1998) he said that recruit is
securing a supply of possible candidates for jobs in enterprises. It is the first
stage in the process of staffing an organization, which continues with,
selection and ends with the placement of an individual in a job. Recruitment
begins with information about the job to be filled, and then determining the
sources of the different kinds of recruit required to fill the vacancies.
Recruitment is thus a human resource function. It is a task
that is performed continuously, sometimes in a highly independent way, but no
matter the situation, in collaboration with the personnel department. The most
important resource which an organization or even a nation can have are its
human resources. He see its purpose as to achieve optimal use of human
resources through rational human resources system and programmes. It has being
continuous because enterprises needs a constant supply of capable employees
moving through the system from recruitment to retirement. Staffing and other
recruitment practices are thus not performed once at a go but are continuous
exercise. The people that are recruited are the vital force of organization,
more valuable to it, in many ways, than efficient operational methods or money
in the bank. Yet, an effective recruitment programme is not simple especially
if the labour requirements of the organisation are diverse, for it is necessary
not only to discover appropriate sources but also the compare their value, that
is to determine which of them that may be most satisfactory. That is why most
authors see the staffing exercise as embracing recruitment, selection and
placement.
Blunt and Popoola (1995), they said that most African
managers are weighed by their communities, who were able to share in his good
fortune by way of being offered paid employment. The societal requirement is
quite great because paid jobs are scarce in many African societies, thus one
finds that managers of all caliber put pressure on whoever is given the
authority to do, to employ not just qualified, but persons recommended to them
by friends, relations and towns folks. This is true of Nigeria whose economy is
characterized with unemployment. Further more. He asserted that in many
organizations, selections are often made on ethnic bases, through “old boy or
girl” connections or to correct certain structural imbalances. These anomalies
create adverse effects on employees adjustment to work, commitment, discipline
and moral in some cases. It is thus strange to find that in most organizations
in Africa, to be selected for a particular post demands something more that
having the proper qualifications and experience with this contexts, there is
another dimension to it which may be unique to Nigeria. This is the amorphous
criterion of “Federal character”.
This phenomenon is quite felt in parastatals where the
recruitment of staff is done on a “quota” basis whereby every state in the
federation cannot have more than an allocated percentage of individual context,
recruitment in certain organization is not based purely on merit but also on
the state of origin. Persons recruited in manners different from the norms are
likely to perform at lower levels, and some have been known to take undue
advantage of their relationship with person’s authority in their organization
to do whatever they like. This according to many scholars’ is one of the main
reasons why things don not work n Nigeria. We have the wrong person in various
positions. The search for a grater and vibrant Nigeria demands a stop to this
practice, to give way to organizational efficiency and effectiveness.
Any organization worth its salt should have sound personnel
policy and recruitment should be part such a policy. Recruitment should start
from manpower planning, where future manpower needs forecast in advance.
Recruitment of the right caliber of personnel is thus undertaken after careful
analysis and in it the manager must seek to discover how qualified workers may
be and also to server as basis for selection.
This research study seeks to examine the recruitment policy
and procedures of company or organization with the view to ascertaining whether
an established policies and procedure is being followed, if there is a pattern,
how will this pattern conform in what is expected to be the norm.
1.1 BACKGROUND OF
THE STUDY
Background information of Enugu State Broadcasting Service
(ESBS).
Broadcasting both radio and television, started
simultaneously in Eastern Nigeria, Enugu regional capital on the 1st October
1960. The radio system comprised on recording and one continuity studio as
A.C.B. building Ogui Road. The transmitters were located at Hilltop, Ngwo and
consisted of the medium wave and one shout wave transmitter supplied by Redifon
of United Kingdom.
These two transmitters and old studio equipment, which were
better for a broadcasting museum than for broadcasting, were what ESBS, fell
back in 1970 at the end of civil war. The studios were war ravaged to such an
extent that no same fellow would have considered using them as such.
Reconstruction of the war ravaged radio studios at
Independence Layout was impeded by the fact that the studios were in use on
make shift basis and there was no where to move to without disrupting the radio
services. This situation gave rise to the building of a music studio at one end
of the administration block. The two were medium transmitter and none short
wave transmitter plus the complement of studio equipment for both Enugu and Aba
were ordered in 1975 and delivered just before the creation of states in 1976.
The ABS matured into ABC in 1977, where the transmitter and
emergency studio were finally installed at the 9th Mile Station in July, 1977
and test transmission started in earnest, of course, not without teething
problems because of the state of the equipment simultaneously serious work was
put into the Hilltop Transmitting Station to revive the Redifon medium wave and
Brown Boveri short wave transmitters. In effort when the 9th Mile Station
became ABC 2.Thus began the feat of ABC in taking its former pioneer and
pacesetter position in Radio Broadcasting in Nigeria.
The ABC 11 concentrated on the General Service of the Anambra
Broadcasting Corporation accent on music, news and current affairs and public
enlightenment features. While the ABC 11 concentrated on the special service of
the Anambra Broadcasting Corporation aimed at target audience special programme
production on formal and informal education, Igbo language and culture, music
and music research. Rationale, to decongest programme schedules and provide
such more comprehensive public service.
Based on ABC policy of service to the people, it may sound
incredible, but true, that the maiden medium wave transmitter purchased,
installed and used since the inception to the ENBCS in 1960, is still
functional and its original provision for everybody to see.
Infact, Anambra Broadcasting Corporation has come of age in
Broadcasting.
The creation of states in 1991, that is of Anambra state in
Enugu State Broadcasting Service (ESBS). This is due to the fact that it is now
in Enugu State.
1.2 STATEMENT OF
PROBLEM
Recruitment of personnel is a positive function of which the
complement is selection. It finds workers and makes them available. However,
things go wrong in Nigeria because of the following reason pertaining to
recruitment.
One of the problems is that personnel are “square pages in
round holes”. By this it means that personnel is not properly organized as what
it should be.
Another problem facing recruitment policies and procedures is
that personnel manager’s atimes lack the competent skills required for
effective recruitment.
Also there is the problem of inefficiency and ineffectiveness
of the organization due to partiality and discrimination including the
employment of mediocre.
1.3 PURPOSE OF STUDY
The purpose of study of this research is to identify the
extent to which laid down principles of recruitment, selection and placement of
staff in organization of being followed, and
if they are not, the extent to which it has contributed to the
ineffectiveness of the organizations under study.
Similarly, the purpose of the study would also be to fine out
how the manpower needs: of the different companies under the group are
determine, and how candidate are , made aware of, and attracted to the job
position.
Again, the study would identify the different sources of
recruitment, considering their merits and demerits while studying the induction
process adopted in the enterprises.
Finally, the study hopes to identify problems faced by the
enterprise in carrying out the recruitment functions.
1.4 SCOPE OF STUDY
The scope of the study of this research work was limited to
the Enugu State Broadcasting Service (ESBS). In carrying out this research,
questions were asked by the researcher to the staff and employees of ESBS
Enugu.
1.5 RESEARCH
HYPOTHESIS
Based on the purpose of the study, the following hypothesis
will be tested for significance. With the data to be generated during the
study.
H0: Most positions
in ESBS are not significantly dependent on
academic qualifications.
H1: Most positions
in ESBS are significantly dependent on academic qualifications.
H0: Laid down
principles of recruitment, selection and placement of staff in organizations is
not vital for organization efficiency.
H1: Laid down
principles of recruitment, selection and placement of staff in organizations in
vital for organization efficiency.
H0: Most of the
positions in Enugu State Broadcasting Service is not dependent on meritocracy.
H1: Most of the
positions in Enugu State Broadcasting service are dependent on merit.
1.6 SIGNIFICANCE OF
STUDY
The knowledge that will be derived from this study need not
be over emphasized as it is immensely of high importance towards the realizing
of the objectives of the organizations under study.
Again, the study may be of some help to students, personnel,
managers and their staff for enlightenment in its recruitment policy
pronouncements on selection and placement of staff in organizations.
1.7 LIMITATIONS OF
THE STUDY
A study of this nature could have sufficient validity, if it
were made to cover as much wide an area of Nigeria as possible.
Also, for reason of time, the study is limited to Enugu State
Broadcasting Service (ESBS). This is as a result that lectures were combined
with writing of this project.
Similarly, for reason of finance, it also limited the
researcher to only one organization used for the study..
Another limitation is the treatment of the subject matter
itself. According to Wendell and Frence (1973), “the selection process follows at
least seven steps: completed Application Form, Initial Screening Interview,
Testing, Background Investigation, In-depth Selection Interview, Physical
Examination and job offer. And these steps have given adequate treatment in
foreign textbooks, but little has been done in Nigerian (or African) context.
Thus, most of the review of literature and judgment to be
made are based on foreign textbooks whose applicability to the Nigerian context
may be suspect.
However, by use of contingency approach, attempts have been
made to lower the impact of this limitation.
1.8 DEFINITION OF
TERMS
i. RECUITMENT: This
is the art and science of bringing in new members into the organization. It is
the first part of the process of filling a vacancy, the consideration of
sources of suitable candidates, making contact with those candidates and
attracting applications from them.
ii. PERSONNEL: These
are staff employed in an organization to carryout the organizations day to day
activities. They are responsible for recruiting new members into the
organization.
iii. JOB
DESCRIPTION: It specifies the job to be done and the terms by each officer.
iv. POLICY: A policy
is a statement of a company’s intent or goal as a guide to individual action.
v. RECRUITMENT
PROCEDURE: It compasses the translations of recruitment plans into a series of
integrated activities for the achievement of objectives.
vi. APPRAISAL: This
refers to the method of finding out the worth of an employee in his job, simply
put is “Valuation”.
vii. RECRUITMENT POLICY: This spells out the
objectives of the recruitment roces, and is the point from which the manpower
procurement programme begins.
viii. JOB ANALYSIS:
This is the specification of job involved in an position so as to aid directly
in the successful adaptation of new employees in their jobs.
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