EFFECTIVE RECRUITMENT AND SELECTION AS A TOOL FOR ACHIEVING HIGHER EMPLOYEE PRODUCTIVITY IN AN ORGANIZATION
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EFFECTIVE RECRUITMENT AND
SELECTION AS A TOOL FOR ACHIEVING HIGHER EMPLOYEE PRODUCTIVITY IN AN
ORGANIZATION
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND
OF THE STUDY
It is no doubt that the achievement of
the corporate objectives largely depends on the caliber of human resources or
personnel factors that make up such organization. Since, the survival of any
ideal organization is a function of the nature and quality composition of such
venture. This crucial fact influenced the recruitment and selection practices
with special emphasis to first Banks Plc.
In many organizations, the
reasonability for the choice of new employee is shared between line management
and human resource department. The human resource department should be
competent to advice on the most modern and best techniques and practices as
well as provide a professional support and monitoring service, while line
management is involved in the final decision as to who does or does not work in
their department. It is therefore very glaring that line managements must be
trained, and advised in selection matters especially interviewing.
The need for recruitment and selection
in any organization depends upon the number of existing vacancies to be filled
or new post to be created. Generally speaking, the conducts of recruitment and
selection processes are cost involved and such could be advertising cost,
testing cost, interviewing, placement and event employment 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. Once organizational yield to
these facts, it would go along way to influence the velocity of the attainment
of corporate objectives and also reduce the rate of labour turnover drastically,
First Bank Plc would be not be exemption.
Recruitment according to “Thomas H.
Stone” is a systematic and organized procedure where potential employees are
obtained for selection and placement in the organization through a variety of
sources.
The sources can be from the following:
1. Institutions e.g. universities,
polytechnics, colleges of education
2. Recruitment agencies, such as Author
Andrew, Omoloye and Associate etc.
3. relative and friends
4. labor exchange e.g. labour minisry i.e.
ministry of labour and productivity.
5. Internal labour market
After recruitment, selecton is the next
step in the employment process. The main purpose of selection is to choose
individuals that are most likely to succeed on the job from these that are
available or responded to the advertisement or limitation to apply for the job vacancies.
The human element has been considered
the most crucial in the attainment of any organizations objectives. Therefore,
selection procedure involve the screening of candidates according to the
progressive series of steps designed to eliminate those who in some says are
unsuitable. It involves submitting a comprehensive information or data on the
applicant and conducting physical or medical examination, aptitude test,
interview and reference checks on the applicant.
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 individuals
acceptance of the appointment is implicitly a contract to seal and accept the
obligation of his/her appointment and perform his/her duties that assigned to
him/her for a certain remuneration.
1.2 STATEMENT OF THE PROBLEM
The recruitment and selection policies
of first Bank Plc have been claimed to be inefficient and inefficient, hence
the research intends to seek remedies to
this occurrence.
Crime such as fraud, human errors and
time spend by customers in the bank before being attended to have become a
major problem to the management. High labour turn-over as a result of the new
generation banks has equally become a teething problem. Hence the following
questions are designed.
- What are the recruitment and selection
problems in Nigeria
- Can
recruitment and selection procedure have and effect on organizational
performance?
- How
can we achieve and selection process?
1.3 AIMS AND OBJECTIVE OF THE STUDY
a.
to
access the efficiency and effectiveness of first bank of Nigeria Plc
recruitment and selection policies as
well as comparing them to the practices.
b.
To find out the effectiveness of recruitment
and selection pressures used. And recommend possible improvement.
c.
To
access and ensure the employment of competent and well qualified
staff that care able, willing and
capable of working with the best of
their ability toward achieving greater productivity as well as organizational
objective according to the required standard.
d.
To
access and ensure the total eradication of bias and favouritism and also to
exhibit justice and fair play in terms of recruitment and selection exercise
undertaking to fill in, the vacant spaces in an organization.
e.
To
determine the judicious maintenance of both human and material resources in the
organization.
1.4 STATEMENT OF THE HYPOTHESIS
This project is an attempt to find out how a recruitment and selection
procedure is conducted in first Bank Plc. In this regard, the researcher
formulated hypothesis. These hypothesis are classified into null and alternative
hypothesis.
Ho: Effective recruitment and selection
procedures have no effect on employees’ productivity.
Hi: Effective recruitment and selection
procedures have effect on employees’ productivity.
1.5 SIGNIFICANCE OF THE STUDY
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.
It also provide further lectures to
students and general public at large for a critical assessment of the
importance and vital role of recruitment and selection of workforce and its
impact on organization with particular reference to first bank of Nigeria Plc.
1.6 SCOPE AND LIMITATIONS OF THE STUDY
The geography of this research work is
confirmed to the First Bank Plc Kaduna headquarter. But however as a financial
institution that have live above board for many decades, it has several
branches both within and outside the
state, but with its headquarters at Lagos
the headquarter as major managerial
decisions are often initiated there. As such first hand information for this
research for this research would have been readily available there.
In writing this research thus, one is
bound to be confronted by certain constraints which often become a “clog in the wheel of
progress”. The study is not exempted
from these obstacles. Time constraints, school schedules, financial handicap
and all other culminates in dwarfing my effort. At the bank again, getting the
attention of the top management, other staff and customers readiness divulge
information often turn difficult as most
are completely engaged in their
ever demanding duties. Equally, the preparation and administering
questionnaires all attracts cost which constituted to limit its spray.
1.7 HISTORICAL BACKGROUND OF FIRST BANK PLC
For over a century now, first Bank
Nigeria Plc has remain a distinctive banking institution and a major
contributor to the economic advancement and development in Nigeria Liverpool founded the bank.
At infancy the bank commence as a small operation in the office of Elder
Demster and company in Lagos Liverpool . Under the corporate name of the Bank of
British west Africa (BBWA) to started business with a paid up capital of 12,000
pounds sterlin after absorbing its predecessors the African banking corporation
which was established earlier in 1892. this giant step signaled the pre-eminent
position which the bank was to occupy in the banking industry in west Africa.
In its early years of operation, the
bank recorded an impressive growth and
work abreast with the colonial government in performing the traditional
function of a central bank. These functions includes among others. Issuance of
spaces in the west Africa sub region to justify its west Africa coverage. A
branch was opened in Accra (Gold coast) Ghana in1896, and in Freetown
These heralded the genesis of the
bank’s international operations. Progressively in Nigeria
a branch was opened in the old Calabar
in 1900 and two years later, service
were extended to the northern Nigeria Nigeria Nigeria
to establish a subsidiary bank in the UK
To reposition and take advantage of
opposition in the changing environments, the bank embarked on several
restructuring initiative in 1957, it changed name from bank of British West Africa
to bank of West Africa . In 1969, the bank was
incorporated locally as standard bank of Nigeria Nigeria
The bank has continued to be a leader
in financing long-term development of the economy, which was demonstrated in
1947 when the long term loan was advanced to the then colonel government.
1.8 DEFINITION OF KEY TERMS
To make a research work such as this comprehensive to even an
average reader, it became 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 resource
toward achieving organizational objectives.
b.
RECRUITMENT: Is the process of searching for
prospective employees stipulating them to apply for job in an organization.
c.
SELECTION: Is the process which involves series of
activities aimed at identifying the best candidate for job or positions from
the pool of the recruits.
d.
MANPOWER: The number of workers needed or
available to do a particular job.
e.
POLICY: A plan of action agreed or chosen.
f.
PRODUCTIVITY: Unit of output per work machine hour or
total output/total input.
g.
EFFECTIVENESS: Is producing the result that is wanted
or need in producing a successful result.
h.
ORGANIZATIONAL: Structure of relationship so as to get
the work done.
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