ABSTRACT
This study is to appraise the effect of recruitment
and selection in an organization with a study of Ministry of Defence, Area 10,
Garki, Abuja. Every organization depends on the effective use of its available
resources in order to achieve its objectives; these resources, if they are to
be effectively utilized should be obtained in the right quantity, in the right
quality and at the right time. The objective of the study is to appraise the
effect of recruitment and selection process on in Ministry of Defence, Abuja.
To this end, a lot of literature was reviewed to throw more light on the topic
under study. Relevant data for this research work were collected from both
primary and secondary sources. A descriptive method was used for this study.
The population studied is 142 while the sample size is 142 wherein census
sampling technique was adopted. The statistical instrument used in analyzing
the data collected was simple percentage. From the analysis, it was found out
that that recruitment and selection has affected Ministry of Defence, Abuja
employee job execution in a positive way and the effect of recruitment and
selection in Ministry of Defence, Abuja helps in achieving set goals by hiring
suitable applicants and it simplifies employment process. It is recommended
that organizations should desist from the old and former ways of employment
where people are employed on the basis of whom you know. The supervisors should
be allowed to have a say in the recruitment and selection process because the
supervisor knows the job vacancies and description and the kind of people
needed to fill into the vacant position; they should have the final say on who
gets employed or not.
CHAPTER ONE
INTRODUCTION
1.1 Background
to the Study
This chapter deals with one of the
most crucial activities of personnel specialist in an organization. It is in
recruitment area that personnel staff plays the major role whereas selection is
shared widely throughout the organization, recruitment is very much a
specialized activity.
Every organization depends on the
effective use of its available resources in order to achieve its objectives;
these resources, if they are to be effectively utilized should be obtained in
the right quantity, in the right quality and at the right time. However, the
human resources is considered as the most important, most valuable, most
complicated and the least predictable. This resource that processes these other
resources in order that the result would constitute the goal of the
organization.
The personnel
employed in the organization according to Vicker staff (2009), serves as the
hub around which other resources revolves. This allows the enter wheel of the
organization to turn smoothly in order to perform more effectively, efficiently and
economically. This is the reason why the personnel employed in any organization
who eventually becomes the bread winner of his family and an instrument of
progress for the society has to be well structured. The personnel here need
emotions, interest and attachment his productivity or performance becomes
stronger if he is reasonably taken care of and his work environment is made
conducive. The organization itself and the society at large becomes the ultimate
beneficiary according to Storey and Session (2010). Recruitment for any
organization is very important right through the entire lifespan of that
organization. In Ministry of Defence, Abuja, government control should never be
self-advised according to Catano et al (2010). Good organizational structure
does not by itself guarantee good performance. There is the reason therefore to
match organization or the public service with very sound and quality staff so
that performance would become more effective indeed target setting
performance-measurement and minority will be affected without the necessary
impetus given to systematic recruitment and selection mechanism.
Ministry of Defence, Abuja comprises of staff used
administratively by the government which is the highest employer of labour. The
government uses the staff to transform her policy into result that world
benefits the citizenry. Therefore, the right caliber of personnel must be
placed to perform these varied functions. However, the government organization
known as the civil service is weighed down by the familiar problem of the
government owned by the organization in Abuja.
This problem according to Ezeali and Esiagu (2014), comprises ethnicity,
religious strife, corruption, colonial history, governance / leadership style,
the quota system and federal character principle. It is within this context the
issue discussed in this research work revolves as it affects Ministry of
Defence, Abuja especially: the idea of recruitment and selection system as
practiced in advanced democracies pay greater emphasis on criterion like
written test, interviews, academic abilities and self-discipline which must
operate within an environment that respect rules which govern recruitment and
selection and advancement under conditions of political neutrality, equal
opportunity and competition on the basis of merit and competence Stanley
(2014). Chandel and Plano (2012) emphasized demonstrated fitness as the key
personnel factor in the recruitment and selection system, they went further to
state that recruitment and selection of the best qualified applicant to fill a
vacancy, job tenure, position clarification, standardization of pay and promotion
as well as pay increase based on performance evaluation are hallmark of the
system.
1.2 Statement
of the Problem
The researcher has chosen the topic
“Recruitment and Selection Processes in an Organization”. However, the concept
of recruitment and selection is primarily concerned with attraction of
sufficient and suitable potential employees to apply for vacancies in the
organization. Meanwhile the government organization known as the civil service
is weighed down by some problems of the organizations owned by the government
in Ministry of Defence, Abuja According to Ezeali and Esiagu (2014). The
problem of the organization comprises religious strife, ethnicity, corruption,
quota system etc there are some other problems which are listed below:
(1)
No weighting of interview questions
(2)
Poor setting of the interview
(3)
Insufficient follow up question
(4)
Untrained interviewers
(5)
Failure to check with former employee
(6)
Unclear job requirements
(7)
Inappropriate question
(8)
Failure to post opening
(9)
Tapping successors
(10) Vague selection
criteria
(11) Failure to
provide reasonable accommodation for disable applicants
(12) Failure to
notify unsuccessful contenders of the selection decision
(13) Failure to
provide the new employee with a substantive orientation of the job
(14) Rushed selection
process
(15) Insufficient
outreach
(16) Recruitment
outside of the personnel system.
Similarly, the military involvement
in politics and federal character principles are all posing a great threat to
success of recruitment and selection in government and public organizations in
Nigeria.
1.3
Objectives of the Study
The general objective of this research work is to appraise
the Effects of Recruitment and Selection Process in an Organization. However,
the specific objectives can also be to appraise the performance of Ministry of
Defence, Abuja against the backdrop of personnel recruitment and selection
especially if it is accepted that it is obligatory on organization to fulfill
her objectives and goal to its employees by providing for the good life.
Specifically
the objectives are to:-
i.
To appraise the effect of recruitment and selection process
in Ministry of Defence, Abuja.
ii.
To ascertain the influence of recruitment and
selection process in Ministry of Defence, Abuja.
iii.
To find out the effect of recruitment and selection on
attracting suitable employee to cover up a vacant position in Ministry of
Defence Abuja.
iv.
To determine the effect of recruitment and selection
on job performance in Ministry of Defence, Abuja.
v.
To find out the impact of recruitment and selection on
achieving set goals in Ministry of Defence, Abuja.
1.4
Research Questions
The research questions are designed
to address the following questions stated below:
i.
To what extent has recruitment and selection affected
the Ministry of Defence, Abuja Employee Job Execution?
ii.
What is the impact of recruitment and selection in
Ministry of Defence, Abuja?
iii.
What is the effect of recruitment and selection on
Ministry of Defence, Abuja?
iv.
To what extent has recruitment and selection impacted
on efficient and effective job performance in Ministry of Defence, Abuja?
v.
What is the impact of recruitment and selection in
achieving set goals in Ministry of Defence, Abuja?
1.5
Significance
of the Study
The
study will provide a framework for organizations particularly in terms of staff
recruitment, retention strategies and organizational performance in Nigeria.
It
will serve as a basis for further studies in the area of staff recruitment
process for organizational performance and also add to the body of literature.
Furthermore,
it will be helpful to policy makers in organizations particularly in terms of
staff acquisition, and the personnel department in terms of implementation of
personnel policies and practices that will retain their competent workforce
toward achieving the goals of the organization.
1.6
Scope
of the Study
This study is to appraise the effect of recruitment and
selection processes in an organization. The study focuses on Ministry of
Defence, Headquarters Area 10 Garki, Abuja.
1.7 Limitations
of the Study
In an attempt to make this research
work a successful one by the researcher, some problems were encountered which
the researcher could not control easily these includes:
Time Constraint:
This study was a case based on
Ministry of Defence, Abuja, but because of time, it was impossible and tired
some for the researcher to visit all the offices in Ministry of Defence, Abuja.
Cost effectiveness:
The researcher could not afford the
cost of visiting all the offices in the Ministry, so some parts of selected
offices were chosen to carry out the research work.
Finance:
The researcher was equally
constrained by lack of finance, this the researcher needed to be able to
prepare her questionnaire and transportation of moving from one office to the
other to acquire the needed information that will be valuable in the research
work.
1.8 Definition
of Terms
Recruitment and Selection: The term recruitment and selection
are used interchangeably with one another. For this project, the terms will
mean the positive action taken to find the right quality and quantity of
personnel into an organization. Recruitment immediately precedes selection by
paving way for producing the smallest number of candidates who appears to be
capable of performing a task or of developing the ability to do within a period
of time, duties acceptable to the employing organization.
Personnel: This constitutes the manpower
employed by an organization to carry out a specific assigned task.
Public Service: A machinery of goods used by the
executive to assist in policy formulation and implementation directed at
achieving happiness and satisfaction for a greater percentage of the population
of a country.
Bureaucracy: This represents an impersonal
abstraction that places authority and legitimacy on an office and not on the
person (bureaucrat) occupying such an office. A bureaucrat is guided by rules
and formal procedures stipulated by an institution and tailored towards the
attainment of efficiency and the best result.
Quota System: This is a device used to check the
over-flooding of a particular job or vacant job opportunity by people from a particular
ethnic origin if properly applied; it allows forever representation of people
from different background and geographical zones of the country or state.
Federal Character: The Nigeria 1999 constitution
describes this term in the context of government conduct reflecting the federal
character. This means the promotion of national unity and loyalty whereby a
single or few ethnic groups are prevented from high jacking the instrument of
government, spoil of official government employment at the disfavor of other
groups.
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