APPRAISAING THE EFFECT OF RECRUITMENT AND SELECTION PROCESS IN AN ORGANIZATION

 

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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