Effective Recruitment And Selection As A Tool For Achieving Higher Employee Productivity In An Organization

Project and Seminar Material for Human Resource Management (HRM)

Effective Recruitment And Selection As A Tool For Achieving Higher Employee Productivity In An Organization


Abstract


The main aim of this study was to assess effective recruitment and selection as a tool for achieving higher employee productivity in an organization. The study adopted a survey research and descriptive research design. Research population comprised of the management and staff of first bank Plc, Bank road, Kaduna. The major method used for gathering data of this study is the questionnaire and personal interview method. The researcher made use of simple percentage in the presentation and analysis of data

The findings of the study revealed that the organization mostly use internal and external source of recruitment to fill vacant positions in the organizations through transfers, promotion and posting, which also makes the organization to be able to inject new blood or ideas into the system. It also shows recruitment and selection is the most important factor of human capital department. If an organization is to operate efficiently, each position within the structure must be staff by person who is best qualified for the job. In conclusion, the study has demonstrated that First Bank plc carry out an effective recruitment and selection technique which has enable it to stand up till this moment. It was recommended that First Bank Nigeria Plc should try to follow due process while recruiting and selecting employees. There is much need for a well-established organization to evaluate an efficient recruitment policy and procedure that would enable the right materials to be recruited and trained for the right job. This is because of the fact that, vacancies are filled as the occurred without finding out the needs to fill them. In most cases politics, religion and other environmental influence override recruitment and selection of employees. The writer is of the view that the recruitment and selection policies should be reviewed.

 


Table Of Content


Preliminary Page(s)

  • Title Page
  • Declaration
  • Approval
  • Dedication
  • Acknowledgement
  • Abstract
  • Table of Content

Chapter One

Introduction

  • 1.1 Background Of The Study
  • 1.2 Statement Of The Problem
  • 1.3 Aims And Objective Of The Study
  • 1.4 Statement Of The Hypothesis
  • 1.5 Significance Of The Study
  • 1.6 Scope And Limitations Of The Study
  • 1.7 Historical Background Of First Bank Plc
  • 1.8 Definition Of Key Terms

Chapter Two

Literature Review

  • 2.1 Definition Of Recruitment And Selection
  • 2.2 Procedure For Recruitment And Selection
  • 2.3 Concept Of Recruitment
  • 2.4 Stages Of Recruitment
  • 2.5 Types Of Recruitment
  • 2.6 Factor Affecting Recruitment
  • 2.7 Concept Of Selection
  • 2.8 Selection Techniques And Tools
  • 2.9 Improving The Effectiveness Of Recruitment And Selection In An Organization

Chapter Three

Research Methodology

  • 3.1 Research Design
  • 3.2 Research Population
  • 3.3 Sample Size And Sampling Techniques
  • 3.4 Methods Of Gathering Data
  • 3.5 Justification Of Method Used
  • 3.6 Method Of Data Analysis
  • 3.7 Justification Of Instrument Used

Chapter Four

Data Presentation And Analysis

  • 4.1 Data Presentation
  • 4.2 Data Analysis
  • 4.3 Test Of Hypothesis

Chapter Five

Summary, Conclusion And Recommendations

  • 5.1 Summary Of Findings
  • 5.2 Conclusion
  • 5.3 Recommendations
  • Bibliography
  • Appendix

 


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.

  1. What are the recruitment and selection problems in Nigeria particularly first bank Plc?
  2. Can recruitment and selection procedure have and effect on organizational performance?
  3. How can we achieve and selection process?

1.3 Aims And Objective Of The Study

  1. To access the efficiency and effectiveness of first bank of Nigeria Plc recruitment and selection policies as well as comparing them to the practices.
  2. To find out the effectiveness of recruitment and selection pressures used. And recommend possible improvement.
  3. 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.
  4. 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.
  5. 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. All branches are however answerable to

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. A shipping Mogule sir Alfred Jones from Liverpool founded the bank. At infancy the bank commence as a small operation in the office of Elder Demster and company in Lagos. In March 31st 1894, it was incorporated as a limited liability company with head office in 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, sierra Lenone in 1898.

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. With 336 branches spread throughout the federation, the bank maintains the largest network in the industry in Nigeria. To satisfy the needs of its customers, First Bank has diversified into a wide range of banking service and activities which include among others: corporate and retail banking registrar ship, trusteeship and insurance brokerage. In addition, as part of its strategy to progressive internalization in November 2002, the bank became the fist financial institution in Nigeria to establish a subsidiary bank in the UK. Over the year the bank has experience a blossoming growth. With a share capital of N55.6 million in 1980, the banks share capital grew to N813 million as at March 2001. The bank’s total assets – base was N212 billion while its deposit base stood at N148.3 billion as at March N41.55 billion i.e. N22.5K/share as at March 2001.

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 limited in line with the company’s decree of 1968. Changes in the names of the bank also occurred in 1979 and 1991, to first bank of Nigeria limited to first bank of Nigeria Plc respectively. In 1985, the introduced a decentralized structure with five regional administrations. This was reconfigured in 1992 to enhance the bank’s operational efficiency in 1996, the bank introduced the FBN Century II project to revolutionize its operations in line with the dynamics of the environment. FBN got listed on the Nigerian stock exchange NSE in March 1971 and has won the NSE president merit award nine times for the best financial report in the banking sector.

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.


Chapter Five


Summary, Conclusion and Recommendations

5.1 Summary of Findings

The following constitute the summary of findings for the study.

The organization mostly use internal and external source of recruitment to fill vacant positions in the organizations through transfers, promotion and posting, which also makes the organization to be able to inject new blood or ideas into the system. It also shows recruitment and selection is the most important factor of human capital department. If an organization is to operate efficiently, each position within the structure must be staff by person who is best qualified for the job.

As analysis of some of the major problems and short comings observed and highlighted by respondents indicate that in any organization, efficiency and high rate of productivity can only be achieved by good policies and procedure of recruitment and selection of employees.

The study revealed that any organization needs competent and well trained employees for its success therefore recruitment and manpower development requires good method of training and duty of interpreting and implementation policies and procedures. The first bank, Bank Road, Kaduna selection and training needs should be done according to the needs so to achieve its objectives. It also shows that interaction/orientation programmes is one of the organization top most priority to have an effective placement.

Training programmes are mostly based on nomination, but some are also done through application, which does not bring an effective use of the training programme in the organization, because people that are made for the training are not chosen, as the organization tries to share training among the staff.

The organization also provides its workers with maximum motivational needs to brings about a conducive environment that would make the workers feel committed on their job, as the organization has also brought out ways of apprising its employees for maximum efficiency, which is mostly to asses training and development need. Paire comparison and ranking method is mostly used to judge employees techniques.


5.2 Conclusion

In conclusion, the study has demonstrated that First Bank plc carry out an effective recruitment and selection technique which has enable it to stand up till this moment.

The organization through this medium as shown in world class human resource manpower to carry out all the activities, as it has been discovered that there is a need to recognize and identify the necessary human resources training and development policies, as well as articulate human resources reward and compensation policies that will enable any organization attain its goals. Through this means the organization has been able to provide its workers with conducive working environment that makes recruitment and selection to be fully attained in the organization structure, as it also has a well laid down organization structure that brings about a tight-fit in all aspects of the organization.


5.3 Recommendations

In a study of this nature, it is highly necessary to make some recommendations which is implemented will improve the performance of the organization. To this end, the researcher hereby recommends the following.

  1. First Bank Nigeria Plc should try to follow due process while recruiting and selecting employees. There is much need for a well established organization to evaluate an efficient recruitment policy and procedure that would enable the right materials to be recruited and trained for the right job. This is because of the fact that, vacancies are filled as the occurred without finding out the needs to fill them. In most cases politics, religion and other environmental influence override recruitment and selection of employees. The writer is of the view that the recruitment and selection policies should be reviewed.
  2. Selection of employees for training should not be based only on merit or the number of years the employees has spent in employment, the selection should based more on the need of the organization for such effective developmental activities will be.
  3. The bank should also to encourage internal type of recruitment and selection with those existing employees will be motivated and encouraged.
  4. Managers should also be exposed to the modern concepts of management techniques there are quite a number of management courses organized by reputable management consultancies and organizations must regularly take advantage of these course to broaden the outlook of their manage and to make them effective in the performance of their duties as well as appreciate those whose work under them.
  5. The method of communication in the bank should be standardized and modern system of communication should be provided in order to allow a free flow of necessary and important information at the right time and right place from the management downwards and upward from the workers to management. Hence, a good communication channels can established a cordial relationship between the various department in the bank and worker should be given time to ask policies as this create a sound reliable atmosphere in the bank.
  6. On the side of the customer, management should endavour to give customer satisfaction, customers should be made feel some sense of belonging because they are the reason for the existence of the bank, customer should not be allowed to wait for a longer time before being served.

Consequence upon the above recommendations, staff of the bank will have a positive attitude and approach to work and efficiency of labour force will be maximized.


Effective Recruitment And Selection As A Tool For Achieving Higher Employee Productivity In An Organization


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