Effects Of Selection Process On Labour Turnover And Productivity Of Employees (A Case Study Of Nigerian Bottling Company Plc, 9th Mile Enugu)

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Effects Of Selection Process On Labour Turnover And Productivity Of Employees (A Case Study Of Nigerian Bottling Company Plc, 9th Mile Enugu)


Abstract


Human resources and organization are like two sides of coin. For organization to exist, it requires human effort to carry-out the activities for achieving the purpose of such organization . Again how this organization select and recruits, employees who are competent without bias mind was seen as part of the researcher’s reasons for carrying out the study.

Recruitment according to Udeze J.O.(2000) quoted from Flippo Munsiger(1978) defines or sees recruitment as the process of searching for perspective employees and stimulating them to apply for jobs. While selection is aimed at selecting the best from the tools of qualified applicant to a job opening unquoted . this means that selection brings to an end, the function of category of procurement.

This study was aimed at understanding the problem of selection process on labour turn-over in Nigeria Bottling company Plc Enugu. And also to a certain the extent to which the company ownership structure with its attendant bureaucratic re tape in the company and how to alleviate them.

The researcher identifies means by which selection process can be improved and also proffer solution and recommendation.


Chapter One


Introduction

1.1 Background of Study

Every organization has human resources as part of its resources. The organization cannot function without people working together and whenever people work together, the personnel management function must be performed and executed. Other resources may include physical, financial and informational. However, the most vital among all these resources seems to be the human element.

The human resources is the concern of personnel management. Personnel management deals with the bringing of a person into an organization, his behaviour in the work situation, his interests and relation-ship both with his fellow workers and the organization. It is the series of management activities, which procures personnel for the organization to achieve effectives performance towards organizational growth.

Therefore this human element does not just come, they are recruited based on qualification. Recruitment is an of the process of staffing in an organization. It is also concerned with developing a pool of job candidate in line with the human resources plan. In this case, candidates are usually located through newspapers and professional journal advertisements, employment agencies and visits campus. It comes immediately after human resources planning. Recruitment

Seen as that process of assessing a job, announcing the vacancy, arousing interest and stimulating people to apply

In recruitment, there is general one is the most appropriate for operative employees, which takes place if the organization needs a group of workers of a certain type, example is typists or sales people. Another one is specialized recruiting, which is used mainly for executives or specialists, occurs when the organization desires s particular. In this , candidates receive individual attention over an extended period of time. The process of recruitment must be centered in one place and in the hands of one person or group. Only in this way can there be a sufficient concentration of exercise, knowledge and record to provide the possibility of efficiency in service both to applicants and to the organization.

While selection is the process that leads the firm to choose from a list of applicant. The person or persons who will match the selection criteria or the vacant post with consideration of current environmental conditions is given the job. Application forms, resumes, interviews and reference checks are commonly used selection goals. The application form serves three purposes in selection. They are :-

  • Show that the applicant desires a position.
  • Provides the interviewer with the basic information needed to conduct the interview.
  • It becomes part of the organization’s information if hired.

Selection process is a matter of satisfying a company’s present needs. It is an activity which influences the shape of a company’s future health and its cumulative results predetermine the future health of the enterprise. Selection process especially at high level is no longer a question of trying to fill a closely defined slot but, as Plumbley (1976: 38) matching process between the capacities and inclination of the candidates and the demands inherent in a given job or career pattern.

Furthermore, the history of Nigerian Bottling company (NBC) dates to forty (40) years ago. The company which has made phenomenal process, tapped its first soft drink production with the world’s most popular beverage called coca-cola. At this time, only few plants were established in the country. This Nigerian bottling company (NBC) was in the town of Atlanta in Georgia United state of America (U.S.A) in the year 1886

That a man named Dr .John Styth the Pemberton, a pharmacist first initiated the plans for the world’s best soft drink. Having succeeded in brewing the drink a man named Frank M. Robinson – Dr. Pemberton’s partner and book-keeper designed the flowing distinguishing trade mark and gave coca –cola its name.

Following this remarkable feat achieved by Dr. Pemberton, many countries in every part of the globe who have heard of the this drink began to have vicious desire taste made of this drink. This was also made possible through Dr. Pemberton’s advertising and marketing activities.

However, this coca-cola came into Nigeria in the year 1953. this was when the Nigerian Bottling company opened it s first plant in Lagos. Following the uncontrollable demand for its product in Nigeria, the Nigerian bottling company, in a bid to reach the nook and cranny of Nigeria had to have several depots (branches).

Presently, in Nigeria the company operates in areas such as Akwa, Abakaliki, Nsukka, Ikon and 9th mile corner Enugu etc The products include: Fanta soda, sprite, Krest, or Bitter lemon, Fanta orange,Fanta Ginger ale, Fanta tonic,Evatable-water and coca-cola coke etc.

Moreover, these establishment that mentioned above were made again in areas like Benin, Lagos, Port-Harcourt in September 1962,. The company started production capacity was 350,000 hector per annum, but now, the capacity has hit about two million hector stride taken by the company within this period, the Board of Directors and management hope that you as an employees of the company will contribute your quota in insuring its continued growth and development.

Finally, as Yoder (1976:278) observed staffing as a process that begins with the determination of man-power needs for the organization and ends with the inventors of capabilities, recruitment, selection, placement and orientation.


1.2 Statement of the Problem

Selection and recruitment is a step in management development, which help fundamentally to find and attract potential employees who it successful, eventually fill vacant positions.

In management, professionalism developed states of selection and recruitment when employed in conjunction with other tools of personnel assessment, as well as complimenting input of sound job design programme may significantly facilitate the development and maintenance of efficient work force and indeed, the utilization and conservation of human resources.

In fact, in a firm’s working life, abundant evidence clearly prove that these tests, all thing being equal are creditable predictors of employee’s job performance.

However, the Nigerian societal immorality and political influences have created discrepancies in selection procedures through such vices as favouritism, tribalism and nepotism.

These are problems arising from vague description of job by these personnel management. Because of these problems, the needs for a close up examination of the whole selection process on labour turn-over in Nigerian Bottling company Plc 9th mile Corner Enugu becomes inevitable.


1.3 Objective of Study

  1. To determine the effect of labour turn- over and productivity and how to alleviate them.
  2. To ascertain the extent of which the company’s ownership structure with its attendant bureaucratic red tape on the selection of labourers in the company.
  3. To identify means by which selection process on labour turn- over can be improved in the company.
  4. To identify possible solutions.

1.4 Significance of the Study

This research will benefit the readers and also future researchers and students who will love the opportunity to pick this from the library.

Other people that will also benefit from work are:-

  • Organization
  • Researchers
  • Government

The organization will benefit from this work they know the causes of implication of wrong collection process and avoid it.

The researcher will gain more knowledge by the time she is through with the whole research work.

The government will benefit from this work because they have handle labour turn- over and productivity., of employees.


1.5 Research Question:

  1. Do selection process exist at all in the company’s of today?.
  2. What are the causes of wrong selection process?.
  3. What causes decline in workers productivity?.
  4. What should be done to have the right selection process?

1.6 Scope of the Study

For the purpose of this study, the researcher have chosen one multi- national company in Enugu state; the Nigerian Bottling company 9th mile corner Enugu. The data collected from the public Relation Officer (PRO) in this company written above by the researcher will be used to make a generalized statement of what is obtainable in selection process on labour turn- over and productivity of employees. The researcher will also use the findings you draw conclusion on how best managers should handle some factors affecting selection process on labour turn-over in the company.


1.7 Limitation of the Study

A study of this nature could not be done apparently without some form of involved tasks. The researcher encountered some difficulties like

Financial:

The economics situation of our country, Nigeria made the researcher who is dependent to find difficult in raising adequate fund needed for this researcher work.

Time:

As a final year student, the researcher found it difficult to cope with the time allocated to this research work with other academic activities.

Data gathering:

The study implies the effect of selection process on over and productivity. This leads to turn- over of employees findings initial problem that affect labour turn- over.

This was a very difficult task since our people are too secretive.

The researcher found it difficult to convince the respondent at the initial stage which after several visits and waste of time and money were able to convince the respondents that the work is for academic purpose and the welfare.


Chapter Five


5.0 Summary, Conclusion and Recmmendation

This chapter has been for the collection of data and it’s interpretation based on the analysis of the data collected, we use this data for summary and conclusion of findings and from it our recommendations are articulated.


5.1 Summary or Findings

Following the analysis of data some interesting findings were made. They include:

  1. That best selection will help the organization increase their productivity.
  2. That good relationship between and employees will increase productivity.
  3. That positive selection process on labour turn-over will improve the organization.
  4. That organization will function better democratically rather than autocratically, success is much likely if the cooperation of employees is sought in achieving objectives than trying to cover them to this ends with the of authority.
  5. That the needs of employees must be recognized particularly their desire for job satisfaction, for the knowledge of what is going on within the organization and for consultations before changes affecting them take place.
  6. That employers behaviours and contributions to organizational goals will increase if there is cordial relationship and well-directed communication system and its employees are allowed to partake in decision making.
  7. That all employees should be treated with justice under a code of fair play which means having regards for equity, that no favouratism or nepotism should be shown toward individuals and there should consistency in treatment between all employees and over period of time.

The degree of favouratism, nepotism and the likes existing in organizations helps to encourage high rate of labour turnover does not guarantee proper selection process. It’s consequences are higher labour turnover and low productivity of employee.


5.2 Conclusion

The analysis of the effects of selection process on labour turn-over on productivity shows that is the most sensitive parts of activity any organization especially manufacturing:

Personnel managers must take cognizance (knowledge) of the effect of selection the handing it carefully. For it is the quality of employees in an organization that the productivity. Nigeria bottling company plc and related organizations should invest much on selection process so s to achieve high level of productivity.

Having seen the various data and respondents of the employees during the research exercise, it is imperative for selector to devise a proper means of selection process.


5.3 Recommendations

Our recommendations are based on our summary of findings and conclusions.

  1. Selection experts should be used in recruiting potential employees if the objectives of selection must be achieve. Organizations should understand that once the wrong selections are made, productivity and production will not be achieved.
  2. The personnel managers should constantly liaise with departmental heads for details of the their staff requirement for effective and efficient selection of employees.
  3. Selection in the company should be purely based on merit and not with biased mind. This is to have competent work force.
  4. Government should not influence selection activities of Nigerian bottling company plc. This is because the company is profit oriented and such needs competent and committed work force.
  5. There should be training and development of selected employees both in the job and off the job. If you rest your rust say an adage. In other words, an organization that does not have trained and developed work force may not abreast with current production techniques and production.
  6. Finally, it is the believe of the researcher that if Nigeria Bottling Company PLC 9th mile corner Enugu plant and other related companies that appreciate and apply our recommendations will enhance its selection process.

5.4 Suggestion for Further Study

Following the result of this study, suggestions for further research based mainly on the scope and issue and case study are hereby made:

  1. The need for selection process on labour turn-over and productivity.
  2. The cause and effect of selection in an organization and characteristic of employees on labour turn-over.
  3. The role employees and selection process on labour turn-over and productivity in an organization.
  4. The need to diversify the findings apart from management subvention for productivity in selection process.

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