Employee’s Performance In Lead Way Assurance Company, Kaduna

Project and Seminar Material for Business Administration and Management BAM

Employee’s Performance In Lead Way Assurance Company, Kaduna


The research work undertaken is on “Impact of recruitment and Selection Procedure on Employee’s Performance” a case study of Lead Way Assurance Company, Kaduna. For the research work to be adequately understood the researcher introduced the subject matter by highlighting the statement of the general problem, the researcher hopes to get with kin interest the importance attached to impact of recruitment and Selection especially as it affects the organization. Also the researcher hopes to find out problems associated in Recruitment and selection and it emphasis the importance and variable that will bring about good decision within the organization. Also the research project touched the method of gathering data use in this study, the use of primary method was used which is the questionnaire and the personal interview method for gathering all the data, this was used for the purpose of documentation, accuracy and references. The researcher also went further by analyzing the findings of this research work. The researcher used a sample size or twenty five (25) which is the total population of the staff of Lead Way Assurance in collecting the data. The data collected were tabulated and analyzed simple percentage. Finally, the researcher ended this study with an appropriate recommendation, where he stated that Incentives should be encourage by providing free medical facilities, housing allowances, transport allowances, staff welfare etc when all these have been provided it will enhance the level of productivity of the staff of the Board. The researcher also recommended that The actual method of inter actions can be determined by subsequent training needs.

Table Of Contents

Preliminary Page(s)

  • Title page
  • Declaration
  • Approval page
  • Dedication
  • Acknowledgement
  • Abstract
  • Table of contents

Chapter One:


  • 1.0 Background of the study
  • 1.1 Statement of the Problem
  • 1.2 Objective of the study
  • 1.3 Significance of the study
  • 1.4 Research Questions
  • 1.5 Scope of the study
  • 1.6 Historical background of the study

Chapter Two

Literature Review

  • 2.0 Introduction
  • 2.1 Definition of recruitment
  • 2.2 Sources and methods of Recruitment
  • 2.3 Factors Affecting recruitment
  • 2.4 Definition of Selection
  • 2.5 Stages in the selection process
  • 2.6 Effect of recruitment and Selection on Employees performance
  • 2.7 Human resources Planning and for Analysis prior to recruitment and Selection, Placement and orientation
  • 2.8 Recruitment Process
  • 2.9 Summary of the Chapter

Chapter Three

Research Methodology

  • 3.0 Introduction
  • 3.1 Research Design
  • 3.2 Area of Study
  • 3.3 Population of the Study
  • 3.4 Sample size and Sampling Techniques
  • 3.5 data Collection Instrument
  • 3.6 Validation of Instrument
  • 2.7 Reliability of the Instrument
  • 3.8 Method of data Collection
  • 3.9 Method of Data Analysis

Chapter Four

Data Presentation and Analysis of Findings

  • 4.0 Introduction
  • 4.1 Data presentation and Analysis
  • 4.2 Summary of Findings
  • 4.3 Discussion of Findings

Chapter Five

Summary, Conclusion and Recommendation

  • 5.1 Summary
  • 5.2 Conclusion
  • 5.3 Recommendation
  • Reference
  • Questionnaire

Chapter One


1.0 Background of the Study

The success or failure of any organisation depends upon the management of its materials’ financial and effective management of resources like staff or management resources. This means that the human resource requirement of any organization has to be planned. No organisation can grow effectively unless the function of manpower planning is carried out effectively.

The provision of human resources manager with an analytical framework designed to assist in the prediction and prevention of possible problems. The approach encourages being proactive, and considering the nature that influences the activities of human resources management and explores the significance for two human resources activities in particular. The two of which are employee selection procedures.

The recruitment and selection procedure sets out how to ensure as far as possible, that the best people are recruited on merit, and that the recruitment process is free from bias and discrimination.

There is high labour turnover within poor recruitment and selection of staff or inadequate staffing procedure is contributing to this high labour. It must be realized high labour turnover amount employer is not only waste of resources in terms of staffing but make a heavy demand on the time of the department concerned as they would always need to recruit new employees.

Selection of employees is the vital processes for a successful organisation, having the right staff can improves and sustain organisation performance and the selection procedure.

Recruitment procedures outline in details the specification taken. It appears to follow different pattern’s from one organization to another, this differences is not in recruitment itself but on the policy of the organization.

However, the organization should develop these procedures in accordance with the following concepts.

  1. Procedures are not ends unto themselves, they are means to an end. The objective should be to develop a series of procedures that will facilitate accomplishment of task with minimum effort.
  2. Procedures should be designed to facilitate communication and co-ordination of various efforts.
  3. Effective operations require that responsibility be clearly designed for the accomplishment of each procedure. Failure to do so will result to overlapping to efforts and conflict between operating personnel.
  4. Procedure permits management by exception “a procedure should be establish at the lowest organizational level.

1.1 Statement of the Problem

The following are the problem to be considered as regards to the topic:

The partial selection to staff sectionalisation and God-fatherism in recruitment procedures in an organisation, lack of inadequate of recruitment and selection staff follow the stipulated procedures by the organisation, the problem of inadequate selection of personnel in the organisation demote morale of staff as well as their effective performance, lack of recruitment and selection procedures to carry out in the effective way in an organisation.

In any organisation, the fact remains that the efficiency of human resources management of financial and materials resources has a direct relationship with the success or failure of the organisation.

If the member and type of people are employed in an organisation, there will be the spirit of team work which will contribute the success of the work.

1.2 Objective of the Study

  1. To examine recruitment and selection procedure in Lead way assurance company and determines their effectiveness
  2. To find out the techniques of staffing in lead way assurance company
  3. To analyze the poor selection problem that may arise as a result of wrong selection and suggest some possible solution that may be used in solving these problems
  4. To examine the method employed by the organisation in recruiting personnel.

1.3 Significance of the Study

The practical experience acquired from the study will broaden the knowledge of the researcher to appreciate both the theory and the practice. It is hope that the outcome of the study would be of great importance to the students of management and business administration in the field as well.

This is considering improved organisation efficiency of the subject matter. The issue pertaining recruitments and selection in lead way assurance company and other organisation shall gain tremendously from the research as it will indicates to them how best recruitment policy are adopted and practiced so the they will be efficiency in the organisation and it will give management knowledge staffing procedure. It also serves as guide and sources of secondary data for the further research. It also serves as a pre-requisite for the award of HND in Business Administration, Kaduna Polytechnic.

1.4 Research Question

  1. What are the recruitment and selection procedure in the organisation?
  2. What type of selection test do your organization adopt?
  3. What are the problems affecting recruitment procedure in your organization?
  4. What are the methods employed by the organisation in recruiting personnel?

1.5 Scope of the Study

The scope of this study covers the recruitment procedure and its effect on productivity. The study could not the whole public sector. Therefore, it will be restricted to Lead Way Assurance Company, Ahmadu Bello Way, Kaduna and it covers the period 2009-2011.

1.6 Significance of the Study

This study is important as it is a pre-requisite for the award of Higher National Diploma in Business Administration. It’s also provides new insights into recruitment and selection procedure in an organization especially in a private sector as well as the organization understudy.

The study add to the existing knowledge and also a reference material for further research, As such, it will be a springboard to students intending to carryout similar research.

Chapter Five

Summary of Findings, Conclusion and Recommendations

5.1 Summary

This study makes an in-depth investigation on the contribution of recruitment and selection procedure in Leadway Assurance Company. The findings of the study are quite revealing. The most important one are summarized below.

Based on response in Leadway Assurance Company concerning the recruitment and selection procedure, vacancies are advertised either through electronic or other advertisement agencies as well as through friends and relations. The company only interviewed senior staffs which are mostly professional on their field and that positions are awarded according to the qualification.

Most of the staff undergone induction/orientation training at the time of their employment. It is also indicated that the board has material/equipment in discharging their functions.

Although, most of the staff had been given the chance to go on training but majority of the staff are happy with their pre-job and their suggestion are sometime put into use in improving the services of the organization.

The Company motivates workers in terms of promotion, but the conditions of service are not satisfactory .The cordial relationship does exist among the personnel department and other departments.

Based on the data gather from Leadway Assurance Company:

Recruitment can affect the productivity of the company since the vacancies have not been advertised but are known through friends and relations. The tendency here is that best or suitable candidate may not be employed. Therefore if unqualified or total unsuitable are employed on a particular job the performances will be very low hence affect the productivity unlike someone passed through screening and various test and with relevant qualification.

Recruitment can also affect the level of productivity due to favoritism among the senior staff since the vacancy are known through friends and relations. This will bring a class of interest among the management when one’s candidate is rejected for employment and when there is bias among workers, the productivity will be affected.
Employee’s attitude to works will be poor when discovered the relationship him and whom he is working with unlike someone employed through advertisement that has no connection with the superior officers.

5.2 Conclusion

A well received recruitment and selection procedure in an organization like Leadway Assurance Company cannot be over-emphasized. Personnel department is a cure where an organization relies on her survival. The efficiency of recruitment procedure is to ensure that all employees required are recruited either through internal or external sources and train them on the field and positioned them according to their skill for proper use and profitability of the organization.

5.3 Recommendations

Based on the findings of this research the following recommendations are made.

a. On Employment Procedure:

As a solution to good recruitment procedure of the Company, the management should review the systems of the recruitment through advertising the post in an electronic media, news dailies. Both the senior and junior to be interviewed should be subjected to some test concerning their skill and ability to do the job.

b On Implementation of Incentives:

Incentives should be encourage by providing free medical facilities, housing allowances, transport allowances, staff welfare etc when all these have been provided it will enhance the level of productivity of the staff of the Board.

c. Identification and Measure Performance Deficiencies:

The symptom of malfunction in the Board or individual performances is manifested through a number of indicators. These measurer are the nature and extent of the problem to be overcome some of the ideas are qualified production measures such as output figures, wastage rates time measurement and delays. In the production process such as absenteeism, labour turnover or employee management disputes provide a more qualitative perspective on the nature of the problems situation. The judgment an attitude of personnel can provide yet another or other indicators or the extent of the problem. However, these must be decided in a systematic manner from personnel surveys or interviews.

d. On Lack of Motivation:

In this situation, performance deficiencies are mostly affected by efforts to staff and management. Some aspect of motivation can be handled with relatively small and short-term inputs. The actual method of inter actions can be determined by subsequent training needs.

e. On Managers Influence on Their Staff:

Management style or the way manager handle their staff affect the way these staff behave managers should have:

f. Situated Sensitivity Skill:

This knows the situation in which it can effectively communicate and interact with his staff.

g. Style Flexibility:

This is the ability to handle different situation in different ways.

h. Management Effectiveness:

This is the ability to get result in a variety of situations. A manager can have a profound effect on new comer to his department an it is during this induction period that the right influence should be exerted. Style seems to perform so if the slandered are occasion manager influence their staff will rise to make them understand the job.

i. On Staff Involvement with Objective:

Without talking a way the right of the Board to decide its objective in order to be profitable or competitive or whatsoever reason there is evidence that involvement bring about commitments. The problem lies in deciding on what issue is to involve and what extent. What can be discussed and the means, methods and ways of achieving the end result within certain rules and constructs. Some discussions should take place, this helps to clarify what is expected on them giving clear understanding and enabling them to make effective contribution.

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