Organizational Selection System And Its Impact On The Productivity Of Staff (A Case Study Of NNPC)

Organizational Selection System And Its Impact On The Productivity Of Staff (A Case Study Of NNPC)

Abstract

Organizational selection system and its impact on the productivity of staff were investigated upon and analysed using 60 respondents from NNPC Port-Harcourt. It was found that through recruitment selection and placement of employees have some effects on firm performance. It was pointed out that the overriding aim of organizational policy should note just only formulating formalized personnel. Such as fringe benefits, remuneration, promotion, higher pay, training and development should also be considered.

From the analysis, it was also found that most organization prefer the placement of qualified personnel in key functional areas, than promoting an employees who rose through the ranks often shy away from challenging responsibilities which may be associated with such promotion. In this project work, the method of descriptive statistics was adopted in the analysis of data. It is worthy of note that this project work encountered same major limitations and constraints in the area of finance time, and researchers. The tended to limit the validity of our conclusion.

Table Of Contents

Preliminary Page(s)

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

Chapter One

1.0 Introduction

• 1.1 Background of the study
• 1.2 Statement of the study
• 1.3 Purpose of the study
• 1.4 Significance of the study
• 1.5 Scope of the study
• 1.6 Limitation of the study
• 1.7 Research Question
• 1.8 Hypothesis
• 1.9 Definition of terms

Chapter Two

2.0 Literature Review

• 2.1 introduction
• 2.2 recruitment and selection
• 2.3 selections
• 2.4 types of selection
• 2.5 problems associated with selection ratio
• 2.6 the selection process
• 2.7 selection method validity and reliability:
• 2.8 importance of selection
• 2. 9 conclusion

Chapter Three

3.0 Research Methodology

• 3.1 Introduction
• 3.2 Design of the study
• 3.3 Sources of data
• 3.4 Method of data collection
• 3.5 Population of the study
• 3.6 Sample of the study
• 3.7 Validation of the instrument
• 3.8 Reliability of the instrument
• 3.9 Method of data analysis

Chapter Four

4.0 Presentation and Analysis of Data

• 4.1 Introduction
• 4.2 Analysis of personal data
• 4.3 Analysis of general data
• 4.4 Test of hypothesis one
• 4.5 Test of hypothesis two

Chapter Five

5.0 Summary of Findings, Conclusion and Recommendation

• 5.1 Summary of findings
• 5.2 Conclusion
• 5.3 Recommendations
• Bibliography
• Appendix

Chapter One

1.0 Introduction

This part of the study presents the background of the study, the basis upon which the study was made (problem statement), significance and purpose of the study as well as study objectives and research questions on the topic “Organisational selection system and its impact on productivity.

1.1 Background To The Study

Selection is a vital process for every successful organization because having the right staff improves and sustains organizational performance. The effectiveness of an organization’s selection system influence bottom-line business outcomes, such as productivity and financial performance a dream for any organization like NNPC.

Recruiting is seen as a “positive process of generating a pool of candidates by reaching the ‘right’ audience, suitable to fill the vacancy” (Leopold, 2002), On the other hand, he stated that once these candidates are identified, the process of selecting appropriate employees for employment can begin. This means collecting, measuring, and evaluating information about candidates’ qualifications for specified positions. Selection therefore, is a process that involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Therefore, organizations use these practices to increase the likelihood of hiring individuals who have the right skills and abilities to be successful in the target job, and better recruitment and selection strategies result in improved organizational outcomes.

The more effectively organizations select candidates, the more likely they are to hire and retain satisfied employees. In addition, the effectiveness of an organization’s selection system can influence bottom-line business outcomes, such as productivity and financial performance. Hence, investing in the development of a comprehensive and valid selection system is money well spent. Recruitment and Selection are vital processes for a successful organization, having the right staff can “improve and sustain organizational performance” (Petts, 1997).

As much as selection is the first step towards creating the competitive strength the organization, NNPC doesn’t accord it the attention it deserves. Since selection process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews, at Spedag Uganda is always done irregularly. Instead of first identifying vacancy, preparing job description and person specification, advertising the vacancy, managing the response, short-listing, arranging interviews, and conducting interview and decision making as it would be, the practice at NNPC is different.

What normally happens at NNPC is that you only see people hired in positions without going through the formal selection procedures.

The basic purpose of selection is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation as well as to choose the right candidate to fill the various positions in the organization which process must be based on merit or technical knowhow but at NNPC the practice is technical know who. Those who are well known to the bosses are the main beneficiaries in this recruitment and selection process. Also to the fact that most of them don’t go through the proper recruitment and selection procedures, the hired are not always the best suited for most jobs at NNPC, which has created a number of cost implications for the company and negatively affected its effectiveness and profitability. It is therefore, against this background that the researcher decided to undertake a study entitled “The impact of selection system and its impact on the productivity of staff using NNPC as a case study.

1.2 Statement Of The Problem

The effectiveness of an organization’s selection system influence bottom-line business outcomes, such as productivity and general performance however this remains like a dream at NNPC because of hiring process being done haphazardly. It is a common practice at NNPC of not to follow a proper recruitment and selection procedure overshadowed by the principle of technical know-who – the well connected. Consequently, this has led human resources’ problems and cost implications for NNPC like ineffective staff performance, employees’ low morale and lost business opportunities because of the incompetent staff and corruption. Conflicts and corruption among NNPC staff is a common practise as well as higher levels of labour turmover rates that has seen oil production declining steadily, a trend that must urgently be reversed.

1.3 Objectives Of The Study

The purpose of this study include the following:

1. To know the impact of Selection practice on staff productivity
2. To examine the effects of selection process on organizational effectiveness
3. To investigate if employee performance is as a result of selection process
4. To discover most policies that pose problem in the operations of the employment process.
5. To establish the need for proper placing of employees in the right position at the right time.

1.4 Research Questions

1. Does Selection practice of employees affect the productivity of staff?
2. What is the selection policy of NNPC?
3. How is the selection process of NNPC ?
4. Does Selection practice of employees determine the effectiveness of an organization?

1.5 Scope Of The Study

The study focused on organisational selection system and its impact on staff productivity. The study was conducted at NNPC Port-Harcourt,

1.6 Significance Of The Study

This study is intended to throw more light on the controversial issue of whether organizational selection system can influence the productivity of staff . These effects can be deduced from knowing the various policies on selection process, sources of applicants developments, methods of selection, evaluation of selection, problems associated with selection exercise selection process, steps in selection process and properly placement.

This study will also help firm managers, scholars and the like, to add to their existing knowledge the positive and negative reactions of the subject matter on the employees and organization.

Moreso, this study will help us to be conversant with the impact of some employment policies. This will help in circumventing some hurdles at the initial stage. This is true because, there are no apparent devices to disclose the traits of am employee. But to achieve a predicted success in personnel department, we can only use our accumulated knowledge based on the study of the impacts of recruitment selection and placement to attain our targeted objectives.

Therefore, this study will help in developing the intellectual vigour of the researcher and as well add more personnel knowledge to the existing one. It will also enlighten any reader who picks on this work and will aid the readers understanding on how organizational selection system can influence the productivity of staff.

1.7 Limitations Of The Study

This study did not in any way have its finding straight forward without any hindrance along the line. In other words, certain factors seriously acted as constraints to the study.

The first problem encountered was in the area of time, the time required for the completion of this project was short considering the fact that the project was approved very late; moreover, this problem became more evident on the great deal of other academic works being given to us at the same time which also requires immediate submission of the solution.

Secondly, there is lack of adequate materials. This can be evident from the fact that incessant closing of te campus hampers our opportunity of getting access to the library to facilitate my research.
Another problem encountered in this study was finance. This lead to my not being able to photocopy a large number of articles and journals that treated the issue. In any case, I was able to photocopy the most related ones the other copied out.

From the constraints, it will not be denied that actually, the researcher found this study very hectic and effort demanding.

1.8 Definition Of Terms:

Selection:

This is a screening device designed to scrutinize among those who have applied and who best fits the post so advertised.

Placement:

this involves matching accurately the different job vacancies with the employee, which centers primarily on placement policy.

Staff:

All the workers employed in an organization considered as a group.

Productivity:

The rate at which a worker, a company or a country produces goods, and the amount produced, compared with how much time, work and money is needed to produce them.

Chapter Five

5.0 Summary Of The Findings, Conclusion And Recommendations

5.1 Summary Of The Findings

The study focused on the organizational selection system and its impact on the productivity of staff at NNPC, particularly on the selection sources, selection process, selection procedures, steps and techniques, interviews and their influence on its effectiveness. The study findings showed that selection system of NNPC has had a significant influence on staff productivity but unfortunately unconstructively because it doesn’t systematically follow and observe selection procedures. Finally, a conclusion is drawn and recommendations given are geared at improving the NNPC selection system into a more of effective one.

5.2 Conclusion

The study findings have shown clearly that NNPC selection process has an influence on its staff productivity as it is well established factor that hiring the right people with the necessary competencies delivers the organisations’s out comes, which ensures improved and sustained organizational effectiveness. However, according to this study, NNPC selection process is marred by lack of systematic methodical procedures, based on technical know-who and misses out the critical element of the process (interviews), and consequently, less competent employees are employed, which has negatively affected its staff productivity. Therefore, the recommendations suggested below are to streamline NNPC selection system that can ensure the hiring of the right people with the necessary competencies.

5.3 Recommendations

Basing on the secondary data used in this study and the results from the primary data of this research study, the following recommendations are suggested for this study;

1. In order to achieve effectiveness, NNPC should endeavour to put in place a proper recruitment and selection process following the systematic procedures that follow the steps to the latter since the study had revealed that NNPC recruitment and selection process is flawed because the right procedure and steps are seldom and never followed.
2. Furthermore, NNPC selection process should engage the two main sources of recruitment, more especially the external sources which allows competition which is likely to yield competent candidates.
3. More so, NNPC selection process should involve each and every step, procedure or technique like advertisements and interviews the critical elements in the process.
4. The NNPC selection process must be guided by the principle of technical know-how (merit) than the current one of technical know-who which makes it unproductive.
5. Lastly, NNPC must selection process which is more open, transparent and merit oriented going through the right recruitment and selection procedures.

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Frequently Asked Questions

How effective is your organization’s selection system?

The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees. In addition, the effectiveness of an organization‟s selection system can influence bottom-line business outcomes, such as productivity and financial performance.

How does recruitment and selection affect organizational performance?

Influence of Recruitment and Selection on organizational performance The research revealed that the bank policy or practice on recruiting and selection was based on several units; the first is the internal recruitment and invitations from applicants from the general public.

How does the selection process affect the employee turnover?

Selection process can have an effect on the employee turnover. They become committed and loyal to the. organization only when they see their expectations are fulfilled and this tendency of the employees helps the. organization to retain their employees for a long time (Firth et al., 2007).

What is recruitment and selection?

In the operations of any organization, recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength of organizations.

Does recruitment and selection criteria affect organization’s performance?

Recruitment and selection criteria have significant effect on organization’s performance The more objective the recruitment and selection criteria, the better the organization’s performance.

What are the benefits of recruitment and selection strategies?

Better recruitment and selection strategies result in improved organizational outcomes. The more effectively organizations recruit and select candidates, the more likely they are to employ and retain satisfied employees.

What is recruitment and selection in HRM?

In HRM, Recruitment and selection is a core function that affects most critically on organizational performance (Harky, 2018). As Job Analysis is the first step in recruitment and selection practice it is important to every organization as well as the applicants. … …

What is the importance of recruitment?

Importance of Recruitment and Selection The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the recruitment strategic advantage for the organizations, Phillips (1998).

Can recruitment and selection process reduce turnover?

The study initiates that a small number of turnover factors can be controlled during the recruitment and selection process; thus organization becomes capable of reducing turnover up to a definite level and this reduced turnover eventually boosts up organization profitability.

How to reduce turnover in a company?

The first step in decreasing turnover within the company is in a consistent selection. After all, by choosing the employees that fit as closely as possible to the needs of the company, you can avoid re-engagements. We can divide the influence of recruitment and selection into the turnover rate into four main aspects:

What is the impact of recruitment and selection on a company?

Thus, the corporation will face difficulties in attracting the best talent to participate in its recruitment processes, falling the quality of services or products. What is the influence of recruitment and selection on the turnover rate? The first step in decreasing turnover within the company is in a consistent selection.

What does turnover mean in human resources?

The term turnover within Human Resources refers to the turnover rate of employees within a company. In other words, it indicates the percentage of replacement from old to new employees. Keeping turnover rates under control is extremely important since a high index is a symptom of several major problems within the company.