Recruitment And Placement Procedure And Organisational Productivity In Industrial Training Fund (ITF) Jos

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Recruitment And Placement Procedure And Organisational Productivity In Industrial Training Fund (ITF) Jos


Abstract


This study was carried out to examine recruitment and placement procedure and organisational productivity in industrial training fund (itf) Jos in Plateau State. The study was carried out to determine whether there is a significant relationship the use of employee referral method and employee commitment in an organization, determine whether there is a significant relationship between the use of employment agency method and employee productivity, and determine whether there is a significant relationship between host Community influenced recruitment method and employee’s job efficiency. The survey design was adopted and the simple random sampling techniques were employed in this study. The population size comprise of management staff and staff of the human resource department of industrial training fund Jos in Plateau State. In determining the sample size, the researcher conveniently selected 41 respondents and 35 were validated. Self-constructed and validated questionnaire was used for data collection. The collected and validated questionnaires were analyzed using frequency tables. While the hypotheses were tested using Pearson correlation statistical tool, SPSS v23.The result of the findings reveals that there is a positive significant relationship between the use of employee referral method and employee commitment in an organization. The study also revealed that there is a positive significant relationship between host Community influenced recruitment method and employee’s job efficiency. Therefore, it is recommended that an employee’s job description should be clearly stated and specified to avoid ambiguity. This will enable employees to function effectively to achieve a set goal. To mention but a few.


Chapter One


Introduction

1.1 Background of the Study

In the past, the main emphasis of most companies has been on production and sales, but owing to changes in the business environment, the paradigm has shifted. Recruitment, selection, and placement of workers are the most important aspects of human resource management, therefore organizations are looking for better and more sustainable methods. Increasingly, businesses are implementing green recruiting methods in order to improve their overall efficiency and effectiveness. People that have environmental management abilities, knowledge, and behaviors in a company are hired via green recruiting. In the opinion of Wehrmeyer (1996), this type of recruiting may assist businesses in achieving high levels of efficiency and environmental stewardship by ensuring that newly hired employees are aware of the firm’s environmental culture and are able to uphold the firm’s environmental principles. Firms whose primary aim is environmental preservation, protection, and corporate ecological balance have adopted green human resource management practices. The acquisition of human capital has been the focus of business organizations in recent years. Since the enterprise’s goal cannot be accomplished without the employees’ help, they are crucial to the organization’s existence.

Organizations have also shifted from the conventional technique of recruiting to e-recruiting to remain competitive in the digital era, as many organizations are moving to erecruitment. It is increasingly important for an organization’s capacity to compete in the global talent market to be able to attract and acquire top-notch people quickly. While many companies used paper-based recruiting methods for decades, in the last twenty years, there has been a move to electronic recruitment. It has been suggested by Lee (2011) that Erecruitment is the use of electronic methods and technology in order to identify, attract, and select prospective workers.

Since the number of candidates for empty positions in companies has increased, Adeyemi et al (2015) observed that recruiting is becoming an issue for many organizations, as it pertains to finding a qualified applicant who can successfully fill a vacant job. If a company wants to expand and develop, it must be able to successfully hire high-quality people in key roles, no matter how expensive that process may be, as recommended by Peter Drucker (National University of Ireland, 2006). To put it another way, the success and longevity of every particular company depends on how well its employees perform. Djabatey (2012) has highlighted that a good personnel strategy is essential for organizations to be highly competitive. For this reason, recruitment is essential, according to Ekwoaba et al (2015). Individuals must be recruited promptly, in sufficient numbers, and with the appropriate credentials to accomplish the organizational goal.

However, the recruiting and placement process will not be successful if a suitable job placement and specification of job is not done before the recruitment, selection, and placement procedures are started. As Okunade (2015) points out, the goal of the job placement and specification process is ensuring new and existing employees know their job title, job location, summary, reporting to and know what to do when, how and where in order to carry out activities in an efficient and timely manner as well as possessing the required skills, knowledge, education, training, and responsibilities when they are hired and employed. Job should be deconstructed, according to (Holst and Pancoast, 1921) in order to provide a comprehensive overview and general explanation of itscomponent elements. Therefore, as McCormick (1970) argues, this will enable the managers to explicitly declare As the worker’s reporting officer (supervisor or head of department), he must describe the precise tasks he must accomplish, as well as the relationships he must maintain with others such as superiors and peers as well as his or her subordinates. As well as the tools and resources that will be needed to accomplish the job, Context of the job, such as the physical circumstances of the work environment and the work schedule. This includes technical skills, specific training and previous work experience. There are many different types of personal traits such as aptitudes and physical characteristics. When a company knows what to anticipate from a potential employee before they are hired, the recruiting process is made easier. The use of appropriate methods in collecting information about a position is also essential for successful placement. There are a variety of techniques that may be used to gather data. To assist management determine labor requirements, recruiting and selection, pay and salary administration, employee training and development as well as performance appraisals as well as health and safety etc. (McCormick 1970) Having all of this information allows the management to put safeguards in place before the recruiting process begins.


1.2 Statement of the Study

Recruiting the right people is crucial to a company’s long-term success and productivity. As a result, finding the appropriate people and placing them in the proper places and tasks is critical to guaranteeing organizational success.

The prevalence of organizations failures and low productivity among employees in service organizations in Nigeria has unfortunately increased as a result of poor recruiting and people acquisition and placement practices. As a result of poor recruiting and placement of workers, several service businesses in the area have had to lay off large numbers of employees. However, despite several comments on the significance of recruiting (Costello 2006; Jovanovich 2004; Miyake, 2002). This strategic measure has been overlooked by many corporate service businesses, who have instead relied on the traditional technique of recruiting and placement. It is base on this background that motivated the researcher to examine the impact of recruitment and placement on organizational productivity in industrial training fund (ITF) Jos in Plateau State.


1.3 Objectives of the Study

Generally, this study tends to examine recruitment and placement procedure and organisational productivity in industrial training fund.

The specific objectives are as follows;

  1. Determine whether there is a significant relationship the use of employee referral method and employee commitment in an organization.
  2. Determine whether there is a significant relationship between the use of employment agency method and employee productivity.
  3. Determine whether there is a significant relationship between host Community influenced recruitment method and employee’s job efficiency.

1.4 Research Questions

  1. Is there any significant relationship between the use of employee referral method and employee commitment in an organization?
  2. Is there any significant relationship between the use of employment agency method and employee productivity?
  3. Is there any significant relationship between host community influenced recruitment method and employee’s job efficiency?

1.5 Research Hypothesis

The following hypothetical statements will be validated at the course of this study;

H01: There is no positive significant relationship between the use of employee referral method and employee commitment in an organization

H02: There is no positive significant relationship between the use of Employment Agency method and employee productivity.

H03: There Is no positive significant relationship between host Community influenced recruitment method and employee’s job efficiency.

Ho4: There Is no positive significant relationship between recruitment and placement and organizational productivity.


1.6 Significance of the Study

This study is interned to throw more light on the controversial issue of whether the effects of recruitment selection and placement can influence the organizational productivity. These effects can be deduced form knowing the various policies on recruitment evaluation of recruitment, problems associate with selection exercise selection process steps in section process and properly placement.

This study will also help fun manager scholars and the like to add to their existing knowledge the positive and organization more over this study will help us to be conversant policies. This will help in circumventing some hurdles at the mite stage. this is true because there are no pervert devices to disclose the traits of employee but to achieve or predicted success in personnel department we can only use our accumulated knowledge based on the study of the effects of recruitment selection and placement to attain our targeted objectives. Therefore, this study will help in developing the intellectual vinous of the research and as well add more personnel knowledge to the existing one.

It will also enlighten any reader who pick, on this work and will aid the readers understanding on how the effects or recruitment selection and placement influences the organization productivity.


1.7 Scope of the Study

The general aim of this study is to examine recruitment and placement procedure and organisational productivity in industrial training fund. The respondents for this study will be obtained from the management staff and staff of the human resource department of industrial training fund Jos in Plateau State.


1.8 Limitations of the Study

In the course of carrying out this study, the researcher experienced some constraints, which included time constraints, financial constraints, language barriers, and the attitude of the respondents. However, the researcher were able to manage these just to ensure the success of this study.

Moreover, the case study method utilized in the study posed some challenges to the investigator including the possibility of biases and poor judgment of issues. However, the investigator relied on respect for the general principles of procedures, justice, fairness, objectivity in observation and recording, and weighing of evidence to overcome the challenges.


1.9 Definition of Terms

Recruitment

This is the process of searching for prospective employee and stimulating them to apply for job in the organization.

Selection

This is a screeching device designed to scrutinize among those, who have applied and who best jets the post so advertised

Placement

This involves matching accurately the different job vacancies with the employee which centers primary on placement policy.

Organisational Effectiveness

This measured to a degree to which the goals achieve the objectives. That means effectiveness could be measured to a certain degree to which the means achieve the end.


1.10 Organization of the Studies

The study is categorized into five chapters. The first chapter presents the background of the study, statement of the problem, objective of the study, research questions and hypothesis, the significance of the study, scope/limitations of the study, and definition of terms. The chapter two covers the review of literature with emphasis on conceptual framework, theoretical framework, and empirical review. Likewise, the chapter three which is the research methodology, specifically covers the research design, population of the study, sample size determination, sample size, and selection technique and procedure, research instrument and administration, method of data collection, method of data analysis, validity and reliability of the study, and ethical consideration. The second to last chapter being the chapter four presents the data presentation and analysis, while the last chapter(chapter five) contains the summary, conclusion and recommendation.


Chapter Five


Summary, Conclusions and Recommendations:

5.1 Introduction

This chapter summarizes the findings on recruitment and placement procedure and organisational productivity in industrial training fund (itf) Jos in Plateau State. The chapter consists of summary of the study, conclusions, and recommendations.


5.2 Summary of the Study

In this study, our focus was on recruitment and placement procedure and organisational productivity in industrial training fund (itf) Jos in Plateau State. The study is was specifically carried out to determine whether there is a significant relationship the use of employee referral method and employee commitment in an organization, determine whether there is a significant relationship between the use of employment agency method and employee productivity, and determine whether there is a significant relationship between host Community influenced recruitment method and employee’s job efficiency.

The study adopted the survey research design and randomly enrolled participants in the study. A total of 35 responses were validated from the enrolled participants where all respondent were management staff and staff of the human resource department of industrial training fund Jos in Plateau State.


5.3 Conclusions

Based on the findings of this study, the researcher concluded that;

  1. There is a positive significant relationship between the use of employee referral method and employee commitment in an organization.
  2. There is a positive significant relationship between the use of Employment Agency method and employee productivity.
  3. There is a positive significant relationship between host Community influenced recruitment method and employee’s job efficiency.
  4. There is a positive significant relationship between recruitment and placement and organizational productivity.

5.4 Recommendations

Based on the findings of the study, the following recommendations are proffered.

  1. A proper job placement should be ensured by management just after initiating the recruitment process .Thus this will save management to time and cost of training employees on a particular task
  2. Management should contract a third party recruitment firm (professionals) to effectively screen and recruit the most qualified candidate. This is because when a qualified candidate are being recruited and position rightly, he/she tends to be more committed in achieving organizational goals.
  3. An employee’s job description should be clearly stated and specified to avoid ambiguity. This will enable employees to function effectively to achieve a set goal.

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