Recruitment Policy And Workers Performance In Public Tertiary Institutions In Oyo State

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Recruitment Policy And Workers Performance In Public Tertiary Institutions In Oyo State


Abstract


This study was carried out to examine recruitment policy and workers performance in public tertiary institutions in Oyo State using University of Ibadan as a case study. The study was carried out to determine whether there is any relationship between recruitment policy and workers performance in public tertiary institutions.; find out the recruitment policies which significantly influences workers performance in public tertiary institutions; ascertain whether recruitment procedures and practices influences workers commitment in public tertiary institutions; and find out the factors affecting the effectiveness of recruitment policies in public tertiary institutions in Oyo state. The survey design was adopted and the simple random sampling techniques were employed in this study. The population size comprise of non academic staff of University of Ibadan, Oyo state. In determining the sample size, the researcher conveniently selected 200 respondents and 150 were validated. Self-constructed and validated questionnaire was used for data collection. The collected and validated questionnaires were analyzed using frequency tables, and mean scores. While the hypotheses were tested using Pearson correlation statistical tool, SPSS v23. The result of the findings reveals that there is a significant relationship between recruitment policy and workers performance in public tertiary institutions. Furthermore, the study also revealed that recruitment procedures and practices influences workers commitment in public tertiary institutions. Therefore, it is recommended that public sector higher education institutions in Oyo State should minimize the use of friends and family in publicizing its vacant position. It should also make use of campus/graduate recruitment and unsolicited application together with the recommendation as its main mode of employing its employees. Employee referrals (recommendation) though a good idea should be reduced to cater for a certain number of people rather than a whole scale opportunity. That gives room to favouritism and at times employment of individuals who might not contribute meaningfully to organizational output. To mention but a few.


Table of Content


  • Title Page
  • Certification
  • Dedication
  • Acknowledgement
  • Table of Content
  • List of Tables
  • Abstract

Chapter One:

Introduction

  • 1.1 Background of the Study
  • 1.2 Statement of the Problem
  • 1.3 Objective of the Study
  • 1.4 Research Questions
  • 1.5 Research Hypothesis
  • 1.6 Significance of the Study
  • 1.7 Scope of the Study
  • 1.8 Limitation of the Study
  • 1.9 Definition of Terms
  • 1.10 Organisations of the Study

Chapter Two:

Review of Literature

  • 2.1 Conceptual Framework
  • 2.2 Theoretical Framework
  • 2.3 Empirical Review

Chapter Three:

Research Methodology

  • 3.1 Research Design
  • 3.2 Population of the Study
  • 3.3 Sample Size Determination
  • 3.4 Sample Size Selection Technique and Procedure
  • 3.5 Research Instrument and Administration
  • 3.6 Method of Data Collection
  • 3.7 Method of Data Analysis
  • 3.8 Validity of the Study
  • 3.9 Reliability of the Study
  • 3.10 Ethical Consideration

Chapter Four:

Data Presentation and Analysis

  • 4.1 Data Presentation
  • 4.2 Analysis of Data
  • 4.3 Answering Research Questions
  • 4.4 Test of Hypotheses

Chapter Five:

Summary, Conclusion and Recommendation

  • 5.1 Summary
  • 5.2 Conclusion
  • 5.3 Recommendation
  • References
  • APPENDIX
  • QUESTIONNAIRE

Chapter One


Introduction

1.1 Background of the Study

Higher education is a very significant factor in the development of every nation. Personnel working in these institutions both in administrative and academic capacities are the receptacles from whom students get empowered and nurtured with skills and expertise to contribute to national development. There is therefore the need to ensure that right people are hired. Berry, Petrin, Gravelle and Farmer (2011) observed that there is a conscious effort by educational agencies and institutions to recruit qualified and professional lecturers since they have a direct influence on the learning outcomes of the educational process. However, not all public tertiary institutions have qualified lecturers (UNESCO, 2015). The fact that not all public tertiary institutions have qualified and professional teachers stem from the fact that there could be loopholes in the recruitment and selection practices of the Educational System.

Recruitment is one of the basic functions of Human Resource Management. Walker, Feild, Giles, Armenakis, and Bernerth (2009) explained that recruitment is the process of attracting a large pool of qualified people for employment. This involves planning for human resource to job design, job description, job analysis, creating awareness among others. Djabatey (2012), argues that the recruitment procedure is a vital function of the Human Resource Division of every organization. It is a very crucial function as it affects the success of the organization. This is because it is the medium by which the organization will achieve its mandate through continues supply of qualified human resources. One of the most significant developments in the field of organization in recent times is the increasing attention given to human resources. Increasing attention is being paid to the motivational aspects of human personality, particularly the need for self-esteem, group belonging, and self-actualization. This new awakening of humanism and humanization all over the world has enlarged the scope of applying principles of human resource management in organizations. The development of people, their competencies, and the process development of the total organization are the main concerns of human resource management (Mullins, 1999). In view of this background, it can be said that there is the need to evaluate the recruitment policy and workers performance in public tertiary institutions in Oyo State.


1.2 Statement of the Problem

The effectiveness of an organization’s recruitment system influence bottom-line business outcomes, such as productivity and general performance however this remains like a dream at public institutions because the hiring process is being done haphazardly. It is a common practice in most public tertiary institutions not to follow a proper recruitment policies and procedure overshadowed by the principle of technical know-who — the well connected. Consequently, this has led human resources’ problems and cost implications for public tertiary institutions like ineffective performance, employees’ low morale and lost business opportunities because of the incompetent staffs (Omah, 2014). Lecturers have been noted as fond of wasting time and their methods of teaching are no longer effective considering the fact that the students are complaining (Abdullahi, 2010). This is a trend that must urgently be reversed. The study therefore, aims to examine the recruitment policy and workers performance in public tertiary institutions in Oyo State.


1.3 Objectives of the Study

The broad objective of this study is to examine the recruitment policy and workers performance in public tertiary institutions in Oyo State.

Specifically, this research set out to:

  1. Determine whether there is any relationship between recruitment policy and workers performance in public tertiary institutions.
  2. Find out the recruitment policies which significantly influences workers performance in public tertiary institutions.
  3. Ascertain whether recruitment procedures and practices influences workers commitment in public tertiary institutions.
  4. Find out the factors affecting the effectiveness of recruitment policies in public tertiary institutions in Oyo state.

1.4 Research Questions

  1. Is there a relationship between recruitment policy and workers performance in public tertiary institutions?
  2. What are the recruitment policies which significantly determines workers performance in public tertiary institutions?
  3. Does recruitment procedures and practices influences workers commitment in public tertiary institutions.
  4. What are the factors affecting the effectiveness of recruitment policies in public tertiary institutions in Oyo state?

1.5 Research Hypotheses

  • Ho: There is no significant relationship between recruitment policy and workers performance in public tertiary institutions.
  • Ha: There is a significant relationship between recruitment policy and workers performance in public tertiary institutions.

1.6 Significance of the Study

The study contributed in addition to the existing literature the information that other or future researchers were on. Therefore the field of academia was bound to be enriched with additional data from the field. It would be beneficial to the academic community and decision makers who deal directly with the corporate entities directly and to make meaningful proposals and suggestion to improve the employee performance. Finally, the study would serve as a spring board to those who want to delve much into recruitment procedures and performance of employees.


1.7 Scope of the Study

The scope of this study boarders on recruitment policy and workers performance in public tertiary institutions in Oyo State. The study will be delimited to public tertiary institutions in Oyo State in the study location as non academic staff will be enrolled as the participants of the study.


1.8 Limitation of the Study

Like in every human endeavour, the researchers encountered slight constraints while carrying out the study. The significant constraint was the scanty literature on the subject owing that it is a new discourse thus the researcher incurred more financial expenses and much time was required in sourcing for the relevant materials, literature, or information and in the process of data collection, which is why the researcher resorted to a limited choice of sample size covering only public primary school in Lagelu Local Government Area, Oyo State. Thus findings of this study cannot be used for generalization for other primary schools in other states within Nigeria. Additionally, the researcher will simultaneously engage in this study with other academic work will impede maximum devotion to the research. Howbeit, despite the constraint encountered during the research, all factors were downplayed in other to give the best and make the research successful.


1.9 Definition of Terms

Policy:

It is a written guide line of rules to be followed.

Recruitment:

These are activities in human resource management which are undertaken in order to attract sufficient candidates who have the necessary potential, competency, and traits to fill the job needs and assist the public service institution in achieving its objectives.

Performance:

This is the measure of the given assignment basing on the key indicators set by company management.


1.10 Organization of the Study

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, abnd 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 examine the recruitment policy and workers performance in public tertiary institutions in Oyo State using University of Ibadan as a case study. The chapter consists of summary of the study, conclusions, and recommendations.


5.2 Summary of the Study

In this study, our focus was to examine recruitment policy and workers performance in public tertiary institutions in Oyo State using University of Ibadan as a case study. The study is was specifically set to determine whether there is any relationship between recruitment policy and workers performance in public tertiary institutions.; find out the recruitment policies which significantly influences workers performance in public tertiary institutions; ascertain whether recruitment procedures and practices influences workers commitment in public tertiary institutions; and find out the factors affecting the effectiveness of recruitment policies in public tertiary institutions in Oyo state.
The study adopted the survey research design and randomly enrolled participants in the study. A total of 150 responses were validated from the enrolled participants where all respondent are non academic staff of University of Ibadan, Oyo state.


5.3 Conclusions

Based on the findings of this study, the researcher made the following conclusion.

  1. There is a significant relationship between recruitment policy and workers performance in public tertiary institutions.
  2. The recruitment policies which significantly determines workers performance in public tertiary institutions includes; internal recruitment policy, external recruitment policy, and man power outsourcing.
  3. Recruitment procedures and practices influences workers commitment in public tertiary institutions.
  4. The factors affecting the effectiveness of recruitment policies in public tertiary institutions in Oyo state include; poor human resource planning, cost of the recruitment process, impersonation, nepotism and favouritism.

5.4 Recommendation

Based on the responses obtained, the researcher proffers the following recommendations:

  1. Public sector higher education institutions in Oyo State should minimize the use of friends and family in publicizing its vacant position. It should also make use of campus/graduate recruitment and unsolicited application together with the recommendation as its main mode of employing its employees. Employee referrals (recommendation) though a good idea should be reduced to cater for a certain number of people rather than a whole scale opportunity. That gives room to favouritism and at times employment of individuals who might not contribute meaningfully to organizational output.
  2. There should be more internal recruitment done in public tertiary institutions in Oyo state. This may take the form of promotions of horizontal shifting of employees’ positions so as to foster better performance in the institution. Human Resource managers and administrators should be trained on how to effect the internal recruitment. This will help as it enriches the managers with ample knowledge and skills for them to appreciate the value of internal recruitment. Revision of the evaluative criteria for selection of candidates from the organisation, Basically the institution should raise the bar on the criteria used to make decisions on the eligibility of internal employees.
  3. Manpower outsourcing should be done as a measure of last resort, Due to the complexities involved and its limited applicability in educational institutions, manpower outsourcing should only be done when the other forms of recruitment have proved futile.

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