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.
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.
Table of contents
List of tables
of the study
of the problem
of the study
of the study
and limitation of the study
Criteria for selection
The nature and objective selection interview
Conducting the interview
Coefficient of correlation
Acceptance of the job offer
Evaluation of the Nigerian Bottling company
Plc 9th Mile, Enugu Plant
Population for the study
Sample size determination
Source of data
Collection of data
Data analysis technique
PRESENTATION AND ANALYSIS OF DATA
Tabular presentation descriptive analysis and
introduction of data
Table 4 -1 Type of
Table 4 –1-2 Selection process is based on
Table 4 –1-3 Has the turn-
over and productivity affected masses.
Table 4 –1-4 How
often do the selectors exchange view concerning selection process of employees in their monthly meeting.
Table 4 – 1-5 Do you think selectors have what is
expected in selection process of employees?
–1-6 Is there any policy made for
effective selection in your company?
–1-7 Are the policy made related
to the company’s objectives?
–1-8 How often are the employees
exposed to technical programmes?
–1-9 Who has the right to select
in the company?
–1-10 Are you satisfied with the
selection of employees in the company?
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
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
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
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
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.
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.
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
the Nigerian societal immorality and political influences have created
discrepancies in selection procedures through such vices as favouritism,
tribalism and nepotism.
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.
OBJECTIVE OF STUDY
the effect of labour turn- over and productivity and how to alleviate them.
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.
means by which selection process on labour turn- over can be improved in the company.
To identify possible solutions.
SIGNIFICANCE OF THE STUDY
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 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.
Do selection process exist at all in the company’s of
What are the causes of wrong selection process?.
What causes decline in workers productivity?.
What should be done to have the right selection
SCOPE OF 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.
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.
o This was a
very difficult task since our people are
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
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