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Product Category: Projects

Product Code: 00005850

No of Pages: 70

No of Chapters: 5

File Format: Microsoft Word

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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 the 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.


Recruitment according to Udeze J.O.[2000] Quoted from flippo munsiger for prospective 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 turnover in Nigeria Bottling Company Plc Enugu. And also to certain the extent to which the company ownership structure with its attendant bureaucratic are tapein the company and how to alleviate them. The researcher identifies means by which selection process can be improved and also proffer solution and recommendation.








Title page                                                                                      i

Approval page                                                                            ii

Acknowledgement                                                                    iii

Dedication                                                                                   iv

Abstract                                                                                        v

Table of content                                                                        vi

List of tables



INTRODUCTION                                                                         1

1.1 Background of the study                                                 1

1.2 Statement of the problem                                               5

1.3 Objective of the study                                                       6

1.4  Research questions                                                           7

1.5     Statement of hypothesis                                                          7

1.6 Significance of the study                                                8  

1.7 Scope and limitation of the study                                 8

1.8 References                                                                         10



2.1 LITERATURE REVIEW                                                           Introduction                                                                             11

2.2 Selection policy                                                                 11

2.3 Criteria for selection                                                       13

2.4 Selection process                                                             15

2.5 Application form                                                               19

2.6 The nature and objective selection interview          22

2.7 Conducting the interview                                               25

2.8 Coefficient of correlation                                               29

2.9 Acceptance of the job offer                                           32

2.11 Evaluation of the Nigeria Bottling Company Plc 9th Mile,Enugu plant.                                                                    33

Reference                                                                                  34




 Introduction                                                                             35

3.2 Population for the study                                     35                                                                                 

3.3 Sample size determination                                           36

3.4 Source of data                                                                  37

3.5 Instrument for data collection                                     37

3.6 method of data analysis                                                39

3.7 Description of data analysis                                         39




4.1 Introduction                                                                              41

4.2 Tabular presentation descriptive analysis               41

and introduction of data.

4.3 Summary                                                                             48

4.4 Testing of hypothesis                                                      50



5.1 Summary                                                                             55

5.2 Conclusion                                                                          57

5.3 Recommendation                                                            58

5.4 Suggestion for further study                                        59

5.4 Bibliography                                                                      60

5.5 Appendices.                                                                        61














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 the organization his behavior in the work situation his interest and relationship both with his fellow workers and the organization.

Byars and Kue, (2006) define human resources management a system of activities and strategies that focus on successfully management of employees at all level of an organization to achieve organization goals.

Graham H.T (1978) sees human resources management as a tool to ensure that the employees of an organization are used in such a way that the employer obtains the greatest possible benefit. From their abilities and the employees obtain both material and psychological reward from their work.


Bratton .J. and Grold .J. (2007) says human resources management is a strategic approach to managing employment relations which emphasizes that leveraging peoples capabilities is critical to achieving competitive advantage. This is being achieved through a distinctive set of integrated employment policies, programs and practice. Buchanan and Haczynski .A. (2004) define human resource management as an integrated series of personnel policies to support organizational strategy.


Therefore this human element does not just come, they are recruited based on qualification. Recruitment is 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 visit 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.


According to Korsten (2003) and Jones et al. (2006) human resources management theories emphasize on techniques of recruitment and selection and outline the benefit of interviews and assessment and psycholometric examinations as employee selection process. Jones et al (2006) suggested that examples of recruitment policies in the healthcare, business or industrial sector may offer insights into the processes involved in establishing recruitment policies.


Alan price (2007) in his work human resources management defines recruitment and selection as the process of retrieving and attracting able applications for the purpose of employment.


In recruitment, there is general one that 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 particular. In these candidates receives 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 firms 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 environment 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;

1.    Show that the applicant desires a position

2.    Provides the interviewer with the basic information needed to conduct the interview

3.    It becomes part of the organization’s information is hired.

Selection 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 given job or career pattern.

Furthermore, the history of Nigeria Bottling Company (NBC) dates to forty (40) years ago. The company which has made phenomenal process taped 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. The Nigeria Bottling Company (NBC) was in the town of Atlanta in Georgia United State of America (USA) 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 it’s name following this remarkable feat achieved by Dr. Pemberton many countries in every part of the globe who have heard of the 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 its first plant in Lagos. Following the uncontrollable demand for it’s product in Nigeria, the Nigeria 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 state e.t.c. The products Fanta, soda, sprite, krest or Bitter lemon, Fanta orange, Fanta gingered, Fanta tonic, Evatable-water and Coca-Cola coke e.t.c.


Moreover, these establishments that mentioned above were made again in areas like Benin, Lagos, and Port Harcourt in 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 within this period, the Boards of Directors and management hope that as soon as employees of the company will contribute your quota in insuring it’s continuous 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 endsK with the inventors of capabilities, requirement, selection, placement and orientation.







Selection and recruitment is a step in management development which helps fundamentally to find and attract potential employees who if successfully, eventually fill vacant positions.

In 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 conversation of human resources.

In fact, in a firm’s working life abundant evidence clearly proves that these tests, all things being equal are creditable predictors of employee’s job performance.


However, the Nigerian societal immortality and political influences have created discrepancies in selection. Procedures through such vices as favoritism, tribalism and nepotism.

These are problem arising from vague description of job by these personnel management. Because of these problems, the need for a close up examination of the whole selection process on labour turnover in Nigerian corner Enugu becomes inevitable.




1.  To determine the effect of labour turnover and     productivity and how to alleviate them.

2.  To ascertain the extent of which the company’s ownership structure with its attendant bureaucratic red tape on selection of laborers in company.




1. Does selection process exist at all in the company’s of today?

2. What are the causes of wrong selection process?

3.    What causes decline in worker’s productivity?

4.    What should be done to have the right selection process?





H0: Selection process in labour turnover is effective on employee productivity

H1: Selection process on labour turnover is not effective on employee productivity

H0: Selection process has roles in employees’ productivity

H1: Selection process has no roles in employees’ productivity.

H0: Selection process has great impact on labour turnover.

H1: Selection process has no impact on labour turnover

H0: Selection process is a great tool in productivity of employee.

H1: Productivity of employee has nothing to do with selection process.




This research will benefit the readers and also future researchers and student who will love the opportunity to pick this from the library.

Other people that will benefit from work are:-

1.    Organization

2.    Researchers

3.    Government


The organization will benefits from this work, they know the cause of implication of wrong collection process and avoid it.

The Researchers 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 turnover and productivity of employee.




For the purpose of this study, the researcher have chosen one multinational 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 turnover and productivity of employee. The researcher will also use the findings to draw conclusion on how the managers should handle some factors affecting selection process on labour turnover in the company.




The researcher encountered some difficulties like:

i.       Financial: The economic situation of our country Nigeria made the researcher who is dependent to find difficult in raising Adequate fund needed for  his research work

ii.     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.

iii.  Data gathering: The study implies the effect of selection process on turnover and productivity. This leads to turnover of employee’s findings initial problem that affect labour turnover.


The researcher found it difficult to convince the respondent at the initial stage while after several   visits and waste of time and money were able to convince the respondent that the work is for academic purpose and the welfare.

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