ABSTRACT
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.
TABLE OF CONTENT
Title page
i
Approval page
ii
Acknowledgement
iii
Dedication
iv
Abstract v
Table of content
vi
List of tables
CHAPTER ONE
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
CHAPTER TWO
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
CHAPTER THREE
3.1 RESEARCH METHODOLOGY
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
CHAPTER FOUR
PRESENTATION AND ANALYSIS OF DATA
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
CHAPTER FIVE
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
CHAPTER ONE
INTRODUCTION
1.1
BACK GROUND 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 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.
1.2
STATEMENT OF THE PROBLEM
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.
1.3
OBJECTIVES OF THE STUDY
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.
1.4
RESEARCH QUESTION
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?
1.5
STATEMENT OF HYPOTHESIS
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.
1.6
SIGNIFICANCE OF THE STUDY
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.
1.7
SCOPE OF THE STUDY
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.
1.8
LIMITATION OF THE STUDY
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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