ABSTRACT
This
research examined Influence of Recruitment and Selection Process on
Organizational Growth with special reference to Access Bank Plc. The research adopted survey research design.
Data were gathered through primary source with the aid of a well-structured
questionnaire. Simple random sampling technique was adopted in the selection of
sample, this was used to eliminate biasness in the selection process of the
respondents.
Data garnered were presented on table using
percentage and the formulated hypotheses were analysed with the used of
Chi-square statistical method. The result of the analysis shows that
the mismatching of person and does
not affect organizational growth.
Based
on the conclusion of the analysis recommendations were proffered to the staff
and management of Access Bank
Plc.
TABLE OF CONTENT
Title page 1
Table of content 2
Abstract 5
CHAPTER
ONE:
1.1
Background of the study 6
1.2
Statement of the problem 8
1.3
Objectives of the study 8
1.4
Significance of the Study 8
1.5
Research question 9
1.6
Research Hypotheses 9
1.7
Scope of the Study 10
1.8
Definition of Terms 11
1.9
Organization of Study 12
CHAPTER
TWO: LITERATURE REVIEW
2.1
Theoretical Framework: Theories or
Recruitment
14
2.2
Importance of human resource planning 15
2.3
Definitions or Recruitment and Selection 18
2.4
Stages in staff recruitment and
selection 21
2.5
Sources of Recruitment 29
2.6
External sources 31
2.7
Advertising 31
2.8
Employers Recommendation 32
2.9
Offer of appointment 33
2.10 Post
selection 34
2.11 Problems
of recruitment and selection 35
2.12 A
review of previous studies on recruitment and
Selection
process 35
2.13 Summary 37
CHAPTER
THREE: RESEARCH METHOD AND DESIGN
3.1
Research Method 39
3.2
Research Design 39
3.3
Study Population 40
3.4
Sample Size 40
3.5
Sources of Data 41
3.6
Methods of Data Collection/Research
Instructions 41
3.7
Method of Data analysis 42
3.8
Decision rule 44
3.9 Hypothesis 44
CHAPTER
FOUR: Analysis, Interpretation and Presentation of Data
4.0 Data Analysis techniques 46
4.1
Analysis of Age/General behaviour of the
Respondents 47
4.2
Job Commitment 48
4.3
Test of Hypothesis 49
4.4 Other Relevant Findings 55
CHAPTER
FIVE Summary, Recommendations and conclusion
5.0 Summary of
major findings 58
5.1
Discussions of observations 58
5.2
Conclusions 60
5.3
Recommendations 60
5.4
Limitation of the Study 61
References 63
Appendix
66
Questionnaire
67
CHAPTER ONE
1.1.
BACKGROUND OF THE STUDY
Recruitment and selected fall within the traditional
functions of personal management. The functions have to do with filling vacant
positions within an organization structure. The guarantees the enterprises a
continuous manpower to operate both in the present and in the future.
Most people see recruitment and selection as being
synonymous with employment and such, there is no clear distinction between
recruitment and selection. This is not
true. Every organization begins by
recruiting certain number of employees and the next step that comes is
selection whereby some would be eliminated.
After selection, those selected would now be placed on the job. It is
this last stage that is known as placement.
Recruitment as a process starts from the manpower
planning stage from where the human resources requirements of an organization
are determined through job analysis, which in turn provides information that
leads to the formation of personnel policies
regarding quality. Recruitment
however end at the stage where applications are received from the job
applicants selection on the other hand, starts from the short-listing stage up
to the time the applicants are offered employment. It is necessary of organizations to
appreciate that recruitment, selection and placement constitute one of the most
critical aspect of personnel function. It is the foundation on which the
organization is built. If a proper
foundation in times of recruiting capable employees is built, the organization
would not fall in times of tremor but if the foundation was built with
inadequate manpower, it would not even stand minor wind.
The greater problem that affects employment process
in most organizations is at the selection stage where pressure along the lines
of religion, family, state of origin, peer groups and ethnicity comes in. These pressures are brought to bear in the
employment process and they constitute obstacles in the smooth running of an
organization because in the process of satisfying these groups, mediocre could
be employed.
One of the most common things many companies do it
to keep openings a secret and reserve such vacant positions for family
relations and close friends hereby reducing the pool of potential applicants
that may apply. It is the ardent belief
of this research that even when an enterprise advertises a post, the
advertisement may just be a mere formality and that letter of applications
might not be screened let alone to be considered because the enterprise had
already programmed persons it wants to employ.
However, recruitment and selection procedure cannot
be without some bottlenecks. The
pitfalls associated with them are not likely to be resolved satisfactorily in
this study. It is also the belief of this
researcher that the views and recommendations in this work will help practitioners
and co-students in this field to minimize these problems as they carryout
recruitment and exercises in their individual organization or in their
consultancy work
1.2
STATEMENT OF THE PROBLEM
The inefficiency and ineffectiveness of some
organizations in Nigeria
had been traced to defective recruitment and selection exercise in which a
square peg is put in a round hole.
This development has to a large extent retarded the
growth and development of the organizations concerned.
It against the backdrop that this study examined the
effect of effective recruitment and selection exercise on organizational
growth.
1.3
OBJECTIVE OF THE STUDY
The general objective of this study is to examine
the effect of effective recruitments and selection exercise an organizational
growth.
The specific objective are to:
i.
Examine the
recruitment and selection producers in Guaranty Trust Bank.
ii.
Identify the
abnormalities associated with present recruitment and selection procedures in
currently adopted in Guaranty Trust Bank.
iii.
Suggest a better
selection procedure that can improve staff performance.
1.4
SIGNIFICANCE OF THE STUDY
The relevance of this project is to have insight as
to how the problems associated with recruitments and can be addressed. Also, the findings from this work will to a
large extent add to the existing body of knowledge as to how staff performance
could be improved upon relevance since it will also add to the existing models on
recruitment and selection and their impacts on employee’s performance and
organizational growth.
1.5
RESEARCH QUESTION
This study aims at assessing the effectiveness of
recruitment and selection as a criteria for organization growth. A case study of Access Bank PLC staff, Lagos mainland
region. It also seeks to address some of
the under-listed questions:
i.
Does the sources
through which an employee is recruited affect his subsequent job commitment and
organizational growth?
ii.
Does the prior
knowledge of the job by a seeker during recruitment and selection affect the
applicant’s subsequent job commitment and organization growth?
iii.
Does the
mismatching of persons and jobs affect subsequent job commitment and
organizational growth?
1.6
RESEARCH HYPOTHESES
The under-listed will constitute the hypotheses if
this research project:
Ho: The source through which an employee is
recruited does not affect his
subsequent job commitment.
Ho: The
mismatching of person and does not affect organizational
growth.
1.7
SCOPE OF THE STUDY
This study covers only recruitment and selection
aspects of human resource management. In
carrying this out personnel management policies/practices with regard to
recruitment and selection of staff and their effects on organization growth
will be thoroughly examined. This study
focuses on Access Bank PLC, Lagos Mainland Region (Alausa) and its selected
fifty-nine 959) selected confirmed workers.
1.8
DEFINITION OF TERMS
i.
Recruitment:
this refers to the process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organization.
ii.
Selection: It is
a process whereby the most suitable and competent applicant is selected from
the pool of potential job seekers.
iii.
Selection Ratio:
This is the number of persons selected and placed over the number of candidates
per job opening.
iv.
Job Description:
This sum up the various tasks that constitute a job and the relationship it
shares with other jobs within an established organization.
v.
Job commitment:
This is the willingness and determination on the part of the staff to hold on
to his/her assigned job given all known negative and positive environmental
influences.
vi.
Job
satisfaction: this is the satisfaction and happiness derived from doing one’s
job in which he is paid in an organization.
vii. Job applicant: this is the expression on the part of
the potential job seeker or his/her willingness either in writing or oral form
to want to work for a known organization.
viii. Organization Growth: This is a group of individual
coordinated into different levels of authority and segments of specialization
for the purpose of achieving the goals and objectives of the organization.
ix.
Effectiveness:
This is something actually usable; realizable; equivalent in its effect.
1.9
ORGANIZATION OF STUDY
Chapter one gives a detailed introduction of the
topic. Both the research questions and
hypotheses were stated. It also
highlighted some operational definition likely to be used in the study.
Chapter two examines relevant literature to this
project topic-effective recruitment and selection: a criteria for
organizational growth in Access Bank Plc, Lagos
mainland Region.
Chapter three examines the research methodology used
for this project by this project by this researcher, stating the research
sample size, sources of data and research instrument, research design,
statistical tools, population and sampling techniques.
Chapter four offers analysis of the data collected
in chapter three. Data using statistical
tool such as chi-square and percentage.
Chapter Five gives summary, conclusion and proffer
recommendations.
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