Key Features:
- No of Pages: 46
- No of Chapters: 05
Introduction:
Abstract
The success and efficiency of any organization depends on having the right in the right job with the right attitude of mind. Therefore the selection of a new person requires careful thought to ensure that this person will fill into the team. This research work therefore embrace job interview as one of the selection methods.
In the first chapter, the research write on the background of the study, statement of the problem that trigger off the research work, scope and need of the study.
The second chapter makes reference to what other researchers has done about this research work and their view on the reliability and validity of this research work.
Furthermore, in chapter three and four the research design and method of study was highlighted stating the source of data and the presentation and analysis of these data in chapter four.
The case chapter treat on the finding of the data analyzed, suggested recommendation and conclusion
Table of Content
CHAPTER ONE
INTRODUCTION
1.1 Background of the study
1.2 Statement of the problem
1.3 Objective of the study
1.4 Research question
1.5 Signification of the study
1.6 Scope of the study
1.7 Limitation of the study
1.8 Definition of terms
1.9 Reference
CHAPTER TWO
LITERATION REVIEW
1.1 Early history of management
1.2 The evolution of management through
1.3 Definition and function of management
1.4 Personnel management policy in management
1.5 The employment selection process
1.6 Job interview defined
1.7 Summary of literature review
1.8 Reference
CHAPTER THREE
RESEARCH DESIGN AND METHODOLOGY
2.0 Introduction to the study
3.1 Research design or methodology
3.2 Area of study
3.3 Population of the study
3.4 Sample and sampling technique
3.5 Instrument for data collection
3.6 Validation of the instrument
3.7 Reliability of the instrument
3.8 Method of collection
3.9 Methods of data analysis
3.10 Reference
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1 Presentation and analysis of data
4.2 Summary of result
4.3 Reference
CHAPTER FIVE
DISSUSION, RECOMMENDATION AND CONCLUSION.
5.1 Discussion of result finding
5.2 Conclusion
5.3 Recommendations
5.4 Suggestion for further study
Bibliography
Appendix
Introduction
1.1 BACKGROUND OF THE PROBLEM
There are many inputs which an organization need in the production of good or products these input include raw material personnel or the human labors seem to be the most important. This is because, the human labour or personnel is not so easy to get just as you can purchase other factor of production. Successful selection of these personnel for an organization requires the organization to match the ability of the job candidate with the need of Emenite Asbestos. Based on this organization are now faced with the problem of by decision.
Whichever way an organization may chose its own decision, i.e. Emenite Asbestos Nigeria limited, selection of these worker still requires some method which can be either through application reference, interview and testing of all these job interview seems to be the most popular and widely used. Almost all the worker in Emenite Asbestos Nigeria limited is hired through interview. The reason for this is that it is eeriest to ask someone a series of question than to develop a test such as an ability test. Again interviewing makes the selection process more personal and give the interview a general knowledge of the appliance and help him asses if the interview is high person for the job.
Therefore, the selection of a new person requires careful thought to ensure that this person will fit into the company structure and be an effective member of the firm. The selection interview property carried out play a tremendously importance part in selecting the most suitable candidate for the job. There is no room for error Emenite Asbestos Nigeria Limited which has been carried with an unsuitable or difficult employed know only too well the upset if can cause, the cost of being landed with a “dud” are high and it is often difficult to discharge him.
The assessment of a person qualities and potential, before he is appointed, can never be precise or truly accurate. But the use of a multiple type of interview or selection method is more likely to produce the best results.
The purpose of this research work therefore is to expose to companies, the dangers of selecting wrong the skill, techniques and characteristic required in any interview and the benefit therein.
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