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- No of Pages: 101

- No of Chapters: 05

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Introduction:

Abstract

This study deals with recruitment and selection: situation in the civil service of Delta State, with human effort associated with its accomplishment. It is worthy of note that the employees or human resources are responsible for coordinating the rest factors of production and activities of an organization to produce effective and efficient result.



This research work robustly explain the effect of recruitment and selection in the civil service of Delta State, and how it affects the efficient running of the civil service.



To determine the recruitment and selection in the civil service of Delta State, a review of existing literatures were thoroughly examined.



The data collected from the respondents was used to test the hypothesis that organizations that employ appropriate recruitment and selection policies are associated with increase in employee productivity. The questionnaires were analyzed using the spearman rank coefficient and chi-square method.



Findings from the tested hypothesis revealed that:



Organizations that employ appropriate recruitment policies are associated with increase employee productivity, selection of qualified personnel in service forms leads to an increase in organization performance and adequate recruitment and selection procedures are related to organizations success.



It was concluded that increase productivity, increase organization performance and organizational commitment are centered on good recruitment and selection.

Table of Content

Table of Contents

Abstract







CHAPTER ONE



1.0 Introduction



1.1 Background to the Study



1.2 Statement of the Problem



1.3 Purpose of the Study



1.4 Research Question



1.5 Hypotheses



1.6 Significance of the Study



1.7 Limitations of the Study



1.8 Organization of the Study



1.9 Definition of Terms







CHAPTER TWO:



2.0 Literature Review



2.1 Introduction



2.2 Defining the Primary Objectives Requirements of Jobs



2.3 job Description



2.4 Problem of Choosing the Right Source of Recruitment



2.5 Other Sources of Recruitment



2.6 Internal Sources of Recruitment



2.7 External Sources of Recruitment



2.8 Problems of Recruitment



2.9 Selection Process



2.10 Problems of Selecting Interviews



2.11 Problems Associated with selected Ratio



CHAPTER THREE



3.0 Research Methodology



3.1 Introduction



3.2 Research Design



3.3 Sampling Procedure



3.4 Questionnaire Design, Distribution and Collection



3.5 Data Collection



3.6 Data Analysis Techniques







CHAPTER FOUR



4.0 Presentations and Analysis of Data



4.1 Introduction



4.2 Descriptive Analysis



4.3 Hypothesis Testing



4.4 Hypothesis 2



4.5 Hypothesis 3



CHAPTER FIVE



SUMMARY, CONCLUSION AND RECOMMENDATIONS



5.0 Introduction



5.1 Summary



5.2 Conclusion



5.3 Recommendations



Bibliography



Appendix

Introduction

1.1 BACKGROUND TO THE STUDY



Every employer is concerned and interested in the quality of the workforce in his employment. This is so because human resources is the pivot on which the success of any organization hinge on. It is interesting to mention that the employees or human resources is responsible for coordinating the rest factors of production and activities of an organization. Therefore, the extent to which organization succeeds and the progress attained in the realization of its pre-determined objectives depends to a large extent on the quality and the potentials of its workforce.



Furthermore, uppermost in the mind of an organization is to get the right employees to fill the job positions for expected performances. It is commonly said, an organization can only be as effective as the people who operate the office, store, plant or equipment. The challenges of sourcing applicants with required skill and potentials and the ability to match skills properly with the tasks to elicit desired performance expected was what prompted this research study.



According to Ojo (1998), recruitment is the process of attracting potentials employees to the company. As he further observed, “it is a systematic means of finding and inducing available candidates to apply to the company for employment.



The recruitment process itself may be selective or pre-selective through choosing among the various sources of supply, as well as the decision in which candidates should be permitted to go through subsequent screening procedures. After the identification of sources of recruiting personnel and attracting several candidates for job vacancies, the next stage is the selection of the most suitable persons from the many applicants.



Selection therefore involves choosing from a pool of applicants, those who best meet the job-related criteria. The selection process, therefore, involves a series of activities aimed at identifying the best candidates for job positions from the list of applicants.



Recruitment which is the process undertaken by the personnel department to attract individuals with the requisite skills, experiences and abilities needed to execute tasks in an organization entails that job analysis, job description, job specification should be carefully carried out and predetermined. It is only when these have been properly defined that the recruiters will be in a better position to make contacts with people and the selection of the fits from the unfits facilitated.



It is pertinent to mention that the recruitment and selection of individuals for job has a relationship with the employee performance. Therefore, caution should be exercised to avoid human errors and other factors that often characterizes recruitment exercises. Regrettably, organizations in some cases miss the services of those who can actually contribute to the achievement of objectives due to the hasty way, personal interest, or short sightedness of the recruiters and in more extreme cases other considerations that often times brought to bear and when this is the case, the job holder is equally denied the satisfaction of high performance as it does not take long to find out that the individuals cannot meet the challenges and the demands of the job.



In search of a suitable manpower for the organization, firms use various sources and methods, ranging from television, advertisement, newspaper, employment agencies, magazines and journals. And in so doing encounter problems inherent in the recruitment and selection process that are imposed by government regulations, indigenous employment quota, expatriates quota, union membership, problem pertaining to an organizations employment policy, professional association membership problem etc.



These entire amounts to problem management have to contend with in recruiting and selecting manpower.



The need for recruiting and selection of workers arises in an organization when an existing employee retires or leaves, or is terminated, thereby creating a vacancy or gap, which must be filled. Also when a new line of operation is introduced as a part of a programme of change or expansion recruitment need may arise. When either is the case, it may be necessary for management to first decide on the labour requirements of the organization. This could be done by analyzing the job of the existing employees to see if units of the job of vacant post could be incorporated into the jobs or the existing workers could be assigned to the job.