Full Project – Impact of effective recruitment and selection on organization performance

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CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

The study of effective recruitment and selection on organisation performance cannotbe overemphasis and a good or high – quality staff is the corner stone of any effective banking system since he /her is considered by many along with experts in the field of banking as one of the most determinant factors in a banking system performance.

Human resource management (HRM) aims to ensure that the organisation obtains and retains the skilled, committed and well – motivated work force it needs. This means taking steps to assess and satisfy future people needs and to enhance and develop the inherent capacities of people, their contributions, potential and continuous development opportunities. It involves the operation of rigorous recruitment and selection procedure, performance contingents incentive compensation system and management development and training activities linked to the needs of the business.

Human Resource Management is a vast term that comprises of training, recruitment, discipline, employment legislation, reward systems, development, selection, etc. Human resource management believes in flexibility in completing a given task as suggested by Wilson (2005). The dynamic process of inflow and outflow of people within any organisation is to be matched with the requirements of the organisation in function and this is generally regarded as recruitment and staffing. Recruitment and Selection is a crucial part of human resource management. The process of selecting right candidate for a particular position is known as recruitment and selection.

Despite the fact that there is almost consensus among policy makers, Customers and Banking experts concerning the impact of effective staffing on the system outcomes of the banking process, not all banks have equitable access to good or high quality staff. This fact can beattributed to recruitment challenges that face bank administrations of staffs’ selection and recruitment over the world. Consequently, there is an emerging need to examine the processes of staff recruitment, screening, selection, and hiring which is the thrust of this study.

1.2 Statement of the Problem

Studies have shown that one of the major problems facing organizations is that of how to recruit capable personnel and retain them for performance. This problem has made it almost impossible for some organizations to have in their workforce qualified personnel in terms of skills, experience and educational qualifications to carry out their goals (Cascio, 2003; Olowu & Adamolekun, 2005; Gberevbie, 2008).

To overcome this negative development, organizations spend a lot of resources to put in place structures to make recruitment of qualified personnel possible. Also workout well packaged‟ incentives to retain these qualified personnel in the employment of the organizations and good working conditions to enable them contribute meaningfully towards organizational goals. Despite these measures, the problem still persists in some organizations. What are the possible reasons and the solutions to overcome the situation?

1.3 Significance of the Study

The significance of the study cannot be overemphasised. It is believed that apart from the organisation and the institution under review, this study will go a long way in helping organisation in knowing the importance of effective recruitment and selection as a mechanism for improving organisation performance. It will also give an insight into the right step to follow as to achieving the best place as well as the productivity capacity of individual when effective recruit and select on the right job. Again, the study will serve as a guideline to management students who wish to carry out research of this nature.

It is also meant to be helpful to management and staff of United Bank for Africa (UBA) Nigeria in the course of its operation. Essentially, this research is to guide the management of any organisation on the need for effective recruitment and selection in order to achieve the desired goals and objectives.

1.4 Purpose of the Study

The purpose of this research is obvious despite the high volume of existing literature on the impact of effective recruitment and selection to organisations. The following are the purpose or objectives of the study:

1. To assess the relationship between effective recruitment and selection and organisational growth.
2. To examine the correlation between effective recruitment and institutional ability to meeting up with its goals and objectives

• To investigate the relationship between recruitment and the rate of employees turnover.

1. To determine the relationship effective recruitment and selection has with employees’ job satisfaction.

1.5 Research Hypotheses

Hypotheses One

HO: Effective recruitment and selection has no significant relationship with organizational growth.

HA: Effective recruitment and selection has significant relationship with organizational growth.

Hypotheses Two

HO: Effective recruitment and selection has no significant influence on attainment of organizational goals.

HA: Effective recruitment and selection has significant influence on attainment of organizational goals.

Hypotheses Three

HO: Effective recruitment and selection has no correlation with employees’ turnover rate.

HA: Effective recruitment and selection has correlation with employees’ turnover rate.

Hypotheses Four

Ho: Effective recruitment and selection has no significant relationship with employees’ job satisfaction.

Hi: Effective recruitment and selection has significant relationship with employees’ job satisfaction.

1.6 Scopeof the Study

This research covers how the impact of effective recruitment and selection will help in improving organisational performance. This research was carried out as a case study of United Bank for Africa (UBA). This research was carried out on the above mentioned institution with a view to find out their general policies on employee staff recruitment and selection and how it has impacted its performance. In making the research reliable and result oriented, people, journals, textbooks, experts on the field and the internet will be consulted.

1.7 Limitation and Constraints of the Study

The major limitation of this study revolution round the policies in recruitment and selection of staff in the banking industry sector which highly limits the amount or level of effective recruitment and selection.

In making the research reliable and result oriented, people, journals textbooks experts on the field and the internet will be consulted. However, it is difficult to dwell on those materials, facts that have direct bearing on the principal subject matter or the discussion. In addition, it is subject to limitation of information needed for this research will be expensive. Cost would also be inevitable.

1.8 Definition of key Terms

To enhance the easy and better comprehension and understanding, the following key terminologies which run through the length and breadth of this research will be briefly defined.

• Effective: Mean the ability to bring about the intended result. It is the achievement of desired objectives.
• Recruitment: It is the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.
• Selection: It is defined as the process by which business chooses the most suitable person for vacant position from the list of applicants.
• HumanResources: Referred to the people, skills and ability seen as something important in an organisation; the individual workforce.
• Organisation: This is been referred to as a group of people who form a business club together to achieve a particular purpose and objectivise.
• Institution: It means a large important organisation that has a particular purpose e.g. University.
• Management: It refers to the process by which managers created, maintain and operate purposeful organisation through coordinated human effort.
• Business: This refers to as any legal economic activities that involve the production or manufacturing of goods and services with the satisfaction of consumers or society in order to make profit.
• Development: This is a process in which the individual and society interact with their physical, biological, and interpersonal perspective and transforming them for their benefit and also for humanity.
• Programme: This refers to as future plan events or activities as well as dissemination of idea or belief of an evet to a particular society. Also it is a plan of things that will be done or included in the development of something.
• Productivity: It is the rate at which a worker, a company, business enterprise or a country produces goods, and the amount produced, compared with how much time , work and money is needed to produce them.

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Full Project – Impact of effective recruitment and selection on organization performance