PROJECT TOPIC- EFFECT OF RECRUITMENT AND SELECTION PROCESSES ON ORGANIZATIONAL PERFORMANCE
This research work examined the impact of recruitment and selection process in an organization. The purpose of this research is to find solution to most of the problems that are encountered in the recruitment and selection process in an organization. This research has a population of 135, out of which 100 were chosen as the sample size Data analyzed in this project were generated from primary to secondary sources research hypotheses of the study were tested with chi-square statistical method and validations made. It is conducted that recruitment and selection play a vital role in achieving manpower need of an organization. It is recommended that organizations should give recruitment and selection a top priority.
1.1 Background to the study
Recruitment and Selection are vital processes for every successful organization because having the right staff improves and sustains organizational performance. The effectiveness of an organization’s selection system influence bottom-line business outcomes, such as productivity and financial performance a dream for any organization like Auchi Polytechnic Auchi.
Recruitment policy is an organized factual statement designed by the personnel manager to enable workers knows the duties and responsibilities of a specific job. It tells what to be done how it should be done and what is to be done.
The aim of recruitment policy is to locate and attract good quality applicants. This is followed by making valid decision on who to select. There is the need to review recruitment policy at regular intervals by organizations. This is to enable them effect conditions and job opportunities that would attract good applicant to the organizations. The search for suitable qualified applicant by a organization involves having a thorough knowledge of the sources of labour, and method of the recruitment policy. The most local means of attracting suitable applicants depends on the nature of the organization. The recent position of filled and urgency of the need to make the appointment.
1.2 Statement of the problem
The effectiveness of an organization’s selection system influence bottom-line business outcomes, such as productivity and general performance however this remains like a dream at Auchi Polytechnic Auchi because of hiring process being done haphazardly. It is a common practice at Auchi Polytechnic Auchi of not to follow a proper recruitment and selection procedure overshadowed by the principle of technical know-who – the well connected. Consequently, this has led human resources’ problems and cost implications for Auchi Polytechnic Auchi like ineffective performance, employees’ low morale and lost business opportunities because of the incompetent staffs.
Conflicts among Auchi Polytechnic Auchi staffs is a common practice as well as higher levels of labour turnover rates that has seen customer satisfaction levels declining steadily, number of complaints rising and customer turnover rates increasing at Auchi Polytechnic Auchi, a trend that must urgently be reversed.
1.3 Research Questions
(1) What are the effects of recruitment and selection on the organizational effectiveness?
(2) What is the recruitment and selection policy?
(3) How is the recruitment and selection process?
(4) What are the effects of recruitment and selection on the organizational effectiveness?
PROJECT TOPIC- EFFECT OF RECRUITMENT AND SELECTION PROCESSES ON ORGANIZATIONAL PERFORMANCE
1.4 Objectives of the Study
The following study objectives directed this research;
The purpose of this study is to assess the effects of recruitment and selection processes on organizational effectiveness.
To examine the effects of recruitment and selection processes on organizational effectiveness.
To examine the recruitment and selection policy.
To analyse the recruitment and selection process.
To assess the effects of recruitment and selection on the organizational effectiveness.
1.5 Statement of Hypotheses
(1) Effective recruitment policy does not improve workers job performance.
(2) Recruitment and selection programme is not adequately funded by organizations.
1.6 Scope of the Study
The study focussed on how recruitment and selection and affects organizational effectiveness in Auchi Polytechnic Auchi one of the top three Logistics firms in Uganda.
The study was conducted at Auchi Polytechnic Auchi, Plot 3-11 Buvuma Rd, Luzira Kampala the regional main office with the highest number of staffs, major functions, and source of secondary data necessary for this study as compared to the other offices and branches.
The study will cover a period of 1998-2011 since it is the period that has been marked by an increased number of freight forwarders, carriers, warehouse operators, ship agents & brokers, and clearing agents as opposed to prior 1998 when this sector was a monopoly of Government and a few private companies i.e. Intraship and Panalpin but today, there are over 200 players.
1.7 Significance of the study
- The study will be helpful in the streamlining of Auchi Polytechnic Auchi recruitment and selection policies and programmes into an effective one that can influence its effectiveness.
- The study will provide Auchi Polytechnic Auchi with a recruitment and selection handbook manual on how to hire the best employees in is employment process.
- The study will highlight the significance of an effective employment system to other firms in influencing organizational effectiveness, and provide them with a handbook on how to carry out successful recruitment and selection process.
- The study will provide literature for further research studies for IUIU students and others in the field of recruitment and selection in the polytechnic perspective.
1.8 Limitation of the Study
The research in the course of carrying out the research encountered of lot of problems which militated against the study the first problem accoutered by the researcher was the attitude of the staff of the institution under study (Auchi Polytechnic Auchi) who did not like to disclose some vital issues as they were termed confidential.
Another limitation was the attitude of the respondents to the research. Most of the respondents were suspicious of the researcher intention a addition, some of the respondents did not return the questionnaires distributed to them by the researcher.
Finally, the problem of inadequate current relevant textbooks in the polytechnic library incapacitated the researcher efforts in searching for more information that have enhanced the quality of his study.
1.9 Operational Definition of Terms
To enhance understanding the following terms are defined as used in t his study:
Policy: According to Evborokhaii (1982) policy s a planted or agreed coursed of action based on principle. They are decisions put together particularly by a person or group of persons as guide lines for achieving the goal or objectives within a specified period.
Recruitment: According to Asemota (2005) recruitment is the term used to express a firms act of pooling together a crowed of job applicants from the labour market, from which it intends to fill the vacant position through the interview process. The success of any organizations determined by the caliber of staff and it recruitment policy and selection policies.
Recruitment Policy: According to Osoba (2005) recruitment policy is the skill used to located and attract a good quality applicants. This is following marketing valid reliable and cost effective decisions about whom to select. There is need to review recruitment policies would attract good applicants.
Performance Appraisal: According to Osoba (2005). Appraisal is a direct fact to fact conversation between an interviewer and the interviewee on any subject that the interviewer wishes to establish source facts or obtain information.
Planning: According to Dele (1997): The setting goals and the means of reaching them are referred to as planning choosing among alternative course of action deciding inadequate and when should do it.
Human Resource: According to Jonathan (2003) human resources have to do with labour both skilled and unskilled available in any organization. It means the same thing as manpower they are used interchangeably in this research.
Personnel Development: According to Maynald (1970) personnel development is the process of improving the efficiency and effectiveness of an individual employee
Personal: According to Osoa (2005) personnel has to do with workers or the workforce in an organization
Selection: According to Osaba (2005) selection is the act of choosing the right person for a job effective selection improves the efficiency of an organization and ensures the job is well executed this is only possible where the right person is chosen for the job. productivity: According to Maleth (1976) productivity is the rate of production either increase of decrease in an output, which incentives workers can always increase theory rate of production.
Effect: According to Euborokhai (1982) effect has to do with strong impact of influence resulting from a new idea to theory.
Research: According to Ogie (2003) research is the systematic investigation to establish facts or principles or to collect information on subject.
Management: Management according to Ewere (1999) is the body of those in top position of authority or an organization.