Effective recruitment and selection as a tool for achieving higher employee productivity in an organization.

Project Abstract

Recruitment and selection are critical processes in organizations that significantly impact employee productivity. Effective recruitment and selection strategies are pivotal in ensuring that organizations attract, select, and retain top talent, leading to higher levels of employee productivity. This research project aims to investigate the role of recruitment and selection practices in enhancing employee productivity within organizations. The study will examine various recruitment and selection methods, such as job advertisements, interviews, assessment centers, and psychometric testing, to determine their effectiveness in identifying and selecting candidates who are not only qualified for the job but also possess the necessary skills and attributes to excel in their roles. Additionally, the research will explore the importance of aligning recruitment and selection processes with the overall organizational goals and culture to ensure a good fit between the employee and the organization. Furthermore, the project will investigate the impact of recruitment and selection on employee engagement and motivation, as engaged and motivated employees are more likely to be productive and contribute positively to organizational success. By selecting candidates who are not only competent but also aligned with the organization's values and goals, organizations can create a workforce that is highly engaged and committed to achieving excellence. Moreover, the study will analyze the relationship between effective recruitment and selection practices and employee turnover rates. High turnover can be detrimental to employee productivity as it leads to disruptions in workflow, loss of institutional knowledge, and decreased morale among remaining employees. Therefore, by implementing robust recruitment and selection processes that focus on finding candidates who are a good fit for the organization, organizations can reduce turnover rates and maintain a stable workforce, leading to higher levels of productivity. In conclusion, this research project will contribute to the existing body of knowledge on the importance of effective recruitment and selection practices in enhancing employee productivity within organizations. By identifying best practices in recruitment and selection and understanding their impact on employee engagement, motivation, and turnover, organizations can develop strategies to attract, select, and retain top talent, ultimately leading to improved productivity and organizational performance.

Project Overview

<p> <b></b></p><p><b><b>INTRODUCTION</b><b><br></b></b></p><p><b><b></b></b></p><b><b><p>1.1 &nbsp; &nbsp;<b>BACKGROUND<br>OF THE STUDY</b></p><p><b></b></p><b><p>It is no doubt that the achievement of<br>the corporate objectives largely depends on the caliber of human resources or<br>personnel factors that make up such organization. Since, the survival of any<br>ideal organization is a function of the nature and quality composition of such<br>venture. This crucial fact influenced the recruitment and selection practices<br>with special emphasis to first Banks Plc.</p><p>&nbsp; &nbsp; &nbsp; &nbsp;</p><p>In many organizations, the<br>reasonability for the choice of new employee is shared between line management<br>and human resource department. The human resource department should be<br>competent to advice on the most modern and best techniques and practices as<br>well as provide a professional support and monitoring service, while line<br>management is involved in the final decision as to who does or does not work in<br>their department. It is therefore very glaring that line managements must be<br>trained, and advised in selection matters especially interviewing.</p><p>&nbsp; &nbsp;</p><p>The need for recruitment and selection<br>in any organization depends upon the number of existing vacancies to be filled<br>or new post to be created. Generally speaking, the conducts of recruitment and<br>selection processes are cost involved and such could be advertising cost,<br>testing cost, interviewing, placement and event employment cost. In view of<br>these, there is much need for any ideal organization to exhibit the concept of<br>seriousness, commitment, merit selection and organizational diplomacy in the<br>conduct of recruitment and selection exercises. Once organizational yield to<br>these facts, it would go along way to influence the velocity of the attainment<br>of corporate objectives and also reduce the rate of labour turnover drastically,<br>First Bank Plc would be not be exemption.</p><p>Recruitment according to “Thomas H.<br>Stone” is a systematic and organized procedure where potential employees are<br>obtained for selection and placement in the organization through a variety of<br>sources.</p><p><b><i>The sources can be from the following</i></b>:</p><p>1. &nbsp; Institutions e.g. universities,<br>polytechnics, colleges of education</p><p>2. &nbsp; Recruitment agencies, such as Author<br>Andrew, Omoloye and Associate etc.</p><p>3. &nbsp; relative and friends</p><p>4. &nbsp; labor exchange e.g. labour minisry i.e.<br>ministry of labour and productivity.</p><p>5. &nbsp; Internal labour market</p><p>After recruitment, selecton is the next<br>step in the employment process. The main purpose of selection is to choose<br>individuals that are most likely to succeed on the job from these that are<br>available or responded to the advertisement or limitation to apply for the job vacancies.</p><p>The human element has been considered<br>the most crucial in the attainment of any organizations objectives. Therefore,<br>selection procedure involve the screening of candidates according to the<br>progressive series of steps designed to eliminate those who in some says are<br>unsuitable. It involves submitting a comprehensive information or data on the<br>applicant and conducting physical or medical examination, aptitude test,<br>interview and reference checks on the applicant.</p><p>Once an individual has been deemed fit<br>to be employed, the person is offered an appointment letter and given the<br>conditions of his/her appointment and responsibilities. The individuals<br>acceptance of the appointment is implicitly a contract to seal and accept the<br>obligation of his/her appointment and perform his/her duties that assigned to<br>him/her for a certain remuneration.</p><p>1.2 &nbsp; &nbsp;<b>STATEMENT OF THE PROBLEM</b></p><p><b></b></p><b><p>The recruitment and selection policies<br>of first Bank Plc have been claimed to be inefficient and inefficient, hence<br>the research intends to seek remedies to <br>this occurrence.</p><p>&nbsp; &nbsp; &nbsp; &nbsp;</p><p>Crime such as fraud, human errors and<br>time spend by customers in the bank before being attended to have become a<br>major problem to the management. High labour turn-over as a result of the new<br>generation banks has equally become a teething problem. Hence the following<br>questions are designed.</p><p>– &nbsp; &nbsp; &nbsp; What are the recruitment and selection<br>problems in Nigeria<br>particularly first bank Plc?</p><p>– &nbsp; &nbsp; &nbsp; Can<br>recruitment and selection procedure have and effect on organizational<br>performance?</p><p>– &nbsp; &nbsp; &nbsp; How<br>can we achieve and selection process?</p><p>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br>&nbsp;</p><p>1.3 &nbsp; &nbsp;<b>AIMS AND OBJECTIVE OF THE STUDY &nbsp; </b></p><p><b></b></p><b><p>a. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br>to<br>access the efficiency and effectiveness of first bank of Nigeria Plc<br>recruitment and selection policies as<br>well as comparing them to the practices.</p><p>b. &nbsp; &nbsp; &nbsp; &nbsp; <br>&nbsp;To find out the effectiveness of recruitment<br>and selection pressures used. And recommend possible improvement.</p><p>c. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br>To<br>access and ensure the employment of competent and well qualified <br>staff that care able, willing and<br>capable of working with the best of<br>their ability toward achieving greater productivity as well as organizational<br>objective according to the required standard. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; </p><p>d. &nbsp; &nbsp; &nbsp; &nbsp; <br>To<br>access and ensure the total eradication of bias and favouritism and also to<br>exhibit justice and fair play in terms of recruitment and selection exercise<br>undertaking to fill in, the vacant spaces in an organization.</p><p>e. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br>To<br>determine the judicious maintenance of both human and material resources in the<br>organization.</p><p>1.4 &nbsp; &nbsp;<b>STATEMENT OF THE HYPOTHESIS</b></p><p><b></b></p><b><p>This project is an attempt to find &nbsp; out how a recruitment and selection<br>procedure is conducted in first Bank Plc. In this regard, the researcher<br>formulated hypothesis. These hypothesis are classified into null and alternative<br>hypothesis.</p><p><b>Ho:</b>&nbsp;Effective recruitment and selection<br>procedures have no effect on employees’ productivity. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; </p><p><b>Hi:</b>&nbsp;Effective recruitment and selection<br>procedures have effect on employees’ productivity. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; </p><p>1.5 &nbsp; &nbsp;<b>SIGNIFICANCE OF THE STUDY</b>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;</p><p>The importance of this study stems from<br>the fact that employment of workers involves first of all a deliberate process<br>of manpower planning to determine the right kind of workers and right number of<br>workers required for efficient and effective operation of the organization<br>work.</p><p>It also provide further lectures to<br>students and general public at large for a critical assessment of the<br>importance and vital role of recruitment and selection of workforce and its<br>impact on organization with particular reference to first bank of Nigeria Plc.</p><p>1.6 &nbsp; &nbsp;<b>SCOPE AND LIMITATIONS OF THE STUDY</b></p><p><b></b></p><b><p>The geography of this research work is<br>confirmed to the First Bank Plc Kaduna headquarter. But however as a financial<br>institution that have live above board for many decades, it has several<br>branches both within and outside the<br>state, but with its headquarters at Lagos.<br>All branches are however answerable to</p><p>the headquarter as major managerial<br>decisions are often initiated there. As such first hand information for this<br>research for this research would have been readily available there.</p><p>In writing this research thus, one is<br>bound to be confronted by certain constraints which often become a “clog in the wheel of<br>progress”. The study is not exempted<br>from these obstacles. Time constraints, school schedules, financial handicap<br>and all other culminates in dwarfing my effort. At the bank again, getting the<br>attention of the top management, other staff and customers readiness divulge<br>information often turn difficult as most <br>are completely engaged in their <br>ever demanding duties. Equally, the preparation and administering<br>questionnaires all attracts cost which constituted to limit its spray. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; </p><p>1.7 &nbsp; &nbsp;<b>HISTORICAL BACKGROUND OF FIRST BANK PLC</b></p><p>For over a century now, first Bank<br>Nigeria Plc has remain a distinctive banking institution and a major<br>contributor to the economic advancement and development in Nigeria. A shipping Mogule sir<br>Alfred Jones from Liverpool founded the bank.<br>At infancy the bank commence as a small operation in the office of Elder<br>Demster and company in Lagos.<br>In March 31st 1894, it was incorporated as a limited liability<br>company with head office in Liverpool. Under the corporate name of the Bank of<br>British west Africa (BBWA) to started business with a paid up capital of 12,000<br>pounds sterlin after absorbing its predecessors the African banking corporation<br>which was established earlier in 1892. this giant step signaled the pre-eminent<br>position which the bank was to occupy in the banking industry in west Africa.</p><p>In its early years of operation, the<br>bank recorded an impressive growth and<br>work abreast with the colonial government in performing the traditional<br>function of a central bank. These functions includes among others. Issuance of<br>spaces in the west Africa sub region to justify its west Africa coverage. A<br>branch was opened in Accra (Gold coast) Ghana in1896, and in Freetown, sierra Lenone in 1898.</p><p>These heralded the genesis of the<br>bank’s international operations. Progressively in Nigeria<br>a branch was opened in the old Calabar<br>in 1900 and two years later, service<br>were extended to the northern Nigeria.<br>With 336 branches spread throughout the federation, the bank maintains the<br>largest network in the industry in Nigeria. To satisfy the needs of<br>its customers, First Bank has diversified into a wide range of banking service<br>and activities which include among others: corporate and retail banking<br>registrar ship, trusteeship and insurance brokerage. In addition, as part of<br>its strategy to progressive internalization in November 2002, the bank became<br>the fist financial institution in Nigeria<br>to establish a subsidiary bank in the UK. Over the year the bank has<br>experience a blossoming growth. With a share capital of N55.6 million in 1980,<br>the banks share capital grew to N813 million as at March 2001. The bank’s total<br>assets – base was N212 billion while its deposit base stood at N148.3 billion<br>as at March N41.55 billion i.e. N22.5K/share as at March 2001.</p><p>To reposition and take advantage of<br>opposition in the changing environments, the bank embarked on several<br>restructuring initiative in 1957, it changed name from bank of British West Africa<br>to bank of West Africa. In 1969, the bank was<br>incorporated locally as standard bank of Nigeria limited in line with the<br>company’s decree of 1968. Changes in the names of the bank also occurred in<br>1979 and 1991, to first bank of Nigeria<br>limited to first bank of Nigeria Plc respectively. In 1985, the introduced a<br>decentralized structure with five regional administrations. This was<br>reconfigured in 1992 to enhance the bank’s operational efficiency in 1996, the<br>bank introduced the FBN Century II project to revolutionize its operations in<br>line with the dynamics of the environment. FBN got listed on the Nigerian stock<br>exchange NSE in March 1971 and has won the NSE president merit award nine times<br>for the best financial report in the banking sector.</p><p>The bank has continued to be a leader<br>in financing long-term development of the economy, which was demonstrated in<br>1947 when the long term loan was advanced to the then colonel government.</p><p>1.8 &nbsp; &nbsp;<b>DEFINITION OF KEY TERMS</b>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;</p><p>To make a research work such as this comprehensive to even an<br>average reader, it became every <br>important to define some salient features involved in the theme. These salient terms are defined as follows:</p><p>a. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br><b>MANAGEMENT</b>: <br>The term management is defined as a process of planning, organizing,<br>directing, coordinating and controlling material and non-material resource<br>toward achieving organizational objectives. &nbsp; &nbsp;</p><p>b. &nbsp; &nbsp; &nbsp; &nbsp; <br><b>RECRUITMENT: </b>Is the process of searching for<br>prospective employees stipulating them to apply for job in an organization.</p><p>c. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br><b>SELECTION: </b>Is the process which involves series of<br>activities aimed at identifying the best candidate for job or positions from<br>the pool of the recruits.</p><p>d. &nbsp; &nbsp; &nbsp; &nbsp; <br><b>MANPOWER: </b>The number of workers needed or<br>available to do a particular job.</p><p>e. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br><b>POLICY: </b>A plan of action agreed or chosen.</p><p>f. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br><b>PRODUCTIVITY: </b>Unit of output per work machine hour or<br>total output/total input.</p><p>g. &nbsp; &nbsp; &nbsp; &nbsp; <br><b>EFFECTIVENESS: </b>Is producing the result that is wanted<br>or need in producing a successful result.</p><p><b>ORGANIZATIONAL:</b>&nbsp;Structure of relationship<br>so as to get the work done.</p></b></b></b></b></b></b></b><br> <br><p></p>