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The effect of recruitment, selection placement on organizational effectiveness

 

Table Of Contents

<p> </p><p>Title page &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; ii</p><p>Approval page &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;iii</p><p>Dedication &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;iv</p><p>Acknowledgement &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; v</p><p>Abstract &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; vi</p><p>Table of content &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;vii</p><p><strong>

Chapter ONE

</strong></p><p><strong>INTRODUCTION &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;</strong></p><p>1.1 &nbsp; &nbsp; &nbsp;Back ground of study &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;1</p><p>1.2 &nbsp; &nbsp; &nbsp;Statement of the problem &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;4</p><p>1.3 &nbsp; &nbsp; &nbsp;Objective of study &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;4</p><p>1.4 &nbsp; &nbsp; &nbsp;Research questions &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; 5</p><p>1.5 &nbsp; &nbsp; &nbsp;Research hypothesis &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; 6</p><p>1.6 &nbsp; &nbsp; &nbsp;Significance of the study &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;7</p><p>1.7 &nbsp; &nbsp; &nbsp;Scope and limitation of study &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; 8</p><p>1.8 &nbsp; &nbsp; &nbsp;Definition of operational terms &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;9</p><p>

Chapter TWO

<strong>REVIEW OF RELATED LITERATURE</strong></p><p>2.1 &nbsp; &nbsp; &nbsp;An overview &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; 12</p><p>2.2 &nbsp; &nbsp; &nbsp;History and concept of recruitment &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;12</p><p>2.3 &nbsp; &nbsp; &nbsp;Recruitment Approaches &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; 17</p><p>2.4 &nbsp; &nbsp; &nbsp;Development of recruitment in an organization &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; 25</p><p>2.5 &nbsp; &nbsp; &nbsp;The effects of recruitment on organizational</p><p>reputation &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; 35</p><p>2.6 &nbsp; &nbsp; &nbsp;Meaning and purpose of recruitment &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; 37</p><p>2.7 &nbsp; &nbsp; &nbsp;The impact of recruitment in an organization &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; 40</p><p>2.8 &nbsp; &nbsp; &nbsp;The role of recruitment on organizational</p><p>goal attainment &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;44</p><p>2.9 &nbsp; &nbsp; &nbsp;Problems of recruitment in an organization &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; 47</p><p>Reference</p><p>

Chapter THREE

RESEARCH METHODOLOGY AND DESIGN</p><p>3.1 &nbsp; &nbsp; &nbsp;An overview &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; 58</p><p>3.2 &nbsp; &nbsp; &nbsp;Sources of data &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;58</p><p>3.2.1 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;Primary sources of data &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;59</p><p>3.2.2 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;Secondary data &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; 59</p><p>3.3 &nbsp; &nbsp; &nbsp;Population of study &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;60</p><p>3.4 &nbsp; &nbsp; &nbsp;Sample size and sampling techniques &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;61</p><p>3.5 &nbsp; &nbsp; &nbsp;Instrument used in selecting sample size &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; 64</p><p>3.6 &nbsp; &nbsp; &nbsp;Validity and reliability of instrument used &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; 65</p><p>3.7 &nbsp; &nbsp; &nbsp;Method of data presentation and analysis &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;66</p><p>

Chapter FOUR

DATA PRESENTATION, ANALYSIS AND DISCUSSION OF FINDINGS</p><p>4.1 An overview &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;70</p><p>4.2 Data Presentation &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;70</p><p>4.3 data analysis &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; 73</p><p>4.4 testing of hypothesis &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; 75</p><p>4.5 Discussion of findings &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; 82</p><p><strong>

Chapter FIVE

&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; </strong></p><p>SUMMARY OF FINDINGS CONCLUSION AND RECOMMENDATIONS</p><p>5.1 &nbsp; &nbsp; &nbsp;Summary of findings &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; 84</p><p>5.2 &nbsp; &nbsp; &nbsp;Conclusion &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; 85</p><p>5.3 &nbsp; &nbsp; &nbsp;Recommendation &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;86</p><p>5.4 &nbsp; &nbsp; &nbsp;Suggestion for further studies &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;87</p><p>Bibliography</p><p>Appendixes</p><p>Sample questionnaire</p> <br><p></p>

Project Abstract

<p> <em>The effect of recruitment, selection and placement of an employee in the right position in organization cannot be over emphasized. One of the test of an efficient personnel department is its ability to fill job position promptly and adequately. This means that the department must know the source of different type of applicants for the job position that it has to fill. Recruitment and selection alone are not the only vital elements commonly used in the process of employment. After recruitment and selection have taken place, the job holders may either be sent on training or not depending on the training needed and of course the feasibility of training before being placed under recruitment, the internal source which is one of the most useful, through often neglected.</em><em>&nbsp;The information for the study was collected using primary and secondary methods of data collection. For the primary data collection, questionnaires, personal observations and oral interviews were used while existing literature relevant to the topic was consulted for the secondary data. The researcher used chi-square statistical model to analyze the data. The major findings were </em><em>The personal selection and development junction of management are not separate activities, but are parts of a continuous process directly focusing on the acquisition and maintenance of human resources in business concern. The selection and development of workers should not be isolated from other organizational process because all total system of organizational behaviour. The researcher made the following recommendations Organization should have a set standard which can be used to measure performance and to enable them depict they are of the policy. The recruitment prediction should be used on the cost and benefit analysis to achieve an intelligent personnel decision.</em> <br></p>

Project Overview

<p> </p><p><strong>INTRODUCTION</strong></p><p><strong>1.1 &nbsp; &nbsp; </strong><strong>BACKGROUND OF THE STUDY</strong></p><p>The effectiveness of an organization is a function of higher intellectual decision and quality manpower planning. It demand and knowledge to recruit, select and place an employee in the right position for an organization to achieve the organizational objectives. The proper application of recruitment, selection and placement of policies in an organization has been the major concern of most personnel managers.</p><p>The effect of recruitment, selection and placement of an employee in the right position in organization cannot be over emphasized. One of the test of an efficient personnel department is its ability to fill job position promptly and adequately.</p><p>This means that the department must know the source of different type of applicants for the job position that it has to fill.</p><p>Recruitment and selection alone are not the only vital elements commonly used in the process of employment. After recruitment and selection have taken place, the job holders may either be sent on training or not depending on the training needed and of course the feasibility of training before being placed under recruitment, the internal source which is one of the most useful, through often neglected. Source of manpower recruitment policy is based on utilizing present personnel through transfers, promotion, recalls from lay off or retirement.</p><p>This as in matter of fact, reduced the cost spending in developing source of applications advertising in Newspaper, radio and television etc. This source is known to be very reliable since it deals with employees whose ability is already known which finally suits to organization effectiveness.</p><p>In the contrast, having from outside may use to reduce the inbreeding often asserted with internal source. The external source deals with people who are current employed of the company. The people that fall under this category are under employed, unemployed person, newly qualifies applicants and dissatisfied workers selection follows immediately after recruitment.</p><p>As cited by C.C. Nwachukwu 1988, that placing an employee in a Job that is not qualified and make him of his intrinsic satisfaction and makes him doubt &nbsp; his ability hence a threat to himself the entire organization. Therefore, personnel managers greater care should taken by herring to manpower or human resources requirements of various development and eliminating bras, favouritism and increase organization effectiveness in tram of output.</p><p><strong>1.2 &nbsp; &nbsp; </strong><strong>STATEMENT OF PROBLEMS</strong></p><p>· &nbsp; &nbsp; &nbsp; &nbsp;Poor system of recruitment and selection staff affecting organizational performance in African safely insurance company.</p><p>· &nbsp; &nbsp; &nbsp; &nbsp;Improper policy implementation hampering the operational performance of African Safely insurance company.</p><p>· &nbsp; &nbsp; &nbsp; &nbsp;Improper placement of the employees at the right position in the organizational performance in African safely insurance company.</p><p>· &nbsp; &nbsp; &nbsp; &nbsp;The employees of the organization are not properly placed at the right position at the right time.</p><p><strong>1.3 &nbsp; &nbsp; </strong><strong>OBJECTIVE OF THE STUDY</strong></p><p>The purpose of the study included the following:-</p><p>i. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;To know the effect of poor system of recruitment, selection and placement on organizational effectiveness.</p><p>ii. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; To expose the reason behind implementation in African safety insurance company.</p><p>iii. &nbsp; &nbsp; &nbsp; &nbsp; To examine the system of recruitment and selection of staff and hoe it affects organization performance in African safety insurance company.</p><p>iv. &nbsp; &nbsp; &nbsp; &nbsp; To find out why there is improper placement of the employees at the right position in the organization.</p><p><strong>1.4 &nbsp; &nbsp; </strong><strong>RESEARCH QUESTION</strong></p><p>i. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;are there effects of recruitment selection and placement on organizational effectiveness in African safety insurance company.</p><p>ii. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Are there policies that problems in the operational performance of African safety insurance company.</p><p>iii. &nbsp; &nbsp; &nbsp; &nbsp; Are there effects of non placement of position and at the right time on the performance of the organization.</p> <br><p></p>

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