Effect Of Recruitment Selection Placement On
Organizational Effectiveness (A Case Study Of Africa
Safety Insurance Company Okpara Avenue Enugu)
TABLE OF COTIENTS
1
Title page
Certification
Dedication
Acknowledgement
Table of contents
Abstract
CHAPTER ONE
1.0
Background information
1.1
Statement of the problem
1.2
Objective of study
1.3
Significance of study
1.4
Research Question
1.5
Hypothesis
1.6
Definition of terms
1.7
Organization of study
CHAPTER TWO
REVIEW OF LITERTURE
2
2.0
Recruitment police
2.1
Stages in the recruitment process
2.2
Recruitment defined
2.3
Recruitment and human resources
2.4
Effects of organizational reputation on recruitment
2.5
Developing sources of applicants
2.6
Recruitment sources.
2.7
Designing a recruitment programme
2.8
The effectiveness and evaluation of recruitment Selection
2.9
Types of selection problems associated with selection
CHAPTER THREE
RESEARCH METHODOLOGY
3.0
Introduction
3.1
Research design
3.2
Sampling procedure
3.2
Questionnaire design
3.3
Collection of data
3
3.4
Data analysis technique
CHAPTER FOUR
PRESENTATION AND ANALYSIS OF DATA
4.0
Introduction
4.1
Descriptive analysis
4.2
Hypothesis testing
4.3
Summary
CHAPTER FIVE
5.1
Discussion
Conclusion
Recommendation
Bibliography
LIST OF TABLE
4
Table 4.1 perception of the African safety insurance company. Staff on
whether they have received fringe benefit,
TABLE 4.2 Responses of the staff on type of benefit received.
TABLE 4:3 Responses of the staff of African safety insurance on the
classification of fringe benefit received.
TABLE 4.4 Views of the staff of African safety insurance on their assessment
of their salary as compared with their counterparts in other insurance company.
TABLE 4.5 Responses of the workers on their welfare as provided by the
company.
TABLE 4:10 Resources of their view o whether they have experienced any
external interference in the various affaires.
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CHAPTER ONE
INTRODUCTION
BACKGROUND INFORMATION.
The effectiveness of an organization is function of high intelling decision ad
policies manpower planning. It demands a goods knowledge of recruit, select
and place an employee in an organization to achieve the employee.
The proper application of recruitment, selection and placement, policies an
organization has been major concern of most personnel managers.
The proper application of recruitment, selection and placement, policies an
organization has been major concern of most personnel managers. Where any
the above mentioned procedures are not properly in the organization which in
turn affects its effectiveness?
The effect of recruitment, selection and placement of employees on
organizational emphasized. This is true because, it is can not be people are
brought into the organization and it serially forms the basis for acquiring good
quality employees in the organization will successfully achieve its objectives,
its objective will be accomplished if the right caliber of employees are
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recruited, selected and successfully placed since organization goals and not
different form the peers”
One of the test of an efficient personnel department is its ability of fill job
position promptly and adequately. This means that the department must know
the sources of different types of applicant for the job position that it has to full.
Recruit and selection alone are vital element commonly used in the process of
employment. After recruitment and selection has taken place, the paternal job
holder may either sent on training or not depending on the training needed and
of course the feasibility of training before being placed.
It is expected that recruitment selection and placement are associated with
some positive and negative effects on organizational effectiveness.
Under recruitment, the internal source which is one of the most useful, through
often neglected, sources of manpower recruitment policy is based on utilizing
present personnel through transfers, promotion, recalls from lay off or
retirement. This as a matter of fact, reduces the cost of spending in developing
sources of applicants eg advertising in newspaper radio and television etc. this
sources is known to very reliable, since it is dealing with employees whose
ability is already with finally result to organizational effectiveness
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There are also some disadvantages in over reliance on internal sources. It may
act as a shelter to project inefficient employees from active competitive
superior employees from outside the organization. In the contrast, having from
outside May help to reduce the inbreeding often associated with internal
sources.
The external source deals with people who are current employee by of the
company. The people that fall under this category are under employed
unemployed person, newly qualified applicant and dissatisfied workers.
These experienced outside employee will act like new brooms and they sweep
clean. They bring will enthusiasm, new ideas and organization. When
recruited, selected and placed in the right position.
Selection follows immediately after re recruitment. The essence of selection is
to mach applicant with job opening it is important to have through knowledge
of position to be filled coupled with the skills, abilities, aptitude and other
tracts of the applicant that will be necessary for success in position as to avoid
problem in associated with selection exercise ie a false positive error, a false
negative error, selection exercise reduce cost as it reduces turn over rate and
employee dissatisfaction.
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As quested by C.C Nwachukwu 1988, that placing an employee in a job that he
is not qualifies to do robs, him of his intrinsic satisfaction and make him doubts
his ability and because a threat to himself and the entire organization.
Therefore, as personnel mangers greater care should be taken in those
employment producer and policies by herring to manpower or human resources
requirements of various department and eliminating bias, favoritism and
increase organization effectiveness in term of output.
STATEMENT OF THE PROBLEM.
It is very essential a close look on policies that have effects on recruitment,
selection and placing in on organization as an issue enhancing or military
against the manipulation or manpower planning process as it relates to
personnel
Department of an organization as good and intelligent decision of the personnel
manger in choosing the right person, into the right position at the right time
brings emergence organization effectiveness.
This is true because there is no extents of advancement in technology that can
opt for a total with don’t of manpower rescues. Manpower must contribute
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conceptually and physically in one way or the other an the stages, in
collaboration with machinery to achieve a good divested objective or an
expected output. Hosts of the personnel mangers include in their policies the
placement of law level, inexperienced manpower as a measure in reducing cost
of living employees.
Actually, this positive match must reflect in the performance of the employee
as well as the organizational effectiveness. Then the main question is can the
effect recruitment selection and placement affect the organizational
effectiveness
OBJECTIVE OF THE STUDY
The purpose of this study includes the following.
To know the effect of recruitment selection and placement or organizational
effectiveness.
To discover most policies that pose problem in the operation of the
employment process.
To establish the need for proper placing of employees in the right position at
the night time.
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SIGNIFICANCE OF THE STUDY
This study is interned to throw more light on the controversial issue of whether
the effects of recruitment selection and placement can influence the
organizational effectiveness. These effects can be deduced form knowing the
various policies on recruitment evaluation of recruitment, problems associate
with selection exercise selection process steps in section process and properly
placement.
This study will also help fun manager scholars and the like to add to their
existing knowledge the positive and organization more over this study will help
us to be conversant policies. This will help in circumventing some hurdles at
the mite stage. this is true because there are no pervert devices to disclose the
traits of employee but to achieve or predicted success in personnel department
we can only use our accumulated knowledge based on the study of the effects
of recruitment selection and placement to attain our targeted objectives.
Therefore, this study will help in developing the intellectual vinous of the
research and as well add more personnel knowledge to the existing one.
It will also enlighten any reader who pick, on this work and will aid the readers
understanding on how the effects or recruitment selection and placement
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influences the organization effectiveness
RESEARCH QUESTION
THE FOLLOWING RESEARCH QUESTION WERE FORMATION
To what extent does your company occur due to inadequate fueling benefit?
To what extent has consultation of personnel manger and the employer?
What are the impact negotiation by the employer and employee?
What extent has external interference in the affair of the recruitment selection
and placement affected the organization effectiveness.
HYPOTHESIS
Ho- recruitment selection and placement of an employee have a progressive
effect on organization
H1- recruitment selection and placement of an employee have on effect an
organization
DEFINITION OF TERMS
Recruitment: This is the process of searching for prospective employee and
stimulating them to apply for job in the organization.
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SELECTION: This is a screeching device designed to scrutinize among
those, who have applied and who best jets the post so advertised
PLACEMENT: This involves matching accurately the deferent job vacancies
with the employee which centers primary on placement policy.
ORGANISATIONAL EFFECTIVENESS: This measured to a degree to
which the goals achieve the objectives. That means effectiveness could be
measured to a certain degree to which the means achieve the end.
ORGANIZATION OF STUDY
The presentation in this study is organized into five chapter one highlight the
introduction of the study and discusses the conceptual and theoretical
perspective relevant to the there of the study it cover the context of the
problem purpose of the study definition of terms the research hypotheses
significant of study.
Chapter two extensively reveal the review on the effects of recruitment
selection and placement on organization effectiveness.
Chapters four present the analysis and finding.
Finally, chapter five present the discussion conclusion and recommendation.
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