CHAPTER ONE INTRODUCTION 1.1 Background of the Study
Recruitment process is vital for every successful organization because having the right staff improves and sustains organizational performance. The impact of an organization’s selection system influences bottom-line business outcomes, such as productivity and financial performance a dream for any organization.
In the operations of any organization, recruitment and selection is one of the major function of the human resource department and recruitment process is the first step towards creating the competitive strength of organizations.Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. Accordingly, Recruitment and selection are conceived as the processes by which organizations solicit, contact and interest potential appointees, and then establish whether it would be appropriate to appoint any of them, Sisson (2014).
Recruitment process and selection are the two phases of the employment process but there is a difference between the two. The recruitment process is the searching for the candidates for employment and stimulating them to apply for jobs in the organization while selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.Similarly, the basic purpose of recruitment process is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization whereas the basic purpose of selection process is to choose the right candidate to till the various positions in the organization.
Recruiting is seen as a “positive process of generating a pool of candidates by reaching the „right‟ audience, suitable to till the vacancy” (Leopold, 2002), On the other hand, he stated that once these candidates are identified, the process of selecting appropriate employees for employment can begin. This means collecting, measuring, and evaluating information about candidates‟ qualifications for specified positions.
The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees. In addition, the effectiveness of an organization’s selection system can influence bottom-line business outcomes, such as productivity and financial performance. Hence, investing in the development of a comprehensive and valid selection system is money well spent. Recruitment process and Selection are vital processes for a successful organization, having the right staff can “improve and sustain organizational performance” (Petts, 2007).
Once an individual has been deemed fit to be employed the person is offered an appointment letter and given the conditions of his/her appointment and responsibilities. The individuals acceptance of the appointment is a contract to seal and accept the obligation of his/her for certain renumeration. Orientation is the next process after selection, the candidates chosen are oriented on how things are done in the organization, the culture, philosophy, policy, mission, objectives of the organization, working hours, place of work, performance standards benefit and facilities and names of the immediate officers.
Recruitment process can be said to be effective if the strategy or method used by the organization works out for them perfectly well. The effect of recruitment process can be measured by how many applicants are generated than there are positions to fill, the firm can be more selective. The problem is that more is not always better, the employer needs qualified, talented and hirable applicant.
1.2 Statement of the Problem
In recent years, there has been increase in the rate of business failure, closure and at worse,low productivity and in somecases; it was dueto low level of organizational performance. Recently, it has been discovered that recruitment in different organizations and mostly in the Nigerian civil service are weighed down by certain cultural factors that affect and violate meritocracy.
Factors such as ethnicity/tribe, religion, collective beliefs and gender differences has been seen to be challenges faced during recruitment process. Some organizations do not get suitable staff with the right talents, skills and good qualification to fill up the vacancies. Thus, in the light of these problems, this study seeks to examine the Impact of Recruitment Process on the Performance of Akwa Ibom State Civil Service.
1.3 Objective of the study
The major purpose of this study is to examine the Impact of Recruitment Process on the Performance of Akwa Ibom State Civil Service. Other general objectives of the study are:
1) To determine the influence of recruitment Process on the Performance of Akwa Ibom State Civil Service
2) To identify the problems of recruitment Process on the Performance of Akwa Ibom State Civil Service.
3) To ascertain the effect of effective recruitment Process on the Performance of Akwa Ibom State Civil Service.
1.4 Research Question
The study sought to provide answers to the following research questions:
1) What are the influences of recruitment Process on the Performance of Akwa Ibom State Civil Service?
2) What are the problems of recruitment Process on the Performance of Akwa Ibom State Civil Service?
3) How does effective recruitment Process affect Performance of Akwa Ibom State Civil Service?
1.5 Research Hypothesis
The following hypotheses were raised for this research:
1. Recruitment process does not significantly influence the Performance of Akwa Ibom State Civil Service.
2. Recruitment process does not significantly pose problems on the Performance of Akwa Ibom State Civil Service.
4. Effective recruitment process does not significantly affects the Performance of Akwa Ibom State Civil Service.
LIST OF TABLES
PAGES
Table 3:1: Sample Selection – – – – – – –
Table 4:1:1 Response to Research Question One – –
Table 4:1:2: Responses to Research Question Two – –
Table 4:1:3: Responses to Research Question Three – –
Table 4:1:4: Responses to Research Question Four – –
Table 4:2:1A: Observed Frequency for Hypothesis One –
Table 4:2:1B: Expected Frequency for Hypothesis One – –
Table 4:2:1C: Comparison of observed with expected
Frequencies for Hypothesis One – –
Table 4:2:2A: Observed Frequency for Hypothesis Two –
Table 4:2:2B: Expected Frequency for Hypothesis Two –
Table 4:2:2C: Comparison of observed with expected
Frequencies for Hypothesis Two – –
Table 4:2:3A Observed Frequency for Hypothesis Three –
Table 4:2:3B Expected Frequency for Hypothesis Three –
Table 4:2:3C Comparison of observed with expected
Frequencies for Hypothesis Three – –
Table 4:2:4A Observed Frequency for Hypothesis Four –
Table 4:2:4B Expected Frequency for Hypothesis Four –
Table 4:2:4C Comparison of observed with expected
Frequencies for Hypothesis Four – –
TABLE OF CONTENTS
PAGES
Title Page – – – – – – – – i
Approval Page – – – – – – – ii
Certification – – – – – – – – iii
Dedication – – – – – – – – iv
Acknowledgement – – – – – – – v
Abstract – – – – – – – – vii
List of Tables – – – – – – – viii
Table of Contents – – – – – – – ix
CHAPTER ONE
INTRODUCTION
- Background of the Study – – – – – – 1
- Statement of the Problem – – – – – 4
- Objectives of the Study – – – – – – 4
- Research Questions – – – – – – 5
- Statement of Hypotheses – – – – – – 5
- Significance of the Study – – – – – 6
- Scope of the Study – – – – – – 6
- Limitations of the Study – – – – – – 7
PAGES
- Organization of the Study – – – – – 7
- Definition of Terms – – – – – – 8
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1 Conceptual Framework – – – – – 10
2.1.1 Identification of existing vacancies – – – 12
2.1.2 Selection of Staff – – – – – – 14
2.1.3 Interview of employees – – – – – – 15
2.1.4 Placement and Induction – – – – – 16
2.1.6 Job description and specification – – – – 19
2.2 Theoretical Framework – – – – – 22
2.2.1 Resource Based View (RBV) theory by Barney, (1991) – 22
2.2.2 Objective Factor Theory by Ephraim (2015) – – 23
2.3 Empirical Review – – – – – – 23
2.3.1 Challenges of Recruitment process on the Performance of Akwa Ibom
State Civil Service – – – – – – 26
2.3.2 Solutions to the Challenges of Recruitment process on the
Performance of Akwa Ibom State Civil Service – – 27
PAGES
CHAPTER THREE
RESEARCH DESIGN/METHODOLOGY
3.1 Research Design – – – – – – – 29
3.2 Population of the Study – – – – – – 30
3.3 Sampling Technique – – – – – – 30
3.4 Sample size – – – – – – – 31
3.5 Instrumentation – – – – – – – 32
3.6 Plan for Data Analysis – – – – – – 32
3.7 Problems of Data Collection – – – – – 34
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND INTERPRETATION
- Analysis of Research Questions – – – – 35
- Research Question One – – – – – – 35
- Research Question Two – – – – – – 36
- Research Question Three – – – – – 37
- Research Question Four – – – – – – 37
- Test of Hypotheses – – – – – – 39
- Test of Hypothesis One – – – – – – 39
4.2.2 Test of Hypothesis Two – – – – – – 41
PAGES
4.2.3 Test of Hypothesis Three – – – – – 44
4.2.4 Test of Hypothesis Four – – – – – – 46
4.3 Discussion of Findings – – – – – 48
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND
RECOMMENDATIONS
5.1 Summary of Findings – – – – – – 51
5.2 Conclusion – – – – – – – – 52
5.3 Recommendations – – – – – – – 52
References
Appendix I
Appendix II
Chart Analysis