CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Contemporary
challenges that managers take related to the recruitment, placement and
orientation of the human aspect of the factor of production, because here the
success seems to be elusive as ever due to the dynamic nature of the
environment.
The
theme of the write up “the analysis of recruitment procedure, its effect on
productivity in Kaduna
State
Recruitment
in an organization includes all activities that managers engage in to develop a
pool of qualified candidates for open position. But it is more than this as it
involves selection which B the process by which manager determine the relative
qualification of job applicants and their potential for performing well in a
particular job. Thus, before actually recruiting and selector an employee,
managers needs to engage in tow important activities: human resource planning
and job analysis which are the basic upon which recruitment exercise is based.
Hence,
recruitment can be defied as the process of searching for prospective employees
and stimulating them to apply for jobs in am organization. It is often termed
“positive” because its objective is to increase the selection ratio, that is,
the number of applicants per job opening. An organization needs to attract more
candidates in order to increase the selection ratio so as to select the most
suitable out of all the candidates available.
The
process itself may be selection or pre-selective through choosing among the
various sources of supply: as well as the decision on which candidate should be
permitted to go through subsequent screening procedures. Thus, the procedures
involves in recruitment are definition of need which is move through planning
and job analysis, the sources and method to be used, the selection process,
placement and orientation or induction of nearly employed staff. All the above
will be done with the view to employing or recruiting an efficient and
effective person who is qualified and has the potential for contributing to the
organization productivity.
The
concept is applicable to the basic types of recruitment in modem organization i.e. internal recruitment which
includes job posting and biding, and external recruiting which involve,
unsolicited application, public recruiting agencies, private recruiting
agencies e.t.c But the write up is about procedures and its contribution to
efficient operation in Kaduna
State
Recruitment
procedures outline in details the specification taken. It appears to follow
different pattern’s from one organization to another, this differences is not
in recruitment itself but on the policy of the organization.
However,
the organization should develop this procedures in accordance with the
following concepts.
1.
Procedures are not ends unto themselves, they
are means to an end. The objective should be to develop a series of procedures
that will facilitate accomplishment of task with minimum effort.
2.
Procedures should be designed to facilitate
communication and co-ordination of various efforts.
3.
Effective operations require that
responsibility be clearly designed for the accomplishment of each procedure.
Failure to do so will result to overlapping to efforts and conflict between
operating personnel.
4.
Procedure permits management by exception “a
procedure should be establish at the lowest organizational level.
1.2 STATEMENT
OF THE PROBLEM
Like
any other organization Kaduna State water Board face some unavoidable problems
which act as hindrance to productivity, these problems may be as result of
recruitment of the wrong personnel, improper job descript from which also result in overlapping of function.
Thus,
the employee of personnel on the right job or in their area of specialization
enhances high productivity. Apparently, one does not talk about high level of
productivity or efficiency without taking about motivation which is also an
purporting instrument which increase the level of productivity in an organization,
this can be done after a proper selection, placement and orientation of the
employee.
1.3 OBJECTIVE
OF THE STUDY
It
should be borne in mind that the continue existence of any organization be it
private or public is depended upon an effective and efficient management of the
human resources of the organization and these goal can be achieved only through
the employment of the right personnel for the job, with the necessary
qualification and reterest in the job. Effective recruitment of staff to fill
job vacancies in an organization is a very important element of management of
an organization, because the organization can function well this the right
personnel at the right place, with the right perception of the job and derives
the right satisfaction for discharging his duties.
In
general the objectives of the study:
- To
find out how recruitment procedure are carried out in the organization
- To
identify problems which organization encounter in recruitment
- To
establish basic for future research on recruitment
- To
identify lapses in the recruitment procedure
- To
suggest ways of improvement during recruitment process
- To
suggest or recommends ways by which recruitment can be done, this will serve as
guide to administration of the corporation and similar organization.
1.4 STATEMENT
OF HYPOTHESIS
For
the purpose of this study, the following Hypothesis are set up:
Ho Application
of Recruitment procedure does not contribute to productivity of Kaduna State
Water Board.
H1 Application
of Recruitment procedure contributes to productivity of Kaduna State Water
Board.
1.5 SIGNIFICANCE
OF THE STUDY
Personnel
Recruitment
An
adequate personnel recruitment programme requires that the organization should
anticipate vacancies as fast as possible in advances Recruitment involves all
prospective applicants for job position in the organization. A good recruitment
programme is one that is property planned and well operated. Poor recruitment
efforts could head to the selection of poor applicants because positions are to
be filled too quackly. If a satisfactory recruitment effort is not made, a
company may be forced to lower its standards to accept marginal applicants. In
Nigeria where certain high-level manpower such as engineers, accountants,
doctors, architects, etc are in great demand, a proper recruitment effort must
be made if these types of position must be filled by qualified personnel.
Importance of Recruitment
The
factors that influence the type of recruitment to be made include:
1.
The quality and member of staff and positions
to be filled.
2.
The financial position of the company well
-to –do companies can afford to travel overseas, advertise in all news media,
and even employ the services of professional employment agencies.
3.
Availability of required staff within the
country
4.
Peculiar circumstances of the staff required.
Some quality staff required are often bended, have children at school or other
commitments that would make the assumption of duty in the company not feasible
in the immediate present.
The
recruitment of high-level manpower often requires canvassing if suitable
candidates are to be recruited. Sources of applicant.
The
internal source of applicants and concentrate on external sources. In many
organization, there are often individuates who are qualified to fill the
advertised position or who could do so with minimum training. Recruiting from
inside encourages rebreeding. In a sales position, recruiting from external
sources is often encouraged because salesmen are capable of divulging company
secret is to the competitor. Frequent prating of salesmen tends to increase a
company’s compensation level in comparison to the competitors. 3 above all, it
may be difficult to get these recruits to change their old practices.
Eternal Sources:-
The policy of an organization influences the source of applicants. Some
enterprises fill their high positions from within the organization and only
fill the lower position from outside. Other organizations have an open-door
policy which gives equal opportunity to both internal and eternal sources. It
must be emphasized that the specific source to be utilized depends on factors
such as the sized of the enterprise, the financial resources. Economic
conditions and time factor. The major sources of recruitment are:
1.
Within the company
2.
other companies (competitors customers and
non-competitors)
3.
advertisements
4.
educational institutions
5.
employment agencies
6.
unsolicited applicants
7.
processional organizations
8.
employee referral
9.
Unemployed labour.
It
is important for management to know
which source of recruitment that provides the best result many companies
do this through research and direct question to employees during the
reemployment interviews or during post employment interviews.
1.6
SCOPE
OF THE STUDY
The
scope of this study is restricted to Kaduna
State Nigeria Kaduna State Kaduna
State
1.7
LIMITATION
OF THE STUDY
Undoubtedly,
in writing a meaningful project of this nature, some difficulties are usually
encountered which if not properly handle can easily jeopardize the effort of
the writer, hence, among such problems are:
i.
TIME:- It
is generally belief that time constitutes one of the major factors that is
associated with project writing, it has date in which all project works must be
completed to avoid carry over into the next semester. As it is often said. “Time
is precious and time is money” thus, time constraint has been a setback to the
researcher, although effort was however made to over come it by way of personal
of sacrifice and time adjustment.
ii.
Cost of material is another limiting factor
due to the recession in the economy. This hindered smooth activities of the
researcher because without finance it will be of the difficult to carryout
project of this nature, which requires contact with respondent, printing and transportation.
Hence, the researcher has to resort to
other means i.e. forfeiting major project and making personal sacrifice for the
project work
iii.
Lack of adequate data needed for the write
up-this was due to the fact that there organizational secret, which must mot be
revealed to outsiders. However, information necessary for the project was made
available to the researcher. Though the
organization is situated in Kaduna
1.8 HISTORICAL BACKGROUND OF THE ORGANISATION
Kaduna
State Water Board is established as the North central water board and it came
with existence in May 1971 under the Edit No.2 of 1971 signed by the military
Governor, Brigadier Abba Kyari. The Board become a corporate body with
perpetual succession and common seal and has vested power to:-
1.
Control and manage all water works
2.
Establish, control, manage, extend and
develop such water works (old or new)
3.
Ensure that water is supplied to the public
at the public at reasonable changes and inadequate supply.
Kaduna
State Water Board being a social service board is not expected to be
profit-oriented organization, however, pursuant to the financial policy of the
board as laid down under section 20 of the Edit No.2 of 1971 the board has to
raise sufficient revenue form the sale of water to:
i.
Meet its day-to-day operating expenses
ii.
Pay any departmental service cost
iii.
Generate surplus revenue for future
extension.
The
Board is an autonomous board with member as may be appointed by the state chief
Executive usually one member from each local government area of the state. With
the growth in the population of Kaduna
1.9 DEFINITION OF TERMS
1.
Discharge:-
Is a disciplinary action given to an employee as the ultimate step or stage of
the progress discipline.
2.
Employment procedure. “This is the process whereby
the right channel of proper employment pattern is followed during the
recruitment exercise.
3.
External recruitment:- When an organization has
exhausted its internal supply of applicant, it has to recruit for outside
sources i.e. employee who has never work in the organization are employed to
fill available vacancy.
4.
Human resources management:- Includes all activities that managers engage in to
attract and retain employees and to ensure that they perform at a high level
and contribute to the accomplishment of organizational goals.
5.
Integrating test:- Are use to asses a job candidate
honesty.
6.
Internal recruitment:- Can be refer as job
positing i.e organization can make effective use of skills inventories for
identifying internal applicant for job vacancies, it is employing interested
employee to filled available vacancies.
7.
Interviews:-
Are the most common or popular selection process, it can be structure or
unstructured.
8.
Job analysis:- “Is the process of
identifying the tests, duties and responsibilities that make up a job i.e. the
job description. And for the knowledge, skill, and ability needed to perform
the job i.e. specification.
9.
Motivation:-
This the propelling forces that make one achieve positive result.
10. Orientation
or induction or initial training as the
guided adjustment of the employee to the organization and his work environment.
11. Performance test:- Measure job applicants
performance on actual job tastes.
Physical ability test:- Tress to measure the physical strength and stamina.
Placement:-
Is the process of putting the right personal into the right jobs.
Productivity:- Is the efficiency of work or productivity on relation between
result achieved and resources used over a definite period of time, it is the
ratio of output to input.
Public sector:- This is an extra ministerial
department or other departments apart from ministry which is self autonomous.
Recruitment:-
Includes all activities that managers engages in to develop a pool of qualified
candidate for open position.
Reference check:- Also known as background
investigation consist of verifying information given by an applicant or obtaining
additional information.
Reliability:-
Refers to the consistency of test scores overtime and across a alternative
measurement.
Selection:-
Is the process by which managers determine the relative qualification of job
applicants and their potential for performing well in a particular job.
Validity:-
Refers to the degree to which a test actual predicts or correlates with job
performance.