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 there 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 Nigerian
Bottling Company”, the basic concept is recruitment.
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 two important activities: human resource planning and job analysis
which are the basic upon which recruitment exercise is based.
Hence, recruitment can be defined as
the process of searching for prospective employees and stimulating them to
apply for jobs in an 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
of 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 of
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 modern organization i.e. internal recruitment
which includes job posting and biding, and external recruiting which involve,
unsolicited application, public recruiting agencies, private recruiting
agencies etc but the write up is about procedures and its contribution to
efficient operation in Kaduna State Water Board.
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
organization area.
1.2 STATEMENT OF THE PROBLEM
Like any other organization, Nigeria
Bottling Company for some unavoidable problems which act as hindrance to productivity,
these problems my be a 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 dependent 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 interest 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 for the
right personnel at the right place, with the right perception of the job and
derives of 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 server
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 bottling company.
Hi Application of recruitment procedure
contribute to productivity of bottling company.
1.5 SIGNIFICANCE OF THE STUDY
Personal 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 quickly. 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
individuals 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
sales men are capable of divulging company secret is to the competitor.
Frequent prating of sales men 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.
External Sources: The policy of an organization influences the source of applicants. Some
enterprises fill their high positions from whtin 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 external sources. It must be
emphasized that the specific source to be utilized depends on factors such as
the sized of the enterprises, 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
Coca-Cola Bottling Company, the study is restricted to Kaduna State Bottling
Company. The scope of this study covers the recruitment procedure and its
effect on productivity of the Coca-Cola Bottling Company as practiced.
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 not be revealed to outsiders. However,
information necessary for the project was made available to the researcher.
Though the organization is situated in Kaduna
notwithstanding transportation problems attempts to cripple the efforts of the
researcher in the area of data collection.
1.8 HISTORICAL BACKGROUND OF THE CASE STUDY
The Nigerian Bottling Company (NBC)
is a Greek-own company with branches in more than 180 countries all over the
world including Nigeria.
Nigerian Bottling Company (NBC)
makers of Coca-Cola, Fanta and Sprite etc, first came to Nigeria in 1953 with its first plant established
in Lagos. It
was the beginning of an existing story of growth and development particularly
during the past 12 years. Nigeria Bottling Company is today Nigeria’s
number one bottler of soft drinks as claimed by the Marketing Manager of the
company, selling mix than eight million bottles per day, a figure which is
still growing with the continuing expansion of the existing plants and the
opening of new plants in various parts of the federation. Fanta is by far
number one best seller in the orange segment and sprite the most widely sold
Lemon drink in Nigeria.
Other products bottled by Nigerians Bottling Company includes: Ginger Ale,
Fanta Tonic, Bitter Lemon, Tonic Water, Soda Water, etc. Nigerian Bottling
Company is a subsidiary Company of Leventis Group, which serves as its parent
company. The Nigerian Bottling Company has two sections – soft drinks section
and agricultural section.
The company now operates on
large-scale agricultural programmes with two firms situated at Zaria
in Kaduna state, it established three depots
under Kaduna plants, they are Abuja,
Zaria and
Minna.
The plants in Kaduna is headed by a
Plant Manager to whom fine sectional heads report, the section that make up the
plant and who are to report to the plant manage are clinic, ales, productions,
accounting, engineering.
1.9 DEFINITIONS 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 into
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 assess to job candidate honesty.
6. Integrating
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.
12. Physical
Ability Test: Tress to measure the physical strength and stamina.
13. Placement:
Is the process of putting the right personal into the right jobs.
14. 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.
15. Public
Sector: This is an extra ministerial department or other departments apart
from Ministry, which is self autonomous.
16. Recruitment:
Includes all activities that managers engages in to develop pool of qualified
candidate for open position.
17. Reference
Check: Also known as background investigation consist of verifying
information given by an applicant or obtaining additional information.
18. Reliability:
Refers to the consistency of test scores overtime and across a alternative
measurement.
19. Selection:
Is the process by which managers determine the relative qualification of job
applicants and their potential for performing well in a particular job.
20. Validity:
Refers to the degree to which a test actual predicts or correlates with job
performance.