CHAPTER ONE: INTRODUCTION
1.0 INTRODUCTION
Organization is a group of people with different roles that are coordinate to achieve its overall goal and objectives.
Organization try to seek for people whose skills, talents, experiences and abilities meet their requirement in terms of the job. However, this can only by ensured through recruitment exercise selection and placement policies. The recruitments, selection and placement policies must be objective. Objectivity is a good issue but is hardly achieved in the ordinary course of discharging our daily duties because of so many factors ranging from nepotism, tribalism, favoritism etc.
The greatest asset to any organization is its human resources since it determine the output of the organization in relation to quality. Ideology success in any organization is determined by how well the human resource fits in their various positions. Organization is like a human being that has various parts that are interrelated and the mal functioning of one part affects the well being of the other parts. So, when the ineffectiveness of a policy on say recruitment is not corrected in good time, then the whole system will be rendered useless.
1.1 STATEMENT OF RESEARCH PROBLEM
The effectiveness of the recruitment selection and placement policies of organization plays a vital role in promoting and supporting its growth and development this is because of clear cases in dailies posters etc and announcement we hear in Radio and Television seeking for applicants to apply for job vacancy. However, therefore clear cases where applicants complain of not been successful in recruitments exercise because they lack what Nigerians term as “God Fatherism” and other factors that are negative to rational behavior. The some factor is also affecting the selection and placement policies of organization as the three concepts are well interrelated. Also, there are various policies ranging from government policy, qualification requirement catchment areas etc which organization must abide by and which might sometimes be considered good but wrong in some situations or circumstances.
In many circumstances also, organization are negligent in their discharge of recruitment, selection and placement function because of their inability to subordinate their interest to that of the organization.
Situations were seen where people are being placed based ion
informal relationship with functional managers, sectionalism, nepotism etc all in the name of inability of people to subordinate their interest to that of the organization. It has become difficult for people to shun such negative behaviours and it is done at the expense of the organization.
Every organization objective is achieved through quality human resources thus, the recruitment, selection and placement policies should be primal and well implement.
1.2 RESEARCH QUESTIONS
Following the objective of justifying. The effectiveness of the recruitment, selection and placement policies of organization in Nigeria, there are some research question that were considered in this study.
1. The factors that are affecting individual performance in an organization?
2. Are there relationships between the recruitment, selection and promotions in an organization?
3. The effect of individual performance or behavior on recruiting, selection and promotions policies in an organization?
1.3 AIMS AND OBJECTIVES
The overall objective of the study is to find out how effective the recruitment selection and placement policies of organization are in Nigeria. Significantly, the study tries to show the extent to which factors such as qualification requirement, government policy etc has been wrongly perceived by individuals and organization.
The study tries to portray the need for effective recruitment, selections and placement policies in organization in order to achieve the organization objective.
Furthermore, the study tries to identify various factors that are social in nature e.g. tribalism, nepotism etc and their consequence to the effectiveness of recruitment selection and placement policies of
organizations is Nigeria.
1.4 SIGNIFICANCE OF THE STUDY
The study tries to identify various social and personnel factors that have become part of individuals and there influence to the day activity and hold well practicing managers can get rid of such factors so as not to influence their decision. So it is important for managers to rein source on their behaviour in executing their recruitment, selection and placement function in their respective organizations. The study is also important to interested readers to know more about the recruitment, selection and placement policies of organization in Nigeria and prepare their mind in the area own interest.
Furthermore, the study will serve as a good base for further research on the effectiveness of recruitment, selection and placement policies of organization in Nigeria.
It is right to say that remain uncompleted because of some
limitations. One of such limitations is the researcher not being a genius in terms of combating the problem that may arise from wrong perception, since things might not necessarily be the way they are been perceived because of fundamental error of perception.
Also, most of the data the researcher would have got from organization will not be available as no organization will want to be associated with some act of informality and misdeeds and as such questions regarding such act will be shun and remain completely untreated or not answered.
1.5 SCOPE AND LIMITATIONS
The study is focused on the effectiveness of recruitment, selection and placement policies of organization in Nigeria. The study tries to cover the private sector such as the first and new generations’ banks, production organizations such as coca-cola pic (Nigeria bottling company) textiles companies around Kano etc and the public sector such as ministry of education, labour and productivity. Power and steel, defence communication etc.
The study tries to examine a systematic approach used by
organizations in Nigeria in order to execute the management function of recruitment, selection and placement of workers and the extent to which these policies are effective to the overall attainment of the organizations human resources or personnel objective e.g. reduction in personnel turnover.
1.6 HYPOTHESIS
The hypothesis to be tested in this study by the researchers is;
H0: The various factors that are personnel and social to an individual and their effect on recruitment, selection and placement in organizations.
H1: The relationship between recruitment, selection and
placement policies and workers productivity in organizations.
H2: The extent to which recruitment selection and placement policies affects the human resource or personnel behavior and hence their productivity. Also how well are policies implemented in organization?
1.7 DEFINITION OF CONCEPTS
POLICIES: This is the way and manner that activities in
organizations are standardized. It must be followed and violations of any will be strongly disapproved by members of the organization. NEPOTISM: The act of doing things that are suppose to please the general society, but pleasing only family members at the detriment of the larger society.
FAVOURITISM: Doing things to people on favour such as relation
to the elites or the riches, being friends for long etc.
GOD FATHERISM: A strong connection that connects one to an organization and will be favored in terms of benefits accruing from anything in such organization.