Effective recruitment and selection as a tool for achieving higher employee productivity in an organization.

Thesis Overview

<p> <b></b></p><p><b><b>INTRODUCTION</b><b><br></b></b></p><p><b><b></b></b></p><b><b><p>1.1 &nbsp; &nbsp;<b>BACKGROUND<br>OF THE STUDY</b></p><p><b></b></p><b><p>It is no doubt that the achievement of<br>the corporate objectives largely depends on the caliber of human resources or<br>personnel factors that make up such organization. Since, the survival of any<br>ideal organization is a function of the nature and quality composition of such<br>venture. This crucial fact influenced the recruitment and selection practices<br>with special emphasis to first Banks Plc.</p><p>&nbsp; &nbsp; &nbsp; &nbsp;</p><p>In many organizations, the<br>reasonability for the choice of new employee is shared between line management<br>and human resource department. The human resource department should be<br>competent to advice on the most modern and best techniques and practices as<br>well as provide a professional support and monitoring service, while line<br>management is involved in the final decision as to who does or does not work in<br>their department. It is therefore very glaring that line managements must be<br>trained, and advised in selection matters especially interviewing.</p><p>&nbsp; &nbsp;</p><p>The need for recruitment and selection<br>in any organization depends upon the number of existing vacancies to be filled<br>or new post to be created. Generally speaking, the conducts of recruitment and<br>selection processes are cost involved and such could be advertising cost,<br>testing cost, interviewing, placement and event employment cost. In view of<br>these, there is much need for any ideal organization to exhibit the concept of<br>seriousness, commitment, merit selection and organizational diplomacy in the<br>conduct of recruitment and selection exercises. Once organizational yield to<br>these facts, it would go along way to influence the velocity of the attainment<br>of corporate objectives and also reduce the rate of labour turnover drastically,<br>First Bank Plc would be not be exemption.</p><p>Recruitment according to “Thomas H.<br>Stone” is a systematic and organized procedure where potential employees are<br>obtained for selection and placement in the organization through a variety of<br>sources.</p><p><b><i>The sources can be from the following</i></b>:</p><p>1. &nbsp; Institutions e.g. universities,<br>polytechnics, colleges of education</p><p>2. &nbsp; Recruitment agencies, such as Author<br>Andrew, Omoloye and Associate etc.</p><p>3. &nbsp; relative and friends</p><p>4. &nbsp; labor exchange e.g. labour minisry i.e.<br>ministry of labour and productivity.</p><p>5. &nbsp; Internal labour market</p><p>After recruitment, selecton is the next<br>step in the employment process. The main purpose of selection is to choose<br>individuals that are most likely to succeed on the job from these that are<br>available or responded to the advertisement or limitation to apply for the job vacancies.</p><p>The human element has been considered<br>the most crucial in the attainment of any organizations objectives. Therefore,<br>selection procedure involve the screening of candidates according to the<br>progressive series of steps designed to eliminate those who in some says are<br>unsuitable. It involves submitting a comprehensive information or data on the<br>applicant and conducting physical or medical examination, aptitude test,<br>interview and reference checks on the applicant.</p><p>Once an individual has been deemed fit<br>to be employed, the person is offered an appointment letter and given the<br>conditions of his/her appointment and responsibilities. The individuals<br>acceptance of the appointment is implicitly a contract to seal and accept the<br>obligation of his/her appointment and perform his/her duties that assigned to<br>him/her for a certain remuneration.</p><p>1.2 &nbsp; &nbsp;<b>STATEMENT OF THE PROBLEM</b></p><p><b></b></p><b><p>The recruitment and selection policies<br>of first Bank Plc have been claimed to be inefficient and inefficient, hence<br>the research intends to seek remedies to <br>this occurrence.</p><p>&nbsp; &nbsp; &nbsp; &nbsp;</p><p>Crime such as fraud, human errors and<br>time spend by customers in the bank before being attended to have become a<br>major problem to the management. High labour turn-over as a result of the new<br>generation banks has equally become a teething problem. Hence the following<br>questions are designed.</p><p>– &nbsp; &nbsp; &nbsp; What are the recruitment and selection<br>problems in Nigeria<br>particularly first bank Plc?</p><p>– &nbsp; &nbsp; &nbsp; Can<br>recruitment and selection procedure have and effect on organizational<br>performance?</p><p>– &nbsp; &nbsp; &nbsp; How<br>can we achieve and selection process?</p><p>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br>&nbsp;</p><p>1.3 &nbsp; &nbsp;<b>AIMS AND OBJECTIVE OF THE STUDY &nbsp; </b></p><p><b></b></p><b><p>a. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br>to<br>access the efficiency and effectiveness of first bank of Nigeria Plc<br>recruitment and selection policies as<br>well as comparing them to the practices.</p><p>b. &nbsp; &nbsp; &nbsp; &nbsp; <br>&nbsp;To find out the effectiveness of recruitment<br>and selection pressures used. And recommend possible improvement.</p><p>c. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br>To<br>access and ensure the employment of competent and well qualified <br>staff that care able, willing and<br>capable of working with the best of<br>their ability toward achieving greater productivity as well as organizational<br>objective according to the required standard. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; </p><p>d. &nbsp; &nbsp; &nbsp; &nbsp; <br>To<br>access and ensure the total eradication of bias and favouritism and also to<br>exhibit justice and fair play in terms of recruitment and selection exercise<br>undertaking to fill in, the vacant spaces in an organization.</p><p>e. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br>To<br>determine the judicious maintenance of both human and material resources in the<br>organization.</p><p>1.4 &nbsp; &nbsp;<b>STATEMENT OF THE HYPOTHESIS</b></p><p><b></b></p><b><p>This project is an attempt to find &nbsp; out how a recruitment and selection<br>procedure is conducted in first Bank Plc. In this regard, the researcher<br>formulated hypothesis. These hypothesis are classified into null and alternative<br>hypothesis.</p><p><b>Ho:</b>&nbsp;Effective recruitment and selection<br>procedures have no effect on employees’ productivity. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; </p><p><b>Hi:</b>&nbsp;Effective recruitment and selection<br>procedures have effect on employees’ productivity. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; </p><p>1.5 &nbsp; &nbsp;<b>SIGNIFICANCE OF THE STUDY</b>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;</p><p>The importance of this study stems from<br>the fact that employment of workers involves first of all a deliberate process<br>of manpower planning to determine the right kind of workers and right number of<br>workers required for efficient and effective operation of the organization<br>work.</p><p>It also provide further lectures to<br>students and general public at large for a critical assessment of the<br>importance and vital role of recruitment and selection of workforce and its<br>impact on organization with particular reference to first bank of Nigeria Plc.</p><p>1.6 &nbsp; &nbsp;<b>SCOPE AND LIMITATIONS OF THE STUDY</b></p><p><b></b></p><b><p>The geography of this research work is<br>confirmed to the First Bank Plc Kaduna headquarter. But however as a financial<br>institution that have live above board for many decades, it has several<br>branches both within and outside the<br>state, but with its headquarters at Lagos.<br>All branches are however answerable to</p><p>the headquarter as major managerial<br>decisions are often initiated there. As such first hand information for this<br>research for this research would have been readily available there.</p><p>In writing this research thus, one is<br>bound to be confronted by certain constraints which often become a “clog in the wheel of<br>progress”. The study is not exempted<br>from these obstacles. Time constraints, school schedules, financial handicap<br>and all other culminates in dwarfing my effort. At the bank again, getting the<br>attention of the top management, other staff and customers readiness divulge<br>information often turn difficult as most <br>are completely engaged in their <br>ever demanding duties. Equally, the preparation and administering<br>questionnaires all attracts cost which constituted to limit its spray. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; </p><p>1.7 &nbsp; &nbsp;<b>HISTORICAL BACKGROUND OF FIRST BANK PLC</b></p><p>For over a century now, first Bank<br>Nigeria Plc has remain a distinctive banking institution and a major<br>contributor to the economic advancement and development in Nigeria. A shipping Mogule sir<br>Alfred Jones from Liverpool founded the bank.<br>At infancy the bank commence as a small operation in the office of Elder<br>Demster and company in Lagos.<br>In March 31st 1894, it was incorporated as a limited liability<br>company with head office in Liverpool. Under the corporate name of the Bank of<br>British west Africa (BBWA) to started business with a paid up capital of 12,000<br>pounds sterlin after absorbing its predecessors the African banking corporation<br>which was established earlier in 1892. this giant step signaled the pre-eminent<br>position which the bank was to occupy in the banking industry in west Africa.</p><p>In its early years of operation, the<br>bank recorded an impressive growth and<br>work abreast with the colonial government in performing the traditional<br>function of a central bank. These functions includes among others. Issuance of<br>spaces in the west Africa sub region to justify its west Africa coverage. A<br>branch was opened in Accra (Gold coast) Ghana in1896, and in Freetown, sierra Lenone in 1898.</p><p>These heralded the genesis of the<br>bank’s international operations. Progressively in Nigeria<br>a branch was opened in the old Calabar<br>in 1900 and two years later, service<br>were extended to the northern Nigeria.<br>With 336 branches spread throughout the federation, the bank maintains the<br>largest network in the industry in Nigeria. To satisfy the needs of<br>its customers, First Bank has diversified into a wide range of banking service<br>and activities which include among others: corporate and retail banking<br>registrar ship, trusteeship and insurance brokerage. In addition, as part of<br>its strategy to progressive internalization in November 2002, the bank became<br>the fist financial institution in Nigeria<br>to establish a subsidiary bank in the UK. Over the year the bank has<br>experience a blossoming growth. With a share capital of N55.6 million in 1980,<br>the banks share capital grew to N813 million as at March 2001. The bank’s total<br>assets – base was N212 billion while its deposit base stood at N148.3 billion<br>as at March N41.55 billion i.e. N22.5K/share as at March 2001.</p><p>To reposition and take advantage of<br>opposition in the changing environments, the bank embarked on several<br>restructuring initiative in 1957, it changed name from bank of British West Africa<br>to bank of West Africa. In 1969, the bank was<br>incorporated locally as standard bank of Nigeria limited in line with the<br>company’s decree of 1968. Changes in the names of the bank also occurred in<br>1979 and 1991, to first bank of Nigeria<br>limited to first bank of Nigeria Plc respectively. In 1985, the introduced a<br>decentralized structure with five regional administrations. This was<br>reconfigured in 1992 to enhance the bank’s operational efficiency in 1996, the<br>bank introduced the FBN Century II project to revolutionize its operations in<br>line with the dynamics of the environment. FBN got listed on the Nigerian stock<br>exchange NSE in March 1971 and has won the NSE president merit award nine times<br>for the best financial report in the banking sector.</p><p>The bank has continued to be a leader<br>in financing long-term development of the economy, which was demonstrated in<br>1947 when the long term loan was advanced to the then colonel government.</p><p>1.8 &nbsp; &nbsp;<b>DEFINITION OF KEY TERMS</b>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;</p><p>To make a research work such as this comprehensive to even an<br>average reader, it became every <br>important to define some salient features involved in the theme. These salient terms are defined as follows:</p><p>a. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br><b>MANAGEMENT</b>: <br>The term management is defined as a process of planning, organizing,<br>directing, coordinating and controlling material and non-material resource<br>toward achieving organizational objectives. &nbsp; &nbsp;</p><p>b. &nbsp; &nbsp; &nbsp; &nbsp; <br><b>RECRUITMENT: </b>Is the process of searching for<br>prospective employees stipulating them to apply for job in an organization.</p><p>c. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br><b>SELECTION: </b>Is the process which involves series of<br>activities aimed at identifying the best candidate for job or positions from<br>the pool of the recruits.</p><p>d. &nbsp; &nbsp; &nbsp; &nbsp; <br><b>MANPOWER: </b>The number of workers needed or<br>available to do a particular job.</p><p>e. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br><b>POLICY: </b>A plan of action agreed or chosen.</p><p>f. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br><b>PRODUCTIVITY: </b>Unit of output per work machine hour or<br>total output/total input.</p><p>g. &nbsp; &nbsp; &nbsp; &nbsp; <br><b>EFFECTIVENESS: </b>Is producing the result that is wanted<br>or need in producing a successful result.</p><p><b>ORGANIZATIONAL:</b>&nbsp;Structure of relationship<br>so as to get the work done.</p></b></b></b></b></b></b></b><br> <br><p></p>