recruitment in organization Dissertation

recruitment in organization

Foreign Journal of Academic Research in corporate and Social Sciences Sept. 2010 2013, Vol. 3, No . 9

ISSN: 2222-6990

The Impacts of well Prepared Recruitment and Selection

Process on Company Performance in Nigerian Bank

Industry

(A Case Study of First Lender Plc 2004-2011)

MUSTAPHA, Adeniyi Mudashiru (Ph. D)

C/O DEPARTMENT OF BUSINESS OPERATIONS,

UNIVERSITY OF ILORIN, ILORIN

NIGERIA.

Email-based: [email protected] com

ILESANMI, O. A. (Ph. D)

DIVISION OF BUSINESS ADMINISTRATION,

OSUN STATE UNIVERSITY OR COLLEGE OSOGBO,

NIGERIA

E-mail: [email protected] com

AREMU, M. (Ph. D)

DIVISION OF BUSINESS ADMINISTRATION,

UNIVERSITY OR COLLEGE OF ILORIN, ILORIN

NIGERIA.

E-mail: [email protected] com

DOI:

10. 6007/IJARBSS/v3-i9/251

URL: http://dx.doi.org/10.6007/IJARBSS/v3-i9/251

ABSTRACT

A sound recruitment programme rationally follows a well drawn-up manpower plan. In fact , the quality of the current manpower program as certainly of every present decision with the organization is dependent upon the quality of recruitment policies and practices. This kind of paper investigates recruitment and selection process. This identifies an average source by simply separating recruitment into external and internal and talked about the advantages of each and every method. The analytical tools used in this kind of study were regression analysis and analysis of variance (ANOVA) to determine the relationship between a well organized recruitment and selection process about corporate functionality. Findings says there is a significant relationship between recruitment and selection depending on merit and organizational overall performance; that effective recruitment and selection is a key to company commitment; a well designed recruitment and selection plays a role in organizational efficiency. The paper concludes by drawing the danger potends by simply poor recruitment and selection as poor recruitment can result in selection of poor applicants. 633

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Worldwide Journal of Academic Research in Business and Cultural Sciences September 2013, Vol. 3, No . 9

ISSN: 2222-6990

Keywords:

Recruitment, Collection, Psychological Check, Motivation, Education

INTRODUCTION

The position of a country's economy determines the rate of employment of personnel thus upon recruiting and collection. Uncertain economic may cause visitors to remain in their particular present careers and particularly discourage these people from moving anywhere else especially when they don't know what can be obtainable and what is not really. In this case, progress in industrial sectors may be hampered as it is challenging to obtain the experience persons essential. But in a reliable economy, the forces from the interaction of demand and supply will generally encourage the movement of labour and employment of new personnel that may contribute positively to the organization's aims and objectives.

The process of acquiring and selecting staff is the major concern of this kind of paper. Recruiting and selection begins with clear assertion of goals based on the kinds of knowledge, expertise, abilities and also other characteristics that the organization requirements (Casio 2002). The process of trying to find a new employee is often initiated with a manager who have decides that he should add to his staff or replace somebody who is leaving the organization. Generally he makes a written obtain to the staff department stating that he wishes to employ someone to load a openings. The position being filled is usually defined in terms of its work description as well as job requirements. The hiring activity should be integrated with the human resource prepare of the organization. These programs should forecast department which have been expected to grow and those which may decline. There ought to be a skill inventory so that present employees may be matched with job opportunities to provide pertaining to transfers and promotions.

It almost goes with out saying that the standard of the work force of an business largely establishes its strength and its achievement as a great enterprise. The employment administrator must have a good...

References: write off. Cole (2005) expressed that most public sector organisation have up references before

brief listed candidates are called pertaining to interview; although private sector organisation tend to take

Hannagan (1995) advises the following guidelines to be adopted when doing

interviews.