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