CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE STUDY
The most significant developments in the area of organizations in recently is the increasing attention given to human resource. People are very important to organizational efficiency as they offer services, values and also contribute to progress of the organizational life; and when these humans are controlled judiciously, these human qualities can be of impact and benefits to the organization. As revealed in Djabatey (2012) this scenario lends credence to the increasing attention being paid to the people aspect of organizational wealth. This is so because the process of developing these humans, their ability, and the entire development process of the total organization are the fulcrum of human resource management (Mullins, 1999; Djabatey, 2012). Akin to this development is the contention in National University of Ireland (2006) that the continued growth of the enterprise depends on its ability to recruit and select high quality personnel at all levels. Meanwhile, recruitment is the process of identifying and attracting potential candidates from within and outside an organization to begin evaluating them for future employment, selection begins when the right calibre of candidates are identified (Walker, 2009).
The term recruitment can simply mean, “The process of finding and hiring the best qualified candidate for a job, these can be done by advertising for large number of employees or getting a lightly experienced individual for a particular job”. These imply that not just anybody with good grade is qualified for recruitment into the organization. A proper screening has to be made to choose who is rightly qualified for the job; a candidate who is matured, high level of reasoning, with skills and has a good moral attitude and character. These is very essential pro to the fact this is the process in which government or an organization and firms can achieve their sets of aims and objectives. However, even when those that are qualified pick interest and they apply; attention should be taken to select mainly those that have the passion and are enthusiastic in making contributions towards the organizational growth. “Recruitment can be seen as the overall process of attracting, selecting sustainable individuals within a time frame, sufficient numbers and with the right qualifications, developing their interest in an organization.” The process of recruitment can be done yearly or not depending on the organization but mostly it is not done yearly only when need arises. The need can arises as a result of establishment of braches or a vacant position created by those who left the service due to either retirement, sack or voluntary withdrawal from the service or other reasons. During this process applicants are fully informed about the criteria for selection that will lead to producing the effectiveness, as well as the opportunities the organization provides to the employees. Absolute information of the job about to apply helps the individual to give in their best when finally employed because it is when you understand what you are going to do that you can tell how to do it and how best to do it these implies that “the process of recruitment has two basic impacts. Firstly, recruitment focuses on both attraction and retention of the qualified applicant. Secondly, it should create a right image of the organization for those who come in contact with it”. The first impact implies that recruiters should have intention of retaining their qualified candidates and this can be done by firstly, giving them the opportunity to serve. This is very much important because the problem of employing the qualified candidate without encouragment can lead to inability to perform and as such the purpose of recruitment is defeated. Aside this the organization that is recruiting should try as much as possible to display its good image by showing high sense of sincerity when selecting candidates. All applicants should be given equal and fair opportunity irrespective of ethnic background, religious differences and other personal reasons. These will definitely give the applicants the impression that they are making the right choice and will try putting in their best in achieving the stated goals, aims and objectives. One of the reasons why most employees fail in their jobs is the fact that they are treated unjustly. Fairness and equity should serve as one of the guiding criteria for the recruitment of applicants.
Recruitment of personnel into the service is often conducted through series of stages known as the resourcing cycle. The resourcing cycle starts with the identification of a vacancy and ends when the successful employee is performing the job to a suitable standard.
STATEMENT OF THE GENERAL PROBLEM
The nature of the recruitment policies and methods in Nigerian public and private sector has been deemed to be unfair, biased, fraudulent, secretive and unacceptable by the general populace. This lack of transparency in the recruitment processes has led to the poor performance of staff as the right people are not employed for particular jobs thus leading to poor efficiency of organizations and lack of productivity on the part of the workers which has ultimately led to many organizations being under distress and liquidations. This constant poor performance of organizations as a result of efficiency has led to the mass retrenchment of workers which has snowballed to the poor economic growth and development as evident in the current economic recession confronting our nation today.
Therefore the problem confronting the research is to examine recruitment process and organizational efficiency with a view to finding a relationship between them using dangote sugar plc as a case study.
AIMS AND OBJECTIVES OF THE STUDY
The major aim of the study is to examine the recruitment process and organizational efficiency in dangote sugar plc. Other specific objectives of the study include;
- To examine the recruitment processes in private and public organizations in Nigeria.
- To examine the relationship between recruitment process and organizational efficiency.
- To determine the impact of recruitment processes on employee productivity.
- To recommend ways of improving recruitment processes in Nigerian public and private sector.
RESEARCH QUESTIONS
- What are the recruitment processes in private and public organizations in Nigeria?
- What is the relationship between recruitment process and organizational efficiency?
- What is the impact of recruitment processes on employee productivity?
- What are the ways of improving recruitment processes in Nigerian public and private sector?
RESEARCH HYPOTHESIS
H0: There is no significant relationship between recruitment process and organizational efficiency.
H1: There is a significant relationship between recruitment process and organizational efficiency.
SIGNIFICANCE OF THE STUDY
The study would be of immense importance to government at all levels, the private and public sectors as it would reveal the relationship between recruitment process and organizational efficiency. the study would also benefit students, researchers and scholars who are interested in developing further studies on the subject matter.
SCOPE AND LIMITATION OF THE STUDY
The study is restricted to the recruitment process and organizational efficiency in Dangote sugar plc in Kwara state.
Financial constraint: Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview)
Time constraint: The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work.
