RECRUITMENT PROCESS AND ORGANIZATIONAL EFFECTIVENESS: (A STUDY OF ANAMBRA STATE MINISTRY OF EDUCATION)

RECRUITMENT PROCESS AND ORGANIZATIONAL EFFECTIVENESS: (A STUDY OF ANAMBRA STATE MINISTRY OF EDUCATION)

ABSTRACT: This study examined the effect of recruitment process on organizational effectiveness in Anambra state ministry of education. The sources of recruitment includes internal, external and mix sources. In an attempt to look into the problems, several literatures, studies and works were reviewed. A sample of 200 staff was selected from the population using simple random sampling method. Data were collected from both primary and secondary sources and presented in tables and analysed using percentage and frequencies. Some hypothesis where formulated and tested using Chi square test method. It was discovered during the research exercise that there is no proper planning by management for the recruitment process.  It was observed that that recruitment process and selection process is not done in a fair and acceptable manner. Following the above findings, the researcher has recommended that HR planning should lay a solid foundation for recruitment process and selection processes to take place and Anambra state Ministry of education has to pay more attention to recruitment ethics. Recruitment should not be on the basis of patronage, tribalism and favoritism, rather recruitment should be on ethical grounds, based on employee’s competency and qualification.

CHAPTER ONE

• INTRODUCTION
  • Background of the study

Since World War II and the growth of modern management science, solid organization planning has become the key differentiator enabling competitive success. As we move through the 21st century where a globalized workforce is the basis of competition we find that the principles of human resource planning and development are of prime importance. The success of a business or an organization is directly linked to the performance of those who work for that organization Underachievement can be a result of workplace failures. Because hiring the wrong people or failing to anticipate fluctuations in hiring needs can be costly, it is important that conscious efforts are put into human resource planning (Biles, 1980). People are individuals who bring their own perspectives, values and attribute to organizational life, and when managed effectively, these human traits can bring considerable benefits to organizations. One of the most significant developments in the field of organization in recent times is the increasing importance given to human resources. More and more attention is being paid to motivational aspects of human personality, particularly the need for self-esteem, group belonging, and self-actualization. This new awakening of humanism and humanization all over the world has in fact enlarged the scope of applying principles of human resource management in organizations. The development of people, their competencies, and the process development of the total organization are the main concerns of human resource management (Mullins, 1999). Recruitment and selection is the process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications (Walker, 2009).Thus recruitment is the process of identifying and attracting potential candidates from within and outside an organization to begin evaluating them for future employment. Selection then begins when the right caliber of candidates are identified. Selection is thus the process through which organizations make decisions about who will or will not be allowed to join the organization. The selection process varies from organization to organization, job to job, and country to country. Some of the processes include screening applications and resumes, testing and reviewing work samples, interviewing, checking references and background. Organizations use these processes to increase the likelihood of hiring individuals who possess the right skills and abilities to be successful at their jobs (Walker, 2009). Following the initial selection of incumbents they are likely to again be chosen to develop their further interest in the organization and later to encourage them to apply for other jobs. Using appropriate techniques the suitable candidates are thus, able to be recruited and selected during their career development. It has been argued that in order for the firm to build and sustain the competitive advantage, proper staffing is critical Recruitment and selection is a major HRM function as it encompasses all organizational practices and decisions. Recent technological advances, globalization, social trends and changes within organizations have brought new challenges for recruitment and selection (Hax, 2001) According to Dessler (2003), there has been a significant amount of research examining what skills and qualities employers value most in job applicants. Qualifications, work experience and communication or interpersonal skills are the most frequently identified qualities. Work experience and qualifications are measures of competence in relation to an applicant’s technical skills, whereas the concept of communication skills appears to be a generic term incorporating many different specific skills. Indeed, communication in the workplace encompasses team skills; leadership skills; an ability to negotiate with or persuade others; problem solving skills; organizational skills; crisis management skills; and presentation skills. Other communication competencies include cultural adaptation, social competence and language proficiency. An applicant’s success with job seeking is related to their ability to describe their experiences, skills and knowledge through a range of media. Thus, effective communication is an essential competency required by all job applicants. To manage a diverse workforce effectively, an organization must hire and promote the most capable candidate for a job, while being mindful of the necessity to build a workforce that is representative of the greater business community. This may be achieved through using more appropriate and inclusive recruitment and selection strategies. Despite a recent increase in published literature discussing recruitment and selection practices, there has been little change in the types of methods used to recruit and select employees (Kelly, 2006) Better recruitment and selection strategies result in improved organizational outcomes. The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees. In addition, the effectiveness of an organization’s selection system can influence bottom-line business outcomes, such as productivity and financial performance.

In Nigeria and other parts of the world, recruitment and selection processes are practised to some extent even though job placements in both public and private organizations are more or less affiliated to networking and political inclinations. It is vital that organizations select people with the quality essential for continued success in this competitive global village of today. The only means of achieving this success is through proper recruitment and selection practices. Recruitment and selection process is vitally important to any organization desirous of attracting and appointing qualified personnel. Getting the right people in the right place at the time doing the right job is an essential element of recruitment and selection process in organizations. In order for the process to meet desired goals, it must be valid and measurable, with minimum adverse impact. The challenge for many researchers then have been to demonstrate how scientifically derived recruitment and selecting practices add value to organization’s performance. Recruitment and selecting staff is expensive both in terms of time and money, and it is therefore important that the process is carried out smoothly and efficiently and results in the appointment of a person who fits the job. Organizations exist not because of their desire to be benevolent but to also make profit. Though their initial concern may be that of image building and winning the goodwill of the public, but the ultimate goal is the achievement of the organizational goals. This means that there is the need to plan strategically to cater for the short, medium and long term growth of the organization.

• Statement of the problem

The success of organizations in this modern business environment depends on the calibre of the manpower that steers the day to day affairs of the organizations. The process of recruiting and selecting all categories of employees into both private and public companies has been a matter of concern to many and needs attention. Even though it is the wish of every organization to attract the best human resource in order to channel their collective effort into excellent performances, unconventional selection practices has become the order of the day, this has undermine the performance of the Anambra state ministry of education. It has been observed that many organizations, recruits inexperienced manpower as a measure in reducing cost to achieve its stated objectives and goals. Management have not put in place policies or strategies that will help attract the best of employees to strive towards the achievement of organizational objectives.

Despite the resources and time spent in the rigorous process of selection and placement, there is still little or no improvement in the services rendered by Anambra state ministry of education. Some other problems identified in the system include; Not adhering to recruitment and selection guidelines and procedure, Irregular recruitment process to compliment already existing staffs, Nonchalant attitude of management to comply with recruitment process, unconventional Recruitment process on the basis of patronage, favouritism, tribalism, instead of on the basis of merit.

• Objectives of the study

This study is designed to know the effect of recruitment process on organizational effectiveness in Anambra state ministry of education. Specifically the study will;

1. Examine the attitude of management towards recruitment process in Anambra state ministry of education.
2. To identify the unconventional recruitment processes in Anambra state ministry of education
3. To assess the challenges associated with the recruitment practices of Anambra state ministry of education

• Research Questions

The research questions which served as a guide to the study are:

1. What are the attitudes of management towards recruitment in Anambra state ministry of education?
2. What are the unconventional processes of recruitment in Anambra state ministry of education?
3. Are there challenges associated with the recruitment practices of Anambra state ministry of education?

• Research hypotheses

In a bid to facilitate this research and make it more purposeful, the study will test the following hypothesis;

1. Hi – Management has positive attitudes towards recruitment in Anambra state ministry of education.

Ho – Management has Negative attitudes of towards recruitment in Anambra state ministry of education.

2. Hi – There are Unconventional recruitment process in Anambra state ministry of education.

Ho – There are no Unconventional recruitment process in Anambra state ministry of education.

3. Hi- There are positive challenges associated with the recruitment practices of Anambra state Ministry of education

Ho- There are negative challenges associated with the recruitment practices of Anambra state Ministry of education

• Significance of the study

A study of this nature will help Anambra state ministry of education and other related organizations to adopt measures in the context of human resource planning and development in relation to recruitment. It will also be beneficial to the academic community and decision makers who deal directly with the educational sector and to make meaningful proposals and suggestion to improve the educational sector in Nigeria.  Furthermore the study will serve as a spring board to those who want to delve much into human resource planning and development. Finally this will give fore knowledge to management of Anambra state ministry of education before embarking on human resource planning and development.

• Scope and delimitation of the study

The study was delimited to investigate recruitment and selection process in Anambra state ministry of education Awka. Also the study is delimited to the employees of Anambra state ministry of education since recruitment processes are nominally targeted at employees.

• Limitations of study

In the course of gathering information, many problems were encountered. Some were personal; finance was also a major hindrance to the course of this research. Attempts were made to solicit information from specific department within the organization but there was no permission to do so. If there had been necessary assistance from some of the departments much information could have been collected to enhance the work. Lack of financial resources restricted desires to seek information from several areas. All this constraints was dealt with to a large extent and this brought about a successful completion on the research work.

• Definition of terms

• Recruit: To find new people to join a company, organization e.t.c
• Organization: The activity of organizing
• Effective: Having desired effect; producing the intended result
• Ministry: A government department or the building(s) it occupies
• Education: a process of training and instruction.
• Selection: the process or act of selecting
• Employee: an individual who provides labour to a company or another person.
• Process: a series of event to produce a result especially as contrasted to product.
• Favouritism: the unfair favouring of one person or group at the expense of another

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