CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Productivity can be improved by a reasonable workplace. It can likewise be a result of effective recruitment and selection process (Catano et al., 2010). A very effective recruitment and selection process can guarantee that an organization chooses the best candidate for a specific activity or job. Be that as it may, research has reliably demonstrated that human resource professionals do not go in line with their organizations’ recruitment and selection process in the proper way (Aswathappa, 2007). Consequently, organizations experience high work turnover, high staff non-attendance, work revamps, high training costs, work agitation and low productivity (Robbins et al., 2009). This study, along these lines, tries to examine effective recruitment and selection as a tool for higher employee productivity in Union Bank, Agbani, Enugu State, Nigeria.
Financial institutions are among the most significant foundations in any country, as they assume a huge role in the advancement, growth and development of the economy of the nation (Khalid, 2012). Nations that promote economy become progressively developed, and they can formulate, execute and deal with their own improvement. Government in Nigeria believe strongly in the economic development of the country and that is why they have been taking necessary steps in advancing the economic growth of the country so as to make them remain the economic giant of Africa they are known to be. No wonder why past and present government administration has been making frantic efforts on economic growth of the country. This is also evident in the government’s expenditure in several sectors that contribute to the economic growth of the country.
As indicated by Schultz (2009), it is the obligation of each director to take care of its human resource since they are the most significant resources of any financial institution. Previously, the HR management function was not seen as significant, and subsequently numerous organizations did not put any premium on employing individuals (Zhou, 2006). This clearly brought about human resource managers’ despondency with the quality of candidates, and long recruitment process durations. Despite all these, few organizations still employ staff a similar way that they used to employ staff numerous years prior (Zhou, 2006). This means numerous HR managers and officials despite everything do not think about recruitment and selection as significant tasks within the human resource department. Maybe this is the motivation behind why organizations complain that it is hard to locate a suitable candidate for employment opportunities.
Given that the organization covered in this study plays within the financial industry, it is important that they attract, select and recruit the qualified applicants, particularly considering the huge importance of the financial industry in any economy. Utilizing the wrong sort of recruitment and selection processes may affect the organization’s productivity and hinder the objectives and goals of the organization. In any case, certain issues exist in recruitment and selection processes, for example, unclear job descriptions, inexperienced personnel who conduct interviews, and many more. Such issues influence the productivity of the organization. As indicated by Vijay (2011), to stay away from these sorts of issues, the human resource department ought to be acquainted with the vacancy, and state the best recruitment process to attract and employ the best applicant who is accessible in the market.
Richardson (2011) posits that as the job market turns out to be progressively increasing serious and the available skills become increasingly differing, recruiters ought to be increasingly particular in their decisions. This is on the grounds that poor recruiting choices can bring long haul negative impacts. The impacts are high training costs to lessen lackluster showing and high turnover within the organization which thus have impacts on staff morale (Richardson, 2011). Thus, this process ought to be done appropriately with the goal that organizational productivity and efficiency can be greatly improved. Improving organizational productivity necessitates that appropriate recruitment and selection tools or methods be used so as to recruit suitable candidate for the job openings. It is against this backdrop that this study seeks to examine effective recruitment and selection as a tool for higher employee productivity by using Union Bank, Agbani, Enugu State, Nigeria as a case study.
1.2 Statement of the Problem
It is usually a difficult assignment for organizations to search, recruit and select candidates who are qualified in the present labour market. As there are less qualified candidates, the competition is therefore becomes more escalating. This deficiency prompts organizations to conduct proper and effective recruitment, selection and employment of quality talents. What is more is that acquiring the qualified and talented candidate is turning into an undeniably complex and challenging movement.
Recruitment has consistently been a stitch in the side of organizational productivity and efficiency. It is costly. It is tedious. Despite the fact that many studies show the high cost of labour turnover in time, money, and lost productivity recruitment and selection has gone to regularly be hurried and shallow. At the point when the robber takes off, supervisors regularly simply need a warm body.
Selecting and recruiting new employees is an exorbitant practice. It is additionally a compulsory piece of any business to conduct this practice so as to get by in the marketplace. The expense of essentially finding the right candidate to employ can be robust. Business consultant, William G. Bliss names different, possibly significant expenses during the time spent on recruiting alone: publicities, time cost of internal recruitment representative, time cost of recruitment representative’s associate in reviewing submitted curriculum vitae and performing other recruitment related assignments, time cost of the individual holding the interviews, drugs screens and record verifications, and different pre-employment assessment tests.
It is important for organizations to put more efforts other than offering attractive salary package to draw qualified talents. With the various job openings that are currently available, qualified candidates are hard to please. They are not looking only at attractive salary package, but talented candidates are also picking organizations that can give them different sorts of advantages, the potential professional success, and a domain wherein they feel good to learn and flourish. On the chance that an organization fails to provide these remunerations, job seekers may discover another organization that does. Along these lines, it is significant for organizations to see precisely what they can offer to potential employees, at that point highlight their best features when recruiting and selecting.
1.3 Objectives of the Study
The objective of this study was to investigate effective recruitment and selection as a tool for higher employee productivity in Union Bank Agbani, Enugu State. However, the specific objectives were:
- To ascertain the efficiency and effectiveness of the recruitment and selection practices of Union Bank of Nigeria Plc
- To determine the effective recruitment and selection practices that bring about employee productivity in Union Bank of Nigeria Plc
- To propose suggestions for better recruitment and selection practices in Union Bank of Nigeria Plc
1.4 Research Questions
The following research questions were used for this study
- What is the efficiency and effectiveness of the recruitment and selection practices of Union Bank of Nigeria Plc?
- What are the effective recruitment and selection practices that bring about employee productivity in Union Bank of Nigeria Plc?
- What are the possible suggestions for better recruitment and selection practices in Union Bank of Nigeria Plc?
1.5 Research Hypotheses
This project is an attempt to find out how a recruitment and selection procedure is conducted in Union Bank Agbani, Enugu State to bring about employee productivity. In this regard, the researcher formulated hypothesis. The hypothesis was:
- There is a significant relationship between efficiency and effectiveness of the recruitment and selection practices and employee productivity
1.6 Significance of the Study
This study is highly significant as the main focus of this study is to investigate effective recruitment and selection as a tool for higher employee productivity in Union Bank. Recruiting staff is a very costly exercise. It is an essential part of any business and it pays to do it properly. When organizations select the right people for the job, train and treat them well, they tend to produce good results and also tend to stay with the organization longer. In such circumstances, the organization’s initial and ongoing investment in them is well rewarded. An organization may have the best resources, but if it does not have the right people, it will struggle to achieve the results it requires. Significance of this study will help firms especially Union Bank to adopt measures in the context of human resource in relation to recruitment, selection, and the productivity. The firm will have the opportunity to identity the benefits of these practices and challenges facing their recruitment and selection practices in their organization and find lasting solutions to them.
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.
1.7 Scope of the Study
The geography of this research work is confirmed to the Union Bank of Nigeria Plc, Agbani, Enugu State. However as a financial institution that has lived 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 firsthand information for this research for this research would have been readily available there.
1.8 Limitations of the Study
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 culminate 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.
1.9 Definition of 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:
Human Resource Management: is the process of managing human talent to achieve an organization’s objective.
Productivity: Unit of output per work machine hour or total output/total input. It is the measure of how well resources are brought together in organization and utilized for accomplishing a set of results
Recruitment: is the process of identifying and attracting a group of potential candidates from within and outside the organization to evaluate for employment.
Selection: is the process of choosing the most suitable person out of all applicants.
