+234 813 0686 500
+234 809 3423 853
info@grossarchive.com

RECRUITMENT POLICIES AND PROCEDURES IN ORGANIZATIONS AND COMPANIES (A CASE STUDY OF ENUGU STATE BROADCATING SERVICE (ESBS)

  • Type:Project
  • Pages:69
  • Format:Microsoft Word
(Business Administration and Management Project Topics & Materials)
ABSTRACT

 The research work done is on Recruitment Policies and Procedures in organizations and companies. The research examined the recruitment policies and it’s in the ENUGU STATE BROADCASTING SERVICE (ESBS).
 The research used both primary and secondary data which were collected and analysed. In the analysis done, it revealed that recruitment policies and procedures in ESBS are based purely on merit and also that some of the positions are significantly dependent on academic qualifications 
 It was discovered that some of the factors militating against recruitment policies and procedures is that personnel managers atimes lack the competent skills required for effective recruitment. Also that partiality and discrimination contributes to inefficiency and ineffectiveness.
 Consequent upon the problem discovered, many solution was recommended such as advertisement of job vacancies so as to secure a pool of candidates from which suitable ones will be chosen and recruitment of personnel should be undertaken with due regard to relevant academic qualification.

INTRODUCTION

 This research work is going to examine the recruitment policies and its procedure in the Enugu State Broadcasting Service.
 According to M. Jackson (1998) he said that recruit is securing a supply of possible candidates for jobs in enterprises. It is the first stage in the process of staffing an organization, which continues with, selection and ends with the placement of an individual in a job. Recruitment begins with information about the job to be filled, and then determining the sources of the different kinds of recruit required to fill the vacancies.
 Recruitment is thus a human resource function. It is a task that is performed continuously, sometimes in a highly independent way, but no matter the situation, in collaboration with the personnel department. The most important resource which an organization or even a nation can have are its human resources. He see its purpose as to achieve optimal use of human resources through rational human resources system and programmes. It has being continuous because enterprises needs a constant supply of capable employees moving through the system from recruitment to retirement. Staffing and other recruitment practices are thus not performed once at a go but are continuous exercise. The people that are recruited are the vital force of organization, more valuable to it, in many ways, than efficient operational methods or money in the bank. Yet, an effective recruitment programme is not simple especially if the labour requirements of the organisation are diverse, for it is necessary not only to discover appropriate sources but also the compare their value, that is to determine which of them that may be most satisfactory. That is why most authors see the staffing exercise as embracing recruitment, selection and placement.
Blunt and Popoola (1995), they said that most African managers are weighed by their communities, who were able to share in his good fortune by way of being offered paid employment. The societal requirement is quite great because paid jobs are scarce in many African societies, thus one finds that managers of all caliber put pressure on whoever is given the authority to do, to employ not just qualified, but persons recommended to them by friends, relations and towns folks. This is true of Nigeria whose economy is characterized with unemployment. Further more. He asserted that in many organizations, selections are often made on ethnic bases, through “old boy or girl” connections or to correct certain structural imbalances. These anomalies create adverse effects on employees adjustment to work, commitment, discipline and moral in some cases. It is thus strange to find that in most organizations in Africa, to be selected for a particular post demands something more that having the proper qualifications and experience with this contexts, there is another dimension to it which may be unique to Nigeria. This is the amorphous criterion of “Federal character”.
This phenomenon is quite felt in parastatals where the recruitment of staff is done on a “quota” basis whereby every state in the federation cannot have more than an allocated percentage of individual context, recruitment in certain organization is not based purely on merit but also on the state of origin. Persons recruited in manners different from the norms are likely to perform at lower levels, and some have been known to take undue advantage of their relationship with person’s authority in their organization to do whatever they like. This according to many scholars’ is one of the main reasons why things don not work n Nigeria. We have the wrong person in various positions. The search for a grater and vibrant Nigeria demands a stop to this practice, to give way to organizational efficiency and effectiveness. 
Any organization worth its salt should have sound personnel policy and recruitment should be part such a policy. Recruitment should start from manpower planning, where future manpower needs forecast in advance. Recruitment of the right caliber of personnel is thus undertaken after careful analysis and in it the manager must seek to discover how qualified workers may be and also to server as basis for selection. 
This research study seeks to examine the recruitment policy and procedures of company or organization with the view to ascertaining whether an established policies and procedure is being followed, if there is a pattern, how will this pattern conform in what is expected to be the norm.

TABLE OF CONTENTS

Title page
Approval page
Acknowledgement
Table of contents
Abstract 

CHAPTER ONE: INTRODUCTION
1.1 Background of study
1.2 Statement of problem
1.3 Purpose of study
1.4 Scope of study

CHAPTER TWO: REVIEW OF RELATED LITERATURE
2.1 Recruitment
2.2 Organization for recruitment
2.3 Recruitment policy
2.4 Manpower planning 
2.5 Sources of recruitment
2.6 Selection process
2.7 Induction
2.8 Summary of the literature review
     References

CHAPTER THREE: RESEARCH AND METHODOLOGY
3.1 Research design
3.2 Area of the study
3.3 Population of the study
3.4 Sample and samplings procedure/technique 
3.5 Instrument for data collection
3.6 Validation of the instrument
3.7 Reliability of the instrument 
3.8 Method of data collection
3.9 Method of data analysis
     References
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Presentation of data and analysis
4.2 Testing of hypothesis
4.3 Summary of results
     References

CHAPTER FIVE: DISCUSSIONS, SUMMARY AND CONCLUSION
5.2 Discussions of results/findings
5.2 Conclusions 
5.3 Implication(s) of the research findings
5.4 Suggestions for further research
5.5 Suggestions for further research
     References
    Appendixes
   Bibliography 

RECRUITMENT POLICIES AND PROCEDURES IN ORGANIZATIONS AND COMPANIES (A CASE STUDY OF ENUGU STATE BROADCATING SERVICE (ESBS)

Share This

Details

Type Project
Department Business Administration and Management
Project ID BAM1966
Price ₦3,000 ($9)
No of Pages 69 Pages
Format Microsoft Word

500
Leave a comment...

    Details

    Type Project
    Department Business Administration and Management
    Project ID BAM1966
    Price ₦3,000 ($9)
    No of Pages 69 Pages
    Format Microsoft Word

    Related Works

    ABSTRACT The research work done is on Recruitment Policies and Procedures in organizations and companies. The research examined the recruitment policies and it’s in the ENUGU STATE BROADCASTING SERVICE (ESBS). The research used both primary and secondary data which were collected and analysed. In the analysis done, it revealed that recruitment... Continue Reading
    ABSTRACT The research work done is on Recruitment Policies and Procedures in organizations and companies. The research examined the recruitment policies and it’s in the ENUGU STATE BROADCASTING SERVICE (ESBS). The research used both primary and secondary data which were collected and analysed. In the analysis done, it revealed that recruitment... Continue Reading
    ABSTRACT The research work done is on Recruitment Policies and Procedures in organizations and companies. The research examined the recruitment policies and it’s in the ENUGU STATE BROADCASTING SERVICE (ESBS). The research used both primary and secondary data which were collected and analysed. In the analysis done, it revealed that... Continue Reading
    ABSTRACT The research work done is Recruitment Policies and Procedures in organizations and companies. The research examined the recruitment policies and procedures in the Enugu State Civil Service (A case study of Enugu State Civil Service Commission). The research used both primary and secondary data which were collected and analyzed. In the... Continue Reading
    ABSTRACT The Recruitment Policies And Procedures In An Organisation is important because it co-rdinate proper staffing,directing and placement of qualified personnel towards the attainment of organizational goals and objectives.this study also highlight the impediments associated with this research work which are inadequate financing which result... Continue Reading
    ABSTRACT The purpose of this study is to understand the problem of human resources management in Enugu State Parastatals (A study of ESBS). The objectives of the study are; to identify the challenges of human resources management in workers productivity. To identify whether the challenges have created any impact on the productivity of workers. To... Continue Reading
    ABSTRACT Problem of human resource managers in Nigeria organizations. A case study of Enugu State broadcasting service [ESBS] Enugu from 200 to 2005 this aims to bivalve the mysteries surrounding Nigeria organizations which has in no small measure resulted in inefficient and ineffective running of most organization in the country. The internal and... Continue Reading
    ABSTRACT Problem of human resource managers in Nigeria organizations. A case study of Enugu State broadcasting service [ESBS] Enugu from 200 to 2005 this aims to bivalve the mysteries surrounding Nigeria organizations which has in no small measure resulted in inefficient and ineffective running of most organization in the country. The internal and... Continue Reading
    ABSTRACT Problem of human resource managers in Nigeria organizations. A case study of Enugu State broadcasting service [ESBS] Enugu from 200 to 2005 this aims to bivalve the mysteries surrounding Nigeria organizations which has in no small measure resulted in inefficient and ineffective running of most organization in the country. The internal and... Continue Reading