PRIVATIZATION AND COMMERCIALIZATION IN NIGERIA PROBLEMS AND PROSPECTS THE IMPACT OF RECRUITMENT AND SELECTION PROCESS ON ORGANIZATIONAL PERFORMANCE IN NIGERIAN PUBLIC SECTOR (A CASE STUDY OF MINISTRY OIF EDUCATION AND MINISTRY OF COMMERCE)

ABSTRACT

Human resources management encourages systematic strategic planning, non union frame of reference and humanistic self-renewal through great investment on training and human development. This aspect concerns recruitment and selection process on organizational performance.

The aim of this is to determine the impact of recruitment and selection process among public organization. The research methodology adopted was the survey method in which questionnaires designed and distributed among the respondents that form the sample size. The findings of the study includes cultures greatly influence the process of personnel recruitment and selection in public organization especially the case of favouring female candidates in recruitment and selection exercise.

Secondly, lack of equity and transparency are the problems of recruitment and selection in Nigeria civil service. Personnel recruitment and selection criteria should be given to third party human resources consulting firm who will deliver the best and qualified candidates in the recruitment exercise devoid of sentiments and biases.

Thirdly, human resource department in most organization should imbibe the virtue of meritocracy and educational qualification with regards to promotions and placement.

In conclusion, the influence of culture on the functional elements of the management processes has manifested in their effective recognition, analysis and adaptation by management. The assessment centers is a standardized evaluation process that allow for better predictability of the performance and future progress of selected staff in their work environment.

CHAPTER ONE INTRODUCTION

1.1  BACKGROUND OF THE STUDY

Every organization depends on the effective use of its available resources in order to achieve its objectives.  These resources, if they are to be effectively utilized, should be obtained in the right quantity, in the Right quality and at the right time.   However, the human resources is considered as the most important, most valuable, most complicated and the least predictable. It is this resource that processes other resources in order that the results of these processes would constitute the goals of the organization.

The personnel employed in an organization according to vickerstaff(2005) serve as the hub around which other resources revolve. This allows the entire wheel of the organization to turn smoothly in order to perform more effectively, efficiently and economically. One of the goals of human resource management is to attract an effective workforce within an organization.

According to Daft (2000:86), successful organizations of the future have to attract and retain the best and brightest employees to remain competitive. Success will belong to those organizations that define return on investment not only in terms of profit and loss but also as the development and aggregation of human and intellectual capital.

O’leary et al (2002:325) Human resources (HR) has a direct impact on business performance since the HR architecture   influences how effectively a business can execute its preferred business strategy. According to summaries.com (2001), attracting the right labour is essential for performance of the production processes and continuation of an organization.

The process of attracting an effective workforce is divided by Draft into 4 steps:-

1)         Predicting   the need for new employees based on the type of vacancies that exists

2)        Using recruiting procedures to communicate with potential applicants.

3)         Selecting from the applicant’s those persons believed to be the best potential contributors to the organization

4)        Welcoming the new employees in to the organization.

Recruitment for any organization is very important right through the life span of that organization.

In the civil service for example, that is governmentally controlled, especially in third world countries, government should ever be self advised that according to Drucker (2004) that “good organization structure does not by itself, guarantee good performance”. There is the reason therefore to match organizations or the public service with very sound and quality staff. So that performance would become more effective.  Indeed, target setting, performance measurement and monitoring will be affected without the necessary impetus giving to systematic recruitment and selection mechanisms.

The Nigerian federal civil service comprises the staff used administratively by the central government. The government, whether at the federal, state and local government level is the highest employer of labour. The government uses the civil service to transform her policy objectives and electoral promises into objective results that would benefit the citizenry. Therefore, the right calendar of personnel must be placed to perform these varied functions. However, the Nigerian civil service is weighed down by the familiar problems of the Nigeria federation. These  problems according  to  Fajemirioku (2002)  comprise  ethnicity,  religious strife, corruption, colonial history, and governance/leadership style, the military involvement in politics, the quota system and federal character principles.

Recruitment and selection also has an important role to play in ensuring worker’s performance and positive organizational outcomes. It is often claimed that selection of workers occurs not just for replace departing employees or, add to a workforce but rather aims to put in place workers who can perform at a high level and demonstrate commitment (Ballantyne, 2009).

1.2 STATEMENT OF PROBLEMS

The idea of the merit system as practiced  in advanced Democracies pays greater emphasis on criterion like written tests, interviews, academic ability and self discipline which must operate within an environment that respect rules which govern recruitment, selection and advancement under conditions of political neutrality equal opportunity and competition on the basis of merit and   competence,  Stanley  (2003).      In   fact,   Chandler  and   Plano   (2001)   emphasized

‘demonstrated fitness as the key personnel factor in the merit system. They went further to state that:

Recruitment and selection of the best qualified applicant to fill a vacancy, job, tenure, position clarification, standardization of pay and promotion and pay increases based and performance evaluations are hallmarks of the system.

Critically, considered and in the opinion of Olusanya (1975), the “replacement” syndrome created by the Nigerianisation of the civil service was perpetuated by the indigenous Nigerian leaders and senior bureaucrats long after the departure of the British colonial administrators.

The  problem took  the  form of civil  service  rationalization and  frequent  purges,  and  the subsequent recruitment to replace those that were purged. This give rise to the concern of ethno regional political competition and political patronage system of selection of personnel into the civil service based on geopolitical considerations. Because the early nationalist politicians were leaders of their respective ethnic and regional political parties, they mounted an ethnocentric and political patronage battle for the control and domination of the centre, including the civil service to suit their primordial gesture.

The practice which has become a fundamental problem in Nigeria’s body polity has taken over a compromised the well-known and time tested rules and concept of merit, efficiency, professionalism, experience, carrier tenure and loyalty that should guide the civil service.

1.3 OBJECTIVES OF THE STUDY

The following are the objectives of the study.

1)         To  determine  the   influence  of  recruitment  and  selection  on  organizational performance

2)        To evaluate the extent to which cultural factors affect organizational performance.

3)        To identify the problems of recruitment and selection in Nigeria civil service.

4)        To ascertain the effect of effective recruitment on organizational effectiveness.

1.4 RESEARCH QUESTIONS

The following questions are used to carry out investigative reports on the study.

1)  What are the influences of recruitment and selection on organizational performance?

2)  To what extent do cultural factors affect organizational performance?

3)  What are the problems of recruitment and selection in Nigerian civil service?

4)  How does effective recruitment affect organizational effectiveness?

1.5 RESEARCH HYPOTHESIS

1.        Recruitment and selection significantly influence  organizational performance.

2.        Cultural factors positively affect organizational performance.

3.        Lack of equity and transparency are the problems of recruitment and selection in

Nigerian civil service.

4.        Effective recruitment significantly affects organizational effectiveness.

1.6 SIGNIFICANCE OF THE STUDY

This study will sharpen the front end of recruitment and selection into Nigerian civil service. It should help to educate the public about the activity and employment opportunities in Nigerian civil service. It will also aid scholars researching in similar topics in their research.

1.7 SCOPE AND LIMITATION OF THE STUDY

This study focuses on the Impacts of Recruitment and selection process on organizational performance. The work will be limited to the Nigerian civil service; other constraints are bureaucratic constraints, short supply of data, financial constraints, and the time limit.

DEFINITION OF TERMS RECRUITMENT:

This is the process of searching for prospective employee and stimulating them to apply for jobs in the organization.

SELECTION:

It  is  the  process by which an organization chooses from a  list  of prospective applicants attracted by the recruitment exercise in which candidates who best meet the selection criteria for the position advertised are selected.

Interview:

Dialogue between two people.

PSYCHOMETRIC TESTS:

Testing of mental attributes used in recruitment and selection

BIO–DATA Biographical information provided in an applicant’s curriculum vitae for selection decision

₦5,000.00 – DOWNLOAD FULL PROJECT DOWNLOAD FULL PROJECT Added to cart

---

---

---

---

Related Project Topics :