Requirement and Selection Process in Public Sector (A Case Study of Kogi State)
Chapter One
OBJECTIVE OF THE STUDY
The objectives of the study are;
- To examine the nature of recruitment and selection strategies as against practices
- To ascertain the factors that influence the recruitment and selection process
- To determine the professional competence of persons who carry out the processes and evaluate their effects on organizations
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Recruitment and Selection Strategies
Bennett (1994) defined recruitment as the drafting or revision of an accurate job specification for a vacant position, outlining its major and minor responsibilities, the skills, experience and qualification needed, grade and level of pay, starting date, whether temporary or permanent, and particulars of any special conditions attached to the job. Bennett (1994) also defined selection as ‘matching the requirements of a job with the attributes of candidates’. This is facilitated by drafting a persons’ specification, defining the background, education, training, personality and other characteristics of the ideal candidate. According to Glueck (1978), recruitment is the set of activities an organisation uses to attract job candidates who have the abilities and attitudes needed to help the organisation achieve its objectives. Hellriegel (1995a) also defined recruitment as the ‘process of searching both inside and outside the organisation for people to fill vacant positions’. He also noted that recruitment should be concerned with identifying potential employees or new recruitment needs. Hellriegel (1995a) pointed out that, recruitment is a form of business competition, whereby the organisation that succeeds in recruiting the best job candidates, has competitive advantage over the others. Just as corporations compete to develop, manufacture and market the best product or service, so they must also compete to identify, attract, and hire the most qualified people. Recruitment is a business and it is big business, yet each set of organisational circumstances differs and the range of recruitment needs is broad. A small manufacturer in a well populated rural area faces recruitment challenges that are far different from those of a high technology firm operating in the global markets. Recruitment and selection are the major tools used to acquire the vital assets and they are not only concerned with engaging the required number of people but ensuring that they meet the required quality standards. Selection, according to (Nalarine Cornelius 1999) means matching the requirement of a job with the attributes of candidates. This is facilitated by drafting an applicant’s specification, defining his background, education, training, personality and characteristics. The specification might detail the mental disposition needed for the job, appearance requirements and special abilities needed to lead or cope with stress. Selection involves assessing the candidates by various means and making an appropriate choice followed by an offer of employment Nalarine Cornelius (1999).
CHAPTER THREE
RESEARCH METHODOLOGY
Research design
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study sought to recruitment and selection process in public sector
Sources of data collection
Data were collected from two main sources namely:
(i)Primary source and
(ii)Secondary source
Primary source:
These are materials of statistical investigation which were collected by the research for a particular purpose. They can be obtained through a survey, observation questionnaire or as experiment; the researcher has adopted the questionnaire method for this study.
Secondary source:
These are data from textbook Journal handset etc. they arise as byproducts of the same other purposes. Example administration, various other unpublished works and write ups were also used.
Population of the study
Population of a study is a group of persons or aggregate items, things the researcher is interested in getting information on recruitment and selection process in public sector. 200 staff of ministry of Labour and employment, Kogi state was selected randomly by the researcher as the population of the study.
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain recruitment and selection process in public sector
In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of recruitment and selection process in public sector
Summary
This study was on recruitment and selection process in public sector. Three objectives were raised which included; To examine the nature of recruitment and selection strategies as against practices, to ascertain the factors that influence the recruitment and selection process, to determine the professional competence of persons who carry out the processes and evaluate their effects on organizations. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staff of ministry of Labour and employment, Kogi state. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made up administrative staff, directors, HRMS and junior staff was used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
From the findings of the study, it can be concluded that, recruitment and selection processes. Nevertheless there were isolated instances of political interferences, family connection and payment of bribes. This is because objective and credible recruitment and selection strategies were adopted by the organisation to ensure that the right calibre of job applicants were identified and employed at minimum cost to the organisation.
Recommendation
This research accordingly recommends that:
- Panelist must be trained and well informed about strategies of extracting required and relevant qualities from candidates in order to always make the best selection. After selecting prospective candidates, in service or on the job training should be conducted to give orientation to the new employees
- The ministry of labour and employement must widen its recruitment and selection processes by improving upon the publicity of vacancies both in print and electronic media for the benefit of candidates.
- Finally, impartiality, independence and fairness, should be the hallmark of the recruiting and selecting team in order to recruit and select the best available talents for the job. This would reduce perceptions that public sector recruitment and selection processes are largely influenced by considerations other than merit.
References
- Bateman and Zeithraml (1993) Management Function and Strategies:
- Beaumont, P. (1991) Trade Unions and HRM, Industrial Relations Journal, 22(4):300-8 3.
- Bennett, L. (1994) Making Labour Law in Australia: Industrial Relations, Politics and Law: Sydney. 4.
- Bohlander, Snell, Sherman (2001, 12th Ed) Managing Human Resource: USA. 5.
- Cole, G.A. (1997, 4th edn) Personnel Management: Pearson Educational Books Limited, Edinburgh Gate, England. 6.
- Glueck, W.F. (19780 Personnel: US 7.
- Hellriegel (1995a) Management. McGraw-Hill Companies, Inc; Boston, USA. 8.
- Hellriegel, D (1995b) Organisational Relations. McGraw-Hill Companies, Inc; Boston, USA. 9.
- John, B. and Jeffrey, G. (2000, 3rd Ed) Human Resource Management and Practices: Great Britain. 10.
