The Impact of Staff Recruitment and Training on Service Delivery (A Case Study of Kogi Hotels, Lokoja, Kogi State)
Chapter One
OBJECTIVES OF THE STUDY
Available information show that right from the time of Lord Lugard, Kogi State is one of the best and recognized catering rest house in Nigeria, therefore, the establishment of Kogi State hotel development by these countries.
Thus, the substantial effort made in the management of the hotel, the administration and operational performance necessitates that, the recruitment of staff and training process in service livery will be important, if the nation or state is ever to benefit from the hotel.
It therefore the aims of this study to:
- Examine the motivational instruments employed in the management of Kogi State Hotel Lokoja.
- The role management has to play to effectively motivate the workers.
- Examine and analyze the various quality of leadership and certain basic pattern of supervision that may help in the recruitment of staff and training on service delivery
- To explain how incentive to workers may motivate them to put in their best e.g. giving of loan, promotion, training, helping with the problems of workers giving the accurate health care etc.
CHAPTER TWO
LITERATURE REVIEW
LITERATURE REVIEW
The development of personnel management started in ancient Egypt in about 1300BC sources when human knowledge of organization and managing was brought into use for the building of pyramids, similar records were found in the ancient kingdom of China in one of the philosophy parables which included the practical suggestions for proper public administration and admonitions to choose honest, unselfish and capable public officers.
The initial idea of recruitment was developed in China at the period of Chydynasty at about 700 to 800BC. This period was when people were vigorously examined before there were invited into the existing cost.
The idea of recruitment of officials was introduced into Nigeria by the colonial masters and has since been regarded as a means of getting people to work in an organization. In Nigeria, recruitment means attracting candidates to meet enterprise objectives and to build good image of the organization, to public services rule No. 0221, recruitment means the filing of vacancies by the appointment of persons who are not already in the federal, or state civil service or private sector and local government.
According to Flippo (1976), recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in an organization.
An organization needs to attract more candidates in order to select the most suitable out of all candidates a variable.
This description is not complete without establishing the human quantities that makes for success or failure of any organization, in essences, recruitment is a process, the capacity and inclination of the candidate to have match the demand and reward in a given job or career pattern from this, any one who undertake recruitment must take in to account the real purpose of the job to the filled. He must take purposeful steps to attract the people having the interest and attributes demanded by the job.
This period of recruitment coincided with the beginning of the second world war when the American recruitment people into army.
The examination was based on intelligence and physical tests, the aim was to test the persons endurance and adaptation to a changing situation and ability to keep secrets no matter the stress.
In ancient Greek record have shown that there are popular counts councils and administration officials who indicate and appreciation of management functions if one is to judge by age the most effective formal organization in the history of western civilization has been the roman catholic church, it long life was not only do to the appeal of it objectives also to the effectiveness of the organization and management techniques. Example of this are the development of hierarchy of authority with its circular of territorial organization, the specialization or activities along functional lines and the early intelligence use of staff.
The review of relevant literature are as follows:
- Selection
- Method of recruitment
- Job description
- Job specification
- Identification of vacancies
- Determination of quality staff needed.
CHAPTER THREE
RESEARCH METHODOLOGY
RESEARCH POPULATION AND SAMPLE
The research population and sample of Kogi Hotel can be traced back to the colonial era during the administration of Lord Lugard. Formally, Kogi Hotel was known to be a catering rest house meant for public servant and other traveling. By then, no amount of money was been charged for the services rendered. Before the creation of Kogi State, the rest house was been controlled and governed by Kogi local government in 1991 when Kogi State was created, the catering rest house was changed to Kogi Hotel and at the same time handed over to Kogi hotel and tourism board.
In September 1994, the hotel was contracted out to a private hotel management called DABRAS Hotel, and later returned to Kogi State hotel after two years and up till now it is been managed as a public limited liability company Plc.
The staff strength of Kogi hotel presently is thirty (30) including both the senior and junior staff staffs of the hotel. The total which was located in Kogi State was created along with eight other by decree 38 of 28th August (1991), it was exercised from Kwara to the West and Benue state to East. Kogi State is the most centrally located of all the states of the federation it shares common boundaries with Niger, Plateau and federal capital territory to the north.
According to the fact sheet on Kogi State, the provision of the census result released in (1991) by National Population Commission, Kogi State has a population of 2,099,046, it is made up of twenty one local government area and has a land mass area of 1, 944, 267 hectare.
The administration of the state took of with the appointment of Col. Daladi Zakari as the first military administrator to pilot the affairs of the new state, from 1991 to date, the state has two civilian administration of Prince Abubakar Audu, five military administrator A. Paul Omeruo, B.L. Afakaria Co. P. Asugor A. NIEBO Prince Abubakar Audu, Alhaji Ibrahim Idris and Capt. Idris Wada.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
PRESENTATION OF DATA
In this chapter, the research findings are presented and analyzed to test the stated hypothesis of the impact of recruitment and selection into the hotel with particular references to Kogi State.
The evolution was based on data collected from the questionnaires as well as personal interview conducted among the staff of the hotel on the whole eighty questionnaire were administered to our sample population. At the end sixty (60) was completed and returned by respondents.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
SUMMARY
This study has been undertaking to identify staff recruitment and selection into the Kogi Hotel and to arrive at finding, research questionnaire was designed towards this end the work is carried out to investigate staff recruitment and selection into Kogi Hotel. To get accurate information about this, questionnaire method was employed to solid view of respondents.
The response rate is high because this is revealed in table 4.1 sixty respondents representing 67% returned their questionnaire. This is out of eighty questionnaire distributed.
More so, selection in the Kogi Hotels is usually based on job description and specification. This is equally supported by the respondents representing 50% of the respondents. Further more short listing of candidates for interviews for appointment to the hotel is based on merit as supported by forty respondents representing 66.66% in table 4.3 while 4.4 show that thirty respondents representing 50% affirms that political consideration and tribal sentiments play a lot in the selection of candidate to Kogi Hotel but on table 4.5, 24 respondents representing 40% disagreed with the contention that skill and ability to work are some of the factors considered in the recruitment and selection for the staff into the Kogi Hotels and to crown it all, 30 respondents representing 50% are with the view that quota system is a criteria used in the recruitment of staff into Kogi Hotels and to crown it all, 30 respondents representing 50% are with the view that quota system is a criteria used in the recruitment of staff into Kogi Hotels.
CONCLUSION
The unique opportunity at the disposal of the researchers on this topic that is, recruitment has afforded as an ample opportunity to acquaint ourselves with the recruitment procedure being adopted out within Kogi Hotels. It has also afforded the researchers the opportunity to interact freely with the people of various cadres from the lowest to the highest echelon in the structures of the organization fro what the researchers have been able to carry out there is no doubt in our mind that the predicament starting the hotel in the face are not confirmed to recruitment and selection solely with myriad of problem conforming the organization are not conceptual but influence of chief executive of ministries always considered in the recruitment and selection of staff by the hotel. Political consideration and tribal sentiment play a lot of role in the selection of candidate for appointment to the hotel. All in all patriotism should be the watch word in the scheme of things instead of self contentedness.
RECOMMENDATIONS
During the period of this research, the researcher discovered some anomalies which would likely to put on record in form of our recommendations to be taking into consideration during the process of recruitment and selection of candidates for various post within the hotel.
It is noticed that the way and manner employment is carried out through the patronage shown to a keen observer that the hotel advertisement and impartial solicit application should be used to secure worker for employment.
As for the lower level position noticed may be displayed in the office premise at the main gate for jobs. Selection of staff should be by open competition to that the hotel may be able to acquire the best worker. More so, there should be no exception this, not even where spouses are involved.
Not only should a staff skilled in this profession is also be morally upright. As a result of this references, Kogi Hotels management board should continually ask from former employers and school authority of such partial employed. Further more, certificate and relevant available credentials should be properly scrutinized and verified.
In addition to these, it was also observed with regret what is the mind of the researcher is referred to as god father. Phenomenon which is the belief by many Nigerians that to secure employment into an organization is depending on the assistance of some one in authority. Though, no body agrees that there is what is called god father syndromes, yet one can not rule out the fact that it is one of the sociological constraints to the adaptation of standard personnel management techniques in the management of both the private and public sector in Nigeria today.
Political influence affects compliance with the objectives of recruitment and selection policy.
This attitude of those responsibility for the recruitment of personnel in Kogi Hotels gives room to non adherence to the laid down policy recruitment and selection. It is therefore, the wish of the researcher to advice that emphasis be placed on compliance with the objectives of recruitment as well as selection policy of the hotel. Failure to do this would be tantamount to not abiding by the rule and regulations with respect to recruitment and selection policy. To crown it all, is that through the hotel has ‘’unearthed’’ problems the researcher wish to recommend that ethic consideration contributed in no small measures to the inefficiency and unemployment through out the country. Therefore, if the hotel wishes to employ the right caliber of personnel into her services, the ideas of ethnicity must as much as possible to be discarded unless these measures are taking there would no be sense of belonging among Nigerian which would lead to national integration.
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