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ABSTRACT
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This research work is on the impact of recruitment procedures on organizational productivity, a case study of Kaduna State Water Board Kaduna. Based on the research topic, the main objective of the research work is to investigate the impact of recruitment procedure as it affects the organizational productivity.
In the second chapter the researcher reviewed some of the existing literatures by notable Authors. In the third chapter, the research adopted both questionnaires and interview method of data collection. The researcher also used secondary source of data collection such as textbooks, journal, magazine etc. Based on the research work, the study revealed the following that the organization. Do recruit through internal and external source.
It also revealed that the post given to employees commensurate with their qualifications. Base on the finding above, the researcher recommended hat the organization should improve I if policies of recruiting through internal and external source and that the organization should make sure that the post given to employees always commensurate with their qualification.
TABLE OF CONTENTS
Title Page
Approval page
Declaration
Dedication
Acknowledgment
Abstract
Table of contents
CHAPTER ONE: INTRODUCTION
Background of the Study
Statement of the problem
Objectives of the study
Statement of the Hypothesis
Significance of the study
Scope of the study
Limitations of the study
Historical Background of Kaduna State Water Board
Definition of terms
CHAPTER TWO: LITERATURE REVIEW
2.1 Definition of Recruitment
2.2 Recruitment process
2.3 Methods of recruitment
2.4 The selection process
2.5 Factors affecting recruitment
2.6 Employee productivity
2.7 Human resource planning and job analysis
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Research Design
3.2 Research Population
3.3 Sample size and sampling techniques
3.4 Method of gathering data
3.5 Justification of method used
3.6 Method of data analysis
3.7 Justification of instrument used
CHAPTER FOUR: PRESENTATION OF DATA ANALYSIS
4.1 Data Presentation
4.2 Data Analysis
4.3 Test of Hypothesis
CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of Findings
5.2 Conclusion
5.3 Recommendations
References
` Appendices
CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE STUDY
Recruitment is a very important human resource activity because of the importance role it plays in the lives of individual, men and women and their personal experience of recruitment and failure to be recruited. Millions of people are recruited in Nigeria every year.
Recruitment according to Monday & Noc (2002) “is the process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications and encouraging them to apply for jobs with an organization”. Boudreau and Rynes (2003) defined recruiting “as activities or practice that defined the characteristics of applicants to whom selection procedure are ultimately applied”.
It’s indeed an activity to attract sufficient and suitable potential employees to apply for vacancies in the organization. In medium sized and large organizations, the human resource department is responsible for the recruitment process. In small organizations, recruitment is likely the responsibility of individual manages. Regardless of who is responsible for the recruitment process, it is an essential function of every organization.
Recruitment involves selection which is the process by which managers determine the relative qualification of job applicants and their potential job. Thus, before actually recruiting and selecting an employee, managers need to engage in two important activities. Human resource planning and job analysis which are the basis upon which recruitment exercise is based.
STATEMENT OF THE PROBLEM
In every organization, there is the need to recruit human labour to carry out the different function of management in order to achieve organizational objectives.
Recruitment is the basic foundation in which any organization be it public or private profit-orientated or non-profit oriented, as a fault recruitment will hinder the achievement of corporate objective or goals. Hence, the need for effectiveness, efficiency and optimum productivity.
It is in this background that the researcher intends to look at recruitment procedure and its effect on the productivity of Kaduna State Water Board.
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OBJECTIVES OF THE STUDY
The study is aimed at, among other things, reaffirming the fact that effective recruitment of staff to fill job vacancies in an organization, because the organization can function well, only when the right personnel are at the right place with the perception of the job and the right job satisfaction.
The main objective of this research work is to investigate the impact of recruitment procedure as it affects the organizational productivity. Other sub-objectives are as follows:
1. To find out how recruitment procedures are carried out in an organization.
2. To identify problems which organizations encounter in recruitment.
3. To establish basis for future research on recruitment.
4. To suggest ways of improvement during recruitment process
5. To recommend ways by which recruitment can be done, this will serve as guide to administration of the corporation and similar organization.
STATEMENT OF THE HYPOTHESIS
For the purpose of this research work, the following hypothesis are set up:
H0: Recruitment procedures has no effect on employee’s productivity.
H1: Recruitment procedure has effect on employee’s productivity.
SIGNIFICANCE OF THE STUDY
The significance of this study cannot be over-emphasized, it will help manager and their organization to know which procedure or method of recruitment to apply when there is needs for new entrant. It will also help other researchers who may wish to undertake similar research on the above subject matter.
SCOPE OF THE STUDY
It is necessary to categorically state that this study has to be carried out within the Kaduna State Water Board and all the activities will be limited to human resource department only. So if any generalization is made in the end, they should be seen as an inference drawn from the data from the related problems.
LIMITATIONS OF THE STUDY
The following are some of the problem that limited the extent of the study:
1. TIME CONSTRAIN: Time factor is one of the major problem that affect the research work. It is not easy to combine a research of this nature with lecture.
2. FINANCE: This is due to escalating price of textbooks and other stationeries and transportation cost of the data acquisition.
3. The unwillingness on the part of come respondents to provide relevant data that are vital to the research work.
HISTORICAL BACKGROUND OF KADUNA STATE WATER BOARD
Kaduna state board was established as the North Central Water Board and it came into existence in May 1971 under the Edit No 2 of 1971 signed by the military governor, Brigadier Abba Kyari. The board became a corporate body with perpetual succession and common seal and has vested power to:
1. Control and manage all water works.
2. Establish, control, manage, extend and develop such water works (old and new).
3. Ensure that water is supplied to the public at a reasonable charges and in adequate supply.
Kaduna State Water Board being a social ser vice board is not expected to be a profit oriented organization, however, pursuant to the financial policy of the board as laid down under section 20 of the edit No 2 of 1971 the board has to raise sufficient revenue from the sales of water to:
i. Meet its day to day operating expenses
ii. Pay any departmental service cost.
iii. Generate surplus revenue for future extension.
The board is an autonomous board with member as may be appointed by the state chief executive, usual are member from each local government area of the state with the growth in the population of Kaduna town and its rapid industrialization, it became apparently obvious that the water production capacity of 18th May in 1979 was grossly inadequate. The board therefore had to make urgent expansion of its two water works, the north and south works to reduce shortage within the town and its environment.
DEFINITION OF TERMS
EMPLOYMENT PROCEDURE: This is the process whereby the right channel of proper employment patter is followed during the recruitment exercise.
EXTERNAL RECRUITMENT: When an organization has exhausted its internal supply of applicant, it has to recruit form outside source.
HUMAN RESOURCE MANAGEMENT: Include all activities that managers engage into attract and retain employees and ensure that they perform at a high level and contribute to the accomplishment of organizational goal.
INTEGRATING TEST: Are used to assess honesty of a job candidates.
INTERNAL RECRUTIMETN: Can be refers to as job posting.
INTERVIEW: These are the most common or popular selection process. It can be structured or unstructured.
JOB ANALYSIS: Isthe process of identifying the tasks, duties, and responsibilities that make up a job i.e. The job description and for the knowledge, skills and ability needed to perform the job i.e. job specification.
MOTIVATION: This is the propelling forces that make one achieves positive result.
RECRUITMENT: includes all activities that managers engage in to develop a pool of qualified candidate for open position.
SELECTION: Is the process by which managers determine the relative qualification of job applicants and their potential for performing well in particular job.
PRODUCTIVITY: Is the efficiency of work in relation between result achieved and resource used over a definite period of time, it is the ratio of output to input.
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