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ABSTRACT
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The study examines the involvement of office professionals in recruitment and selection process using four selected organizations in Kaduna Metropolis as a survey. The theoretical basis for the study was done through the review of related literature from textbooks, journals, periodic, conference papers, Internet, etc. The entire population of 85 respondents was used for the study in view of the small size involved. A set of questionnaire was used as instrument for data collection.
Data were analyzed using mean statistical tool of the four point likert scale. Based on the findings of the study, it was concluded that office professionals are involved in all the recruitment and selection processes in every organization as they advertise vacant positions as directed by the executives, receive application letters and CVs from candidates for screening and also give information to candidate during and after the recruitment processes.
Thus, the study recommends among others that Management of organizations should ensure that necessary staff such as office professionals, human resource managers as well as chief executive officers should form part of any recruiting team
TABLE OF CONTENTS
TITLE PAGE. i
DECLARATION.. ii
APPROVAL PAGE. iii
DEDICATION.. iv
ACKNOWLEDGEMENT. v
TABLE OF CONTENTS. vi
CHAPTER ONE. 1
INTRODUCTION.. 1
1.1 Background of the Study. 1
1.2 Statement of the Problem.. 4
1.3 Objectives of the Study. 5
1.4 Research Questions. 5
1.5 Significance of the Study. 6
1.6 scope of the Study. 7
1.7 Limitation of the Study. 7
1.8 Definition of Terms. 8
CHAPTER TWO.. 10
REVIEW OF RELATED LITERATURE. 10
2.1 Concept of Recruitment and Selection. 11
2.2 Who is an Office Professional?. 13
2.3 Importance of Recruitment and Selection in an Organization. 14
2.4 Employees Responsible for Recruitment and Selection in Organizations 15
2.5 Extent of Involvement of Office Professionals in Recruitment and Selection Process in Organization.
2.6 Skills Needed by Office Professionals in Recruitment and Selection 20
2.7 Effect of Involvement of Office Professionals in Recruitment and Selection Processes. 23
2.8 Summary of the Review.. 25
CHAPTER THREE. 26
RESEARCH METHODOLOGY.. 26
3.1 Research Design. 26
3.2 Area of Study. 27
3.3 Population of the Study. 27
3.4 Sample Size and Sampling Techniques. 27
3.5 Instrument for Data Collection. 28
3.6 Validation of Instrument 28
3.7 Administration of the Instrument 28
3.8 Data Analysis Technique. 29
CHAPTER FOUR.. 30
DATA ANALYSIS AND INTERPRETATION.. 30
4.1 Data Analysis and Interpretation. 30
4.2 Major Findings. 35
4.3 Discussion of Findings. 37
CHAPTER FIVE. 39
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS. 39
5.1 Summary. 39
5.2 Conclusion. 40
5.3 Recommendations. 41
5.4 Areas for Further Research. 42
REFERENCES. 43
APPENDICES. 45
CHAPTER ONE
INTRODUCTION
Background of the Study
Since World War II and the growth of modern management science, solid management planning has become the key differentiator enabling competitive success. It seems unnecessary to point out that planning for a business most critical resource is essential.
As we move through the twenty first century where a globalized work force is the basis of competition,it is discovered that the principle of human resources planning and development are of prime importance (Ujo, 2012).
The success of a business or an organization is directly linked to the performance of those who work for that business. Underachievement can be a result of workplace failure. Because having the wrong people or failing to anticipate fluctuations in hiring needs can be costly, it is important that conscious efforts are put into human resource planning (Biles et al, 2009).
According toRichardson (2013)recruitmentis the set of activities and process used to legally obtain a sufficient number of qualified people at the right place and time so that the people and organization can select each other in their own best and short term interest. The recruitment process provides the organization with a pool of potentially qualified job candidates from which judicious selection can be made to fill vacancies.
Recruitment and selectionis the process of attracting individual on a timely basis, in sufficient numbers and with appropriate qualification to fill an empty position (Walker, 2009). Thus recruitment is the process of identifying and attracting potential candidates from within and outside an organization to begin evaluating them for future employment.
Selection then begins when the right calibre of candidates are identified. Selectionis thus the process through which organization make decisions about who will or will not be allowed to join the organization.
Undoubtedly, not every employee in the organization are involve in recruitment and selection processes in organizations, some organization employ recruitment consultants to carryout their recruitment process while others use their human resource department.
According to Odiagbe (2008) an office professional is “a high caliber support staff who can be recalled upon to relieve a typical director or chief executive of some stress inducing workload, solve problems, represent him when necessary, organize the office, manage his tours and be a resource person or a reservoir of facts and information connected to the organization, She/he must be capable of using his/her initiative and good judgment at critical times”.
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