Recruitment and Selection (Essay Sample)

THE IMPACT OF RECRUITMENT AND SELECTION BASED ON AGE, IN RELATION TO ORGANIZATIONAL PERFORMANCE: NIGERIAN AS A CASE STUDY
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Table of Contents
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CHAPTER ONE  PAGEREF _Toc376776811 \h
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1.0. Introduction  PAGEREF _Toc376776812 \h
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1.1. Background to the Study  PAGEREF _Toc376776813 \h
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1.2. Statement of the Problem  PAGEREF _Toc376776814 \h
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1.3. Purpose of the Study  PAGEREF _Toc376776815 \h
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1.4. Objectives of the Study.  PAGEREF _Toc376776816 \h
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1.5. Research Questions.  PAGEREF _Toc376776817 \h
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1.6. Scope of the Study  PAGEREF _Toc376776818 \h
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1.6.1. The Geographical scope.  PAGEREF _Toc376776819 \h
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1.6.2. The time scope.  PAGEREF _Toc376776820 \h
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1.6.3. The subject scope.  PAGEREF _Toc376776821 \h
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1.7. Significance of the Study.  PAGEREF _Toc376776822 \h
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1.6. Delimitation of the Study  PAGEREF _Toc376776823 \h
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1.8. Definitions of Key Terms.  PAGEREF _Toc376776824 \h
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1.8.1. Recruitment Practices.  PAGEREF _Toc376776825 \h
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1.8.2. Selection  PAGEREF _Toc376776826 \h
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1.8.3. Performance.  PAGEREF _Toc376776827 \h
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CHAPTER TWO  PAGEREF _Toc376776828 \h
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2.0. LITERATURE REVIEW.  PAGEREF _Toc376776829 \h
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2.1. Introduction  PAGEREF _Toc376776830 \h
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2.2 Conceptual Framework  PAGEREF _Toc376776831 \h
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2.3. Factors Militating Against Recruitment Processes  PAGEREF _Toc376776832 \h
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2.3.1 Host community influencing factor  PAGEREF _Toc376776833 \h
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2.4. Procedures for Personnel Recruitment  PAGEREF _Toc376776834 \h
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2.5 Development of human resource.  PAGEREF _Toc376776835 \h
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2.9. Relationship between Recruitment, Selection and Performance  PAGEREF _Toc376776836 \h
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CHAPTER THREE  PAGEREF _Toc376776837 \h
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3.0. METHODOLOGY.  PAGEREF _Toc376776838 \h
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3.1. Introduction  PAGEREF _Toc376776839 \h
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3.2. Research Design.  PAGEREF _Toc376776840 \h
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3.2. Study Population.  PAGEREF _Toc376776841 \h
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3.3. Research Variables Measurement.  PAGEREF _Toc376776842 \h
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3.3.1. The independent variable. Recruitment practices.  PAGEREF _Toc376776843 \h
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3.3.2. The Dependent Variable: Performance of Aquila leasing ltd  PAGEREF _Toc376776844 \h
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3.4. Sampling Design  PAGEREF _Toc376776845 \h
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3.5. Sample Size  PAGEREF _Toc376776846 \h
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3.6. Sources of Data.  PAGEREF _Toc376776847 \h
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3.6.1. Primary source.  PAGEREF _Toc376776848 \h
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3.6.2. Secondary source.  PAGEREF _Toc376776849 \h
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3.7. Instruments of Data Collection  PAGEREF _Toc376776850 \h
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3.7.1. Questionnaire.  PAGEREF _Toc376776851 \h
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3.7.2. Interviewing.  PAGEREF _Toc376776852 \h
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3.8. Procedure  PAGEREF _Toc376776854 \h
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3.8.1. Primary data collection.  PAGEREF _Toc376776855 \h
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3.8.2. Secondary data collection.  PAGEREF _Toc376776856 \h
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3.9. Data Processing and Analysis  PAGEREF _Toc376776857 \h
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3.9.1. Primary data analysis.  PAGEREF _Toc376776858 \h
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3.9.2. Secondary data analysis  PAGEREF _Toc376776859 \h
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3.9 Ethical Considerations  PAGEREF _Toc376776860 \h
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3.10. Limitations of the Study  PAGEREF _Toc376776861 \h
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REFRENCES.  PAGEREF _Toc376776862 \h
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CHAPTER ONE
1.0. Introduction
1.1. Background to the Study
The purpose of any organization is to make profits for the owners. This might seem extraneous activity for the firm if it does not understand the methods for increasing efficiency and effectiveness. Since 1980s, changes in the business operating environments have generated the consciousness that HR department holds the key to improved performance (Garner 2010, Ugoji 1995). Indeed, the major factor in improved performance has been identified by various studies to be change in the rate of productivity. This means that employees can have a significant impact on the performance of a company. Human resources are critical as they provide the creativity and drive for enhanced performance.
1.2. Statement of the Problem
There is no problem with the normal process of hiring and firing employees in modern organizations. However, the problem occurs in the manner in which people are selected and recruited. Indeed, most companies do not adhere to strict procedures in the recruitment of employees (Garner 2010). On the other hand, there are those companies that have a rigorous recruitment and selection process. In addition, there are various considerations that influence the recruitment and selection, even if a company uses either of the two approaches. Therefore, the manner in which people are hired has a significant impact on the company’s performance. In essence, companies incur extra expenses in motivating and training the worker (Yesufu 1962). Cases of inefficiency and ineffectiveness, labour turnover and a drastic reduction in the company’s development are some of the common issues of poor selection and recruitment process (Garner 2010). The problem of the study is aimed at determining whether age-related recruitment influences the company’s performance.
1.3. Purpose of the Study
The study will seek to determine the impact of recruitment and selection processes based on age in relation to organizational performance.
1.4. Objectives of the Study.
To examine the recruitment practices of a Nigerian-based company.
To assess the performance in relation to employee age
To determine the effect of recruitment and selection procedures on performance in a selected company
To identify gap in knowledge and provide a rational for future research
1.5. Research Questions.
What recruitment practices does the company use?
To what extent does the recruitment and selection procedure influence employee performance?
What is the performance of company in relation to the industry?
What is the effect of recruitment practices on the performance?
Does age affect performance at the company?
1.6. Scope of the Study
1.6.1. The Geographical scope.
The study will explore the question at the Aquila leasing ltd, which is a leasing company, based in Nigeria
1.6.2. The time scope.
The study will cover a period of 6 months from January to June 2014.
1.6.3. The subject scope.
The study will focus on the impact of recruitment and selection based on age in relation to organizational performance on the selected company.
1.7. Significance of the Study.
The objectives of this study assist the company determine the effect of their recruitment and selection process on the company’s performance. This is critical because it will help the company embrace better employment practices by recruiting competent employees in the business in order to improve performance.
The study is also significant because it will aid the government and other policy makers in developing objective and realistic policies that respect employee abilities and merit rather than the technical know-who theory. The Research will also be beneficial to other researchers interested in the recruitment and selection field in various sectors, both in Nigeria an in other countries.
1.6. Delimitation of the Study
The study will be carried out in selected organization within Nigeria. Nigeria has its own unique characteristics including culture. Therefore, the results might not adequately provide a rationale for duplication in other countries of industries.
1.8. Definitions of Key Terms.
For the purpose of this study, it is necessary to define the following important terms as they are central in the study
1.8.1. Recruitment Practices.
Recruitment is a management procedure that involves the utilization of organizational processes that influence the number and the type of people who will be required to work in a company. It can also be defined as those “organizational activities that influence the number and types of individuals who apply for a position, and that also affect applicant’s decisions ...