Employee Selection Process: An Approach for Effective Organizational Performance (original) (raw)
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The study examined the impact of recruitment and selection practices on employees' performance of selected deposit money banks in Nigeria. Survey research design was used to obtain primary data from 126 sampled managerial staff of the largest six deposit money banks (DMBS) through a four point likert scale questionnaire. Hypothesis were formulated and subjected to linear regression statistical test at five percent significance level with the aid of Statistical Package for Social Science (SPSS). Results showed that recruitment and selection practices have significant impact on employees' performance of the selected DMBs. The study concluded that recruitment and selection practices of the DMBs is a potent tool explaining the performance of employees in the deposit money banking industry in Nigeria. The study therefore recommended that recruitment programmes of DMBs must be properly planned and flexible as this affects the quality of prospective staffs that eventually emerge from the selection procedures and their consequent performance on the job.
This study investigates the impact of recruitment and selection criteria on performance using GN Bank, Accra Ghana as point of convergence. The analyses of 130 valid responses obtained through a questionnaire that was administered to randomly selected respondents uncovered that recruitment and selection criteria have significant effect on organization's performance (X2 = 35.723; df = 3; p<0.05). The more objective the recruitment and selection criteria, the better the organization's performance (X2 = 20.007; df = 4; p<0.05). Therefore, its imperative to put candidates under meticulous check cum scrutiny so as to conceive an organizational palatability as the after-effect.
THE SELECTION PROCESS & EMPLOYEE PERFORMANCE EVIDENCE FROM THE NIGERIA PUBLIC SECTOR
This study is focused on the selection process in government establishments as it affects the performance of employees. The objective of the study is to determine those factors in the selection process that can predict effective worker performance using extant selection models and templates. The Models used in the study include: The Wendel French (1978) and the Gordon, et al, (1990) models. The scope of the study covers establishments in the six (6) States of the Niger Delta region of Nigeria. The, survey research was adopted in which questionnaire were administered to five establishments of the civil service in each state. These include the Civil Service Commission, the House of Assembly Service Commission, the Judicial Service Commission, the Local Government Service Commission and selected Statutory Boards. Of the 2002 questionnaires administered, 1200 of them were retrieved. This gives approximately 60% responds rate. Using correlation and multiple regression models as test-statistics, it was found that 11 predictor variables in the Model 3 (i.e. the combined model) all have positive correlation with the dependent variable, employee performance. This necessitated the rejection of the null hypothesis 1. In respect of hypothesis 2 we found that only two factors were found significant. These are Preliminary screening of application forms and Employment Decisions. This suggests that all other stages of the selection process are either poorly done or jettisoned. Test was conducted at 0.05% level of significance. Thus, the null hypothesis was accepted. This means that the civil services across the region do not actually follow the template and procedures in selection. Recommendations made are to the effect that personnel officers in charge of recruitment should show transparency, fairness and objectivity in their employment procedures and the selection template as contained in the model 3 should be followed it was further suggested that eminent persons and highly placed people in government should desist from putting pressure on employment agencies to compromise the process and favour choice persons with job offers. Lastly, the researchers suggested further studies by interested academics in HRM to improve the predictive power of the model.
International Journal of Academic Research in Business and Social Sciences, 2013
A sound recruitment programme logically follows a well drawn-up manpower plan. In fact, the quality of the present manpower plan as indeed of every present decision of the organization depends upon the quality of recruitment policies and practices. This paper examines recruitment and selection process. It identifies a typical source by separating recruitment into internal and external and discussed the advantages of each method. The analytical tools used in this study were regression analysis and analysis of variance (ANOVA) to determine the relationship between a well planned recruitment and selection process on corporate performance. Findings revealed that there is a significant relationship between recruitment and selection based on merit and organizational performance; that effective recruitment and selection is a key to organizational commitment; that a well planned recruitment and selection contributes to organizational performance. The paper concludes by drawing the danger potends by poor recruitment and selection as poor recruitment could lead to selection of poor applicants.
EFFECT OF RECRUITMENT AND SELECTION ON PERFORMANCE OF DIAMOND BANK PLC, ABUJA
The wrong man on the wrong job can lead to poor organizational performance and eventual closure or liquidation of the organization. The main objective of this study is to find out the effect of recruitment and selection on employees' performance in Diamond Bank Plc Abuja, FCT. The study made use of survey research design. The entire population of the study is three hundred and forty-four (344) comprising of all the staff of fifteen (15) Diamond bank branches in Abuja. Taro Yamane formula was employed to arrive at a sample size of one hundred and eighty-five (185). The primary source of data was mainly used and out of 185 questionnaires distributed only 129 were retrieved and used for the analysis. Multiple regression and correlation matrix were used to analyse the data. A normality test was also carried out on the data. The eview statistical software package, excel and SPSS were employed for these purposes. The findings reveal that there is a significant positive relationship between recruitment and employees' performance in Diamond bank Plc branches in Abuja, also there is a significant positive relationship between selection and the performance of employees in Diamond bank branches in Abuja. It was concluded that improvement in the recruitment and selection process in diamond bank plc will improve the performance of employees in Diamond bank branches in Abuja. The study recommends that the management of Diamond bank should pay more attention to the employment agencies being used by the bank for recruitment exercises to ensure that the best candidates are recruited from the beginning as this will improve the performance as well as reduce the high labour turnover being experienced by the bank.
The International Journal of Business & Management, 2019
1. Introduction Employee selection and processes involved, is said to be a very critical for the development of an organization. The process of employee motivation, employee performance management is very critical. Human resource managers. The best investments in an organization, are the employees the organization has, and the process of employee selection is very critical towards organizational output of goods and services. The business environment has advanced to a more fundamental and globalized world of business; involving strategies and competitive market development and expansion of supply, manufactured goods and services, to meet the global needs of demand and supply, as well as organizational human capital development. For managers to be highly successful and competitive as well as the organizations they lead, it is imperative that the business enterprise depends substantially on the efficiency of staff selection and the processes involved. The selection of staff requires calls for applications, aptitude test, examination and referee checks for recruiting potential candidates and applicants in numbers and quality. This is the best way or process for organization to get the most appropriate people to fill the vacant positions. This study was therefore conducted to assess the Impact of Staff selection process on organizational performance, using the NASCO Group of Company, Jos Plateau State as Case Study. 1.1. Statement of Problem There has been some fundamental problem towards the process of selection and recruiting potential candidates to fill vacant positions in public and private companies. Some of the contemporary issues include, favoritism, tribal sentiments, ethnicity, and state of origin. Most times the process of recruiting potential candidates has to do with family connections. This has been a bane in the Nigerian system in both public and private institutions, and this has become worrisome such that it affects company's output and performance management. Those who are qualified and meant to do
2020
Recruitment and selection, as a human resource management function, is one of the activities that impact most critically on the performance of an organization in terms of achieving its ultimate goal (Costello, 2006). The purpose of this study is to identify the effect of employee recruitment and selection on organizational performance in CBE. The study focused particularly on identifying the effect of internal recruitment, external recruitment and selection practice on CBE performance. The study also reviewed literature on recruitment and selection with theoretical, empirical and conceptual frameworks. To achieve the objective, the researcher was employed both descriptive and explanatory design method. study was also applied both qualitative and quantitative research approach (mixed method approach). Purposive sampling technique was used to select branches and process unit's representative of commercial bank of Ethiopia for the study. Survey questioners was used to collect the data from a sample of 377 employees who are working in under four Addis Ababa districts and head office in commercial Bank of Ethiopia. Descriptive and inferential statistics were employed for the data analysis process. The descriptive statistics include the mean, frequencies, percentage and standard deviation. The inferential statistics (correlation analysis and regression analysis) was also used in analyzing the relation between independent and dependent variables. The finding indicates that internal recruitment, external recruitment and selection correlated and have significance effect on organizational performance. the internal source of recruitment methods of the bank is not rational, acceptable and fair. Additionally, CBE recruitment and selection practice did not reduce potential legal complications and did not save training time and money including, did not help CBE to gain competitive advantage. And most of employees are not motivated to stay with the organization. So that the researcher come up with recommendation that the bank should look and improve other process of HR linked with recruitment and selection like the talent management (job analysis and job specification) and compensation and reward management in order to gain competitive advantage. The management should also improve the promotional and transfer practice and criteria beside except for punishments, transfers have to be considered after a discussion with the employee of his or her console. And All legislation and policies pertaining to recruitment and selection should also be made available to all staff members of the bank
The Impact of Recruitment and Selection Criteria on Organizational Performance 5
This study investigates the impact of recruitment and selection criteria on performance using Fidelity Bank Plc, Lagos Nigeria as focal point. The analyses of 130 valid responses obtained through a questionnaire that was administered to randomly selected respondents revealed that recruitment and selection criteria have significant effect on organization's performance (X 2 = 35.723; df = 3; p<0.05). The more objective the recruitment and selection criteria, the better the organization's performance (X 2 = 20.007; df = 4; p<0.05).
THE IMPACT OF RECRUITMENT AND SELECTION CRITERIA ON ORGANIZATIONAL PERFORMANCE
This study investigates the impact of recruitment and selection criteria on performance using Fidelity Bank Plc, Lagos Nigeria as focal point. The analyses of 130 valid responses obtained through a questionnaire that was administered to randomly selected respondents revealed that recruitment and selection criteria have significant effect on organization's performance (X 2 = 35.723; df = 3; p<0.05). The more objective the recruitment and selection criteria, the better the organization's performance (X 2 = 20.007; df = 4; p<0.05).
International Journal of Intellectual Discourse, 2020
This study examined the optimization of KW-IRS performance through effective Recruitment and Selection process. To achieve this, the study intends to examine the effect of equity in recruitment and selection process on organizational performance of KW-IRS and to evaluate the relationship that exist between work experience as dimension of recruitment and selection process and organizational performance of KW-IRS. Primary data was used for the study, which were generated through the use of questionnaires. A simple random sampling technique was used to select the sample of 152 respondents; 8 respondents from each of the nineteen (19) area offices of a total population of 945 employees in the state. Data was collected and analyzed with regression analysis. The study shows that equity and work experience dimensions of recruitment and selection process have significant positive effect on the employees' performance of KW-IRS at 5% significant level (P-value of 0.000 and 0.000) respectively. The study therefore recommends that the management of KW-IRS must not allowed external influence to jeopardize the standard of the recruitment and selection process for the benefits of organizational performance.