Recruitment and Selection Practices As Strategic Factors for Employee Performance: A Study of Selected Deposit Money Banks in Nigeria (original) (raw)
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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.
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.
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.
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
Employee Motivation, Recruitment Practices and Banks Performance in Nigeria
International Journal of Entrepreneurial Knowledge, 2016
Many organisations recognizes the use of human resource as a major influence to their success. And with today’s competitive environment, it is imperative for organisations to find ways to be more effective and efficient in utilizing their resources so as to improve their general performance. Hence, there is need to recruit and retain highly qualified and motivated employees in order to remain competitive in the unstable environment. This study evaluates the relationship between recruitment practices, employee motivation and their impact on organisational performance focusing on the Nigerian banking industry, with a view to investigating factors that motivate employees of Nigerian banks and the methods banks adopt to motivate their employees. The study also assesses recruitment and selection methods used by Nigerian banks to select effective employees. The study is a cross-sectional in time and the primary data collected from a conveniently selected sample of 60 employees each of the...
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.
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).
Recruitment strategies of the banking industry in Nigeria: The head hunting panacea
African Journal of Business Management, 2019
The purpose of the study is to examine the effect of headhunting recruitment strategy on employee retention strategy in the Nigerian banking industry. The objective is to examine the effect of headhunting recruitment strategy on employee retention in the banking industry. The study makes use of primary data by administering structured questionnaire to employees of Zenith Bank Plc, a money deposits bank in Egor local government area, Oredo local government area, and Ikpoba Okha local government area in Benin City of Edo State of Nigeria and Stata 13.0 statistical tool is used for the analysis of data. The results show that headhunting recruitment strategy has a significant positive effect on employee retention strategy while selection practice has a significant positive effect on employee retention strategy. Keywords: Employee retention strategy, headhunting recruitment strategy, recruitment, selection practices.
Lapai Intenational Journal of Public Administration. Ibrahim Badamasi Babangida University , 2019
Recruitment is one of the fundamental functions of Human resources management that has a critical impact to organization performance. Recruitment includes all the activities managers engage in to develop a pool of qualified applicant to apply for an open position in organization. The efficiency of any organization depends on the caliber and competency of its workforce. This study assess the extent to which managing effective recruitment and selection process enhance organizational performance in Kano Electricity Distribution Company (KEDCO).The study used interview and questionnaire instrument to collect data from the sample size of 288 respondents, 20 management staff of KECDO head quarter was also interviewed. The secondary source of Data used in this study include publications such as Journals, conference papers, gazette, circulars unpublished dissertation and internet data. Both descriptive and inferential statistics were used in presenting and analyzing the data for the study. The study found a significant relationship between effective recruitment strategy and organizational performance in Kano Electricity Distribution Company. The study recommends among others that vacancies should always be given wide publicity during the recruitment process. This will give equal opportunity to all applicants instead of concentration on only few sources of recruitment. The management should expedite action to address the issue of improper placement during the recruitment process; this will help boost employee morale and improved the organizational performance.