CHAPTER ONE

1.0       INTRODUCTION

1.1       BACKGROUND OF THE STUDY

Selection is vital process for every successful organization because having the right staff improves and sustains organization performance. The effectiveness of an organization”s selection system influences bottom-line of business outcomes, such as productivity and financial performance, a dream for any organization like NNPC.

Recruiting is seen as a “positive process of generating a pool of candidates by reaching the “right audience, suitable to fill the vacancy” (Leopid, 2002) on the other hand, he stated that once these candidates are identified, the process of selecting appropriate employees for employment can begin. This means collecting, measuring and evaluating information about candidate”s qualification for specified positions. Selection therefore is a process that involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Therefore, organization use these practices to influence the likelihood of hiring individuals who have the right skills and abilities to be successful in the target job, and better recruitment and selection strategi9es result in improved organizational outcomes. The more effectively organization selects candidates; the more likely they are to hire and retain satisfied employees.

In addition, the effectiveness of an organization”s selection system can influence bottom-line of business outcomes, such as productivity and financial performance. Hence, investing in the development of a comprehensive and valid selection system is money well spent. Recruitment and selection are vital process for organization, having the right staff can improve and sustain the organizational performance. Petts (1997).

As much as selection is the first step towards creating the competitive strength in the organization, NNPC doesn”t accord it the attention it deserves since selection process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews, is always done irregularly. Instead of the first identifying vacancy, preparing job description and person specification, advertising the vacancy, managing the response, short listing, arranging interviews and conducting interview and decision making as it would be, the practice at NNPC is different. What normally happens at NNPC is that you only see people hired in positions without going through the formal selection procedures.

This basic purpose of selection is to create a talent pool of candidates to enable the selection of best candidate for the organization, by attracting more and more employees to apply in the organization as well choose the right candidates to fill the various positions in the organization which process must be based on merit or technical know how but at NNPC the practice is technical know how. Those who are well known to the business are the main beneficiaries in this recruitment and selection process.

Also to the fact that most of them don”t go through the proper recruitment and selection procedures, the hired are not always the best suited for the most job at NNPC, which has created a number of cost implications for the company and negatively affected its effectiveness and profitability. It is therefore, against this background that the researcher decided to undertake a study entitled: “The Impact of Selection and Its Impact on the Productivity of Staff using NNPC as a case study”.

1.2       STATEMENT OF THE PROBLEM

1.         The challenges faced by employees are denied in the work places.

2.         The Managers are not likely to enhance healthy relationship between employees and employers in an organization.

3.         Some managers adopt leadership style that does not permit employee relations practices and its affect the productivity of an organization.

4.         Non-selection is also seeks to bring out the level of encouragement and motivation the bank has given to its employees to work effectively among others.

1.3       OBJECTIVES OF THE STUDY

1.         To find out if the challenges faced by employees in the economic development are denied in the work places.

2.         To determine the type of manager that gives enhancing healthy relationship between employee and employers in an organization.

3.         To determine the type of leadership style adopt by the manager to permit employee relation practices undertaken to increase its effect on the productivity of an organization.

4.         To determine the type of selection seeks to illustrate how organization should treat employees, the level of encouragement and motivation the bank has given to its employees to work effective among others.

1.4       RESEARCH QUESTIONS

i.          What types of challenges faced by employees in the economic development are denied in the work place?

ii.         What type of manager that gives enhancing healthy relationship between employees and employers in an organization?

iii.        What are the various types of leadership style adopted by the manager to permit employees relation practices, undertaken to increase its effect on the productivity of an organization.

iv.        In what ways can selection seeks to illustrate how organization should treat employees, the level of encouragement and motivation in bank has given to its employees to work effectively, among others.

1.5       SIGNIFICANCE OF THE STUDY

This study is intended to throw more light on the controversial issue of whether organizational selection system can influence the productivity of staff. These effects can be deuced from knowing the various policies on selection process. Sources of application development, methods of selection, evaluation of selection, problem associated with selection exercise, selection process, steps in selection process and properly placement of employee to benefit in the organizational selection like student, researcher and public relation, to find out the strong employee in the organization of work performance.

The study will also be helpful to managers, to add to their existing knowledge, the positive and negative reactions of the subject matter on the employees and organization.

Moreso, this study will help us to be conversant with the impact of some employment policies. This will help in circumventing some hurdles at the initial stage. This is true because, there are no apparent devices to disclose the traits of an employee but to achieve a predicated success in personnel department, we can only use our accumulated knowledge based on the study of the impacts of recruitment selection and placement to attain our targeted objectives.

Therefore, this study will be helpful in developing the intellectual vigour of the researcher and as well add more personnel knowledge to the existing one. It will also enlighten any reader who picks on this work and will aid then readers understanding on how organizational selection system can influence the productivity of staff.

1.6       SCOPE OF THE STUDY

This study focused on organizational selection and its impact on staff productivity. The study was conducted at NNPC Port-Harcourt; it does not go beyond that. Its focus was only on the entire staff and management of NNPC.

1.7       LIMITATIONS OF THE STUDY

The researcher encountered limitations in regards to availability of in formation.

1.         Time: This was a major constraint during the period of this work, there was not enough time left for the researcher to carryout her research work effectively.

2.         Finance: Owing to the financial difficulty prevalent in the century and its resultant; increase in the prices of commodities, transportation fare, research materials etc.

3.         Information Constraint: This research have never had it easy, when it comes to obtaining necessary information relevant to their area of study from private business organization and even government agencies.

1.8       DEFINITION OF TERMS

1.         Selection: This is a screening device to scrutinize among those who have applied and who best fits the post so advertised.

2.         Placement: This involves matching accurately the different job vacancies with the employee which centres primarily on placement policy.

3.         Staff: All the workers employed in an organization considered as a group.

4.         Productivity: The rate at which a worker, a company or a country produces goods, and the amount produced compared with how much time, work and money is needed to produce them.

5.         Job performance: Is represent behaviours employees engage in while at work which contribute to organizational goals.

6.         Work Motivation: Is a person”s internal disposition to be concerned with approach positive incentives and avoid negative incentives.

7.         Organizational Resources: In organizational resources supports systems impact the effectiveness of terms.

8.         Training: Is the systematic acquisition of skills, concepts or attitudes that results in improved performance in another environment.