Effects Of Selection Process On Labour Turnover And Productivity Of Employees (A Case Study Of Nigerian Bottling Company Plc, 9th Mile Enugu)

This Research Work is on

Effects Of Selection Process On Labour Turnover And Productivity Of Employees (A Case Study Of Nigerian Bottling Company Plc, 9th Mile Enugu)

ABSTRACT

Human resources and organization are like two sides of coin. For organization to exist, it requires human effort to carry-out the activities for achieving the purpose of such organization . Again how this organization select and recruits, employees who are competent without bias mind was seen as part of the researcher’s reasons for carrying out the study.

Recruitment according to Udeze J.O.(2000) quoted from Flippo Munsiger(1978) defines or sees recruitment as the process of searching for perspective employees and stimulating them to apply for jobs. While selection is aimed at selecting the best from the tools of qualified applicant to a job opening unquoted . this means that selection brings to an end, the function of category of procurement.

This study was aimed at understanding the problem of selection process on labour turn-over in Nigeria Bottling company Plc Enugu. And also to a certain the extent to which the company ownership structure with its attendant bureaucratic re tape in the company and how to alleviate them.

The researcher identifies means by which selection process can be improved and also proffer solution and recommendation.

TABLE OF CONTENT

HAPTER ONE

Introduction

1.2 Background of the study

1.3 Statement of the problem

1.4 Objectives of the study

1.5 Significance of the study

1.6 Research Questions

1.7 Scope and limitation of the study

1.8 References

CHAPTER TWO

LITERATURE REVIEW

2.1 Introduction

2.2 Selection policy

2.3 Criteria for selection

2.4 Selection process

2.5 Application form

2.6 The nature and objective selection interview

2.7 Conducting the interview

2.8 Psychological test

2.9 Coefficient of correlation

2.10 Acceptance of the job offer

2.11 Evaluation of the Nigerian Bottling company

Plc 9th Mile, Enugu Plant

Reference

CHAPTER THREE

RESEARCH METHODOLOGY

3.1 Introduction

3.2 Research Design

3.3 Population for the study

3.4 Sample size determination

3.5 Source of data

3.6 Collection of data

3.7 Data analysis technique

CHAPTER FOUR

PRESENTATION AND ANALYSIS OF DATA

4.1 Introduction

4.2 Tabular presentation descriptive analysis and introduction of data

4.3 Summary

CHAPTER FIVE

5.1 Summary

5.2 Conclusion

5.3 Recommendation

5.4 Bibliography

5.5 Appendices

LIST OF TABLES

Table 4 -1 Type of questionnaire

Table 4 –1-2 Selection process is based on

Table 4 –1-3 Has the turn- over and productivity affected masses.

Table 4 –1-4 How often do the selectors exchange view concerning selection process of employees in their monthly meeting.

Table 4 – 1-5 Do you think selectors have what is expected in selection process of employees?

Table 4 –1-6 Is there any policy made for effective selection in your company?

Table 4 –1-7 Are the policy made related to the company’s objectives?

Table 4 –1-8 How often are the employees exposed to technical programmes?

Table 4 –1-9 Who has the right to select in the company?

Table 4 –1-10 Are you satisfied with the selection of employees in the company?

CHAPTER ONE

INTRODUCTON

1.1 BACKGROUND OF STUDY

Every organization has human resources as part of its resources. The organization cannot function without people working together and whenever people work together, the personnel management function must be performed and executed. Other resources may include physical, financial and informational. However, the most vital among all these resources seems to be the human element.

The human resources is the concern of personnel management. Personnel management deals with the bringing of a person into an organization, his behaviour in the work situation, his interests and relation-ship both with his fellow workers and the organization. It is the series of management activities, which procures personnel for the organization to achieve effectives performance towards organizational growth.

Therefore this human element does not just come, they are recruited based on qualification. Recruitment is an of the process of staffing in an organization. It is also concerned with developing a pool of job candidate in line with the human resources plan. In this case, candidates are usually located through newspapers and professional journal advertisements, employment agencies and visits campus. It comes immediately after human resources planning. Recruitment

Seen as that process of assessing a job, announcing the vacancy, arousing interest and stimulating people to apply

In recruitment, there is general one is the most appropriate for operative employees, which takes place if the organization needs a group of workers of a certain type, example is typists or sales people. Another one is specialized recruiting, which is used mainly for executives or specialists, occurs when the organization desires s particular. In this , candidates receive individual attention over an extended period of time. The process of recruitment must be centered in one place and in the hands of one person or group. Only in this way can there be a sufficient concentration of exercise, knowledge and record to provide the possibility of efficiency in service both to applicants and to the organization.

While selection is the process that leads the firm to choose from a list of applicant. The person or persons who will match the selection criteria or the vacant post with consideration of current environmental conditions is given the job. Application forms, resumes, interviews and reference checks are commonly used selection goals. The application form serves three purposes in selection. They are :-

  • Show that the applicant desires a position.

  • Provides the interviewer with the basic information needed to conduct the interview.

  • It becomes part of the organization’s information if hired.

Selection process is a matter of satisfying a company’s present needs. It is

An activity which influences the shape of a company’s future health and its cumulative results predetermine the future health of the enterprise. Selection process especially at high level is no longer a question of trying to fill a closely defined slot but, as Plumbley (1976: 38) matching process between the capacities and inclination of the candidates and the demands inherent in a given job or career pattern.

Furthermore, the history of Nigerian Bottling company (NBC) dates to forty (40) years ago. The company which has made phenomenal process, tapped its first soft drink production with the world’s most popular beverage called coca-cola. At this time, only few plants were established in the country. This Nigerian bottling company (NBC) was in the town of Atlanta in Georgia United state of America (U.S.A) in the year 1886

That a man named Dr .John Styth the Pemberton, a pharmacist first initiated the plans for the world’s best soft drink. Having succeeded in brewing the drink a man named Frank M. Robinson – Dr. Pemberton’s partner and book-keeper designed the flowing distinguishing trade mark and gave coca –cola its name.

Following this remarkable feat achieved by Dr. Pemberton, many countries in every part of the globe who have heard of the this drink began to have vicious desire taste made of this drink. This was also made possible through Dr. Pemberton’s advertising and marketing activities.

However, this coca-cola came into Nigeria in the year 1953. this was when the Nigerian Bottling company opened it s first plant in Lagos. Following the uncontrollable demand for its product in Nigeria, the Nigerian bottling company, in a bid to reach the nook and cranny of Nigeria had to have several depots (branches).

Presently, in Nigeria the company operates in areas such as Akwa, Abakaliki, Nsukka, Ikon and 9th mile corner Enugu etc The products include: Fanta soda, sprite, Krest, or Bitter lemon, Fanta orange,Fanta Ginger ale, Fanta tonic,Evatable-water and coca-cola coke etc.

Moreover, these establishment that mentioned above were made again in areas like Benin, Lagos, Port-Harcourt in September 1962,. The company started production capacity was 350,000 hector per annum, but now, the capacity has hit about two million hector stride taken by the company within this period, the Board of Directors and management hope that you as an employees of the company will contribute your quota in insuring its continued growth and development.

Finally, as Yoder (1976:278) observed staffing as a process that begins with the determination of man-power needs for the organization and ends with the inventors of capabilities, recruitment, selection, placement and orientation.

STATEMENT OF THE PROBLEM

Selection and recruitment is a step in management development, which help fundamentally to find and attract potential employees who it successful, eventually fill vacant positions.

In management, professionalism developed states of selection and recruitment when employed in conjunction with other tools of personnel assessment, as well as complimenting input of sound job design programme may significantly facilitate the development and maintenance of efficient work force and indeed, the utilization and conservation of human resources.

In fact, in a firm’s working life, abundant evidence clearly prove that these tests, all thing being equal are creditable predictors of employee’s job performance.

However, the Nigerian societal immorality and political influences have created discrepancies in selection procedures through such vices as favouritism, tribalism and nepotism.

These are problems arising from vague description of job by these personnel management. Because of these problems, the needs for a close up examination of the whole selection process on labour turn-over in Nigerian Bottling company Plc 9th mile

Corner Enugu becomes inevitable.

1.2 OBJECTIVE OF STUDY

  1. To determine the effect of labour turn- over and productivity and how to alleviate them.

  2. To ascertain the extent of which the company’s ownership structure with its attendant bureaucratic red tape on the selection of labourers in the company.

  3. To identify means by which selection process on labour turn- over can be improved in the company.

  4. To identify possible solutions.

1.4 SIGNIFICANCE OF THE STUDY

This research will benefit the readers and also future researchers and students who will love the opportunity to pick this from the library.

Other people that will also benefit from work are:-

  • organization

  • Researchers

  • Government

The organization will benefit from this work they know the causes of implication of wrong collection process and avoid it.

The researcher will gain more knowledge by the time she is through with the whole research work.

The government will benefit from this work because they have handle labour turn- over and productivity., of employees.

1.5 RESEARCH QUESTION:

  1. Do selection process exist at all in the company’s of today?.

  2. What are the causes of wrong selection process?.

  3. What causes decline in workers productivity?.

  4. What should be done to have the right selection process?

1.6 SCOPE OF THE STUDY

For the purpose of this study, the researcher have chosen one multi- national company in Enugu state; the Nigerian Bottling company 9th mile corner Enugu. The data collected from the public Relation Officer (PRO) in this company written above by the researcher will be used to make a generalized statement of what is obtainable in selection process on labour turn- over and productivity of employees. The researcher will also use the findings you draw conclusion on how best managers should handle some factors affecting selection process on labour turn-over in the company.

 

 

 

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