THE IMPACT OF RECRUITMENT POLICIES ON JOB PERFORMANCE IN THE PUBLIC SECTOR

CHAPTER ONE

INTRODUCTION

BACKGROUND OF THE STUDY

The success or failure of any organization is generally attributable to the caliber of its workforce, and quality depends mostly on how the recruitment exercises were conducted, which in turn depends on the staffing policy of the organization. An organization’s most important resources or asset in its human resources. Their importance cannot be ever emphasized. An organization’s success of failure, in final analysis, mostly on the quality of its workforce.

However, for an organization to acquire the services of the right caliber of manpower, its recruitment policies must be sound. For example, requisite qualification, experience, i.e. excellent performance at the interview for such vacant of potions.

Nigeria, like most developing countries of the world is faced with the problem of recruitment in its small and large scale business both private and public.

Anugwom (2005) defined recruitment as the process of ascertaining the manpower need of the organization and communicating this need to the labour market, so that those who meet the requirements of the job opening can apply.

Flippo (2001) defines recruitment as the process of searching for prospective employees and simulating them to apply for jobs in the organization.

Recruitment as a process of attracting applicant with certain skills, abilities and other personal characteristics to job vacancies in the organization.

(Ohaegbulem 2007) defines recruitment as the process of filling the vacant positions existing in business offices. Where vacancies exist, advertisements are published in newspaper, magazines, trade journals, radios televisions, notices boards, etc. also, announcement, are made in churches, meetings, market squares, streets and so on.

Recruitment encompasses examination of the vacancies, consideration of sources of suitable and qualified candidates, how to contact those candidates and attract applications from them, short listing them for interview, interviewing them, selection and appointing them according to their performance and viable vacancies.

Vacancies may be due to the need for additional personnel to the existing ones. It could be due to mobility of labour, that is employees changing from one appointment to another in search of greener pastures, promotions transfers, etc. It could be because of retirement, re-organization, descendent resignation and termination of workers.

How Poor Recruitment Affects in Afikpo North Local Government Council:

Hiring an employee who is not a good fit for the organization –or for the specific position in which you place them can hurt the organization bottom line. That new hire likely won’t perform at the level the organization expect, and may even have a negative effect on the entire team.

The office employee may perform in a way that doesn’t meet the organization standards, or may not represent the organization in the manner they want. In addition, the office employees may leave their position after a short time- meaning the organization will have wasted all of the time and resources you invested into training them.

An inefficient or disorganized recruitment process can lead to costly hiring mistakes, wasted resources, higher employee turnover, and a work environment that is not ideal. Even worse, if the organization process do not include adequate background checks, you risk bringing someone into the organization that may expose the organization the organization and employees to a variety of risks and problems.

The goal of recruitment is to create a large pool of persons who are available and willing to work for a particularly organization.

STATEMENT OF THE PROBLEM

Every small business owner knows her company’s productivity and profitability depend on the quality of worker’s she employs.

Recruiting the right employees is a great responsibility that cannot be taken too seriously. Certain employees.

Recruiting the right employees with a balanced combination of people and work skills who can work well with other employees.

Employers of labour should considered penitents factors such as educational qualification, pure required skills health status, age and level of exposure.

The employees with the above factors will be useful to the generations.

Nowadays, employers of labour ignore those factors rather relatives, community or church members, this method has cause more harm than good in performance of office routine functions , the employees may develop poor, attitude such as lateness, were unnecessary absenteeism and poor human relations which at time result to poor industrial harmony. Those who are willing and ready to work are not employed because they did not belong or absence of God-fatherism therefore render effective and competent worker unemployed.

PURPOSE OF THE STUDY

The general purpose of the study is to create insight into recruitment and how it affect job performance in the personnel management of public service, especially Afikpo North Local Government Council and to ascertain the most efficient way of recruitment, which will leads to job performance in Afikpo North Local Government Council

However, the purpose pf the study also includes:

To know patterns of the recruitment and how it affects job performance in Afikpo North Local Government Council
To Identify the relevance of recruitment in Afikpo North Local Government Council.
To determine how workers are recruited in Afikpo North Local Government Council.

RESEARCH QUESTIONS

From the statement of the problem the following research questions includes:...

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