Title Page………………..iCertification……………iiDedication………………iiiAcknowledgment……….ivTable of content………viiCHAPTER ONEINTRODUCTION1.1    Background of the Study1.2    Statement of the Problem1.3    Purpose of Study1.4    Research Questions1.5    Research Hypotheses1.6    Scope of the Study1.7    Limitation of the Study1.8    Significance of the Study1.9    Definition of Terms

CHAPTER TWOREVIEW OF RELATED LITERATURE2.1    THEORETICAL FRAMEWORK2.2    The Conceptual Framework2.2.1    Recruitment and Recruitment Procedure2.2.1    Recruitment and recruitment Procedure2.3    Effect of Recruitment Procedure One Productivity of the Organization2.4    The Effect of Recruitment Procedure on Quality of Products/Organization2.5    Impact of Recruitment Procedure on Profitability2.6    Problems of Recruitment Procedure

CHAPTER THREERESEARCH DESIGN AND METHODOLOGY3.1    Research Design3.2.    Area of the Study3.3    Population of the Study3.4    Sample Size and Sampling Procedure: 3.5    Sources of Data3.6    Method of Data Collection3.7    Method of data presentation and Analysis

CHAPTER FOURDATA ANALYSIS AND RESULT4.1    Data Presentation4.2    Data Analysis4.2.1    Analysis by Research Questions4.4    Discussion of Findings

CHAPTER FIVESUMMARY, RECOMMENDATIONS, AND CONCLUSION5.1    Summary5.2    Recommendations5.3.    ConclusionREFERENCEAPPENDIX IQUESTIONNAIREAppendix 11CHAPTER ONEINTRODUCTION1.1    Background of the Study        The success of a business or an organization is directly linked to the performance of those who work for that business. Underachievement can be as a result of work force failure, because hiring the wrong people or failure to anticipate fluctuations in hiring needs can be costly. It is important that conscious efforts are put in to human resource planning (Biles et all, 2006). The new awakening of humanism and humanization all over the world has enlarged the scope of applying principles of human resources management in organizations. The development of people, their competencies, and the process of development of the total organization are the main concern of human resource management (Mullins, 2009).Recruitment is the process of attracting individual on a timely basis, in sufficient numbers and with appropriate qualification (Walker, 2009). Recruitment is one the phases in the employment process. It is the process of identifying and attracting potential candidates from within and outside the organization test, select to fill vacant position in the organizations and offer them employment.    Recruitment of candidates is the Function proceeding the selection, which helps create a pool of perspective employees for the organization so that management can select the right candidates for the right job from this pool. The main objectives of recruitment process is to expedite the selection process, increase the likelihood of hiring individuals who have the right skills and abilities to be successful in the target job (Walker, 2009). Better recruitment strategy results in improved organizational outcomes.    The more effectively organizations staff recruit, the more like they are to hire and retain satisfied employees. In addition, the effectiveness of adequate staff recruitment can influence bottom-line business outcomes, such as productivity and financial performance. Hence, investing in the development of a comprehensive and recruitment system is money well spent.    In order for the process to meet desired goals, it most be valid and measurable, with minimum adverse impact. The challenges for many researchers then have been to demonstrate how scientifically derived recruitment practice advance to organization’s performance. Staff recruitment is expensive both in terms of the time and money and it is therefore important that the process is carried out smoothly and efficiently, which have in the appointment of a person who fits the job. Organizations exist not because of their desire to be benevolent but to make profit. Though their initial concern may be that of image building and winning the goodwill of the public but the ultimate goal is the achievement of the organizational goals. This means that the there is the need to plan strategically to cater for the short, medium and long term growth of the organization. It is on the above position that this study is conducted to examine the impact of recruitment procedure on the growth of companies.

1.2    Statement of the Problem    The success of organizations depends on the caliber of the manpower that steers the day to day affairs of the organizations. The effectiveness of an organization’s recruitment system influence bottom-line business outcomes, such as productivity and general performance. However, this remains like a dream in some organization as hiring process is done haphazardly. It is a common practice in some organization not to follow adequate recruitment procedure, employing candidates without being screened properly. Consequently, this created human resource problems and the cost implications for organizations are ineffective performance and lost of business opportunities, and low productivity. In Senu Paint Ltd, Abak, it has been observed that the performance output of employee is declining likewise the product quality, which has become a concern to management. Based on this, the study is conducted to examine the impact of recruitment procedure of they company.

1.3    Purpose of Study    The general objective of this study was to examine the recruitment procedure and organizational growth. The specific objectives were:i.    To examine the recruitment procedure in Senu Paint Ltd Ata Otoro, Abak.ii.    To examine the effect of the recruitment procedure on productivity of the organizationiii.    To examine the effect of the recruitment procedure on the quality of the productsiv.    To determine recruitment procedure on profitability of the organizationv.    To identify the problems on the recruitment procedure of Senu pain Ltd, Abak.

1.4    Research Questions        The research questions serve as a guide to the study:i.    What is the recruitment procedure of in Senu paint Ltd, Abakii.    What is the effect of recruitment procedure on the productivity of the organization?iii.    What is the effect of the recruitment procedure on the quality of the product? iv.    What effect has recruitment procedure on profitability of the organization?v.    What are the problems in the recruitment procedure of the company?

1.5    Research Hypotheses        The research hypotheses formulated for this study were:i.    Ho1:    There no significant relationship between recruitment procedure and productivity of the organizationii.    H02:    There is no significant relationship between recruitment procedure and the quality of the company’s products.iii.    H03:    There is a significant relationship between recruitment procedure and profitability of the organization.

1.6    Scope of the Study        The study covers Senu Paint Ltd, Abak with particular reference to the recruitment procedure and its effect on organization growth.

1.7    Limitation of the Study        The major factor that limited the researcher in the process of carrying out this study was the time given for submission of this project. Others were pacity of research materials and the attitude of some of respondents that refused to provide information needed for this study. However, these limitations did not have much impact on the outcome of this study.

1.8    Significance of the Study        The basis of this study is to seek out how adequate recruitment practice will help improve organizational growth. The first to benefit from this study is Senu Paint Ltd, Abak. This study will create awareness in the recruitment procedure of the company and the problem in the recruitment process. This will guide them in making recruitment policies.        The study will also be significant to the society and will educate them on appropriate recruitment procedure to achievement the goals and objectives of organizations.        The findings of this study will extend the frontier of knowledge.

1.9    Definition of TermsEFFECTIVENESS: Effectiveness means doing the right thingPRODUCTIVITY: This is a qualitative or statistically weightier measure of how efficiently a given set of resources is used in achieving a given set of objectives (Odimegment 1987).MANAGEMENT: Management is getting done through other people (Nwachuckwu, 2006).ORGANISATION:  According to Bedeian (2000) organizations are social entities that are goal-directed, deliberated structured activity systems with an identifiable boundary”.RECRUITMENT:  This is a process of attracting a pool of high quality applicants so as to select the best among them (journovic, 2004).JOB ANALYSIS:  This is a family of procedures to identify the content of a job in terms of activities involved and attributes or job requirements needed to perform the activities (Walker, 2009).HRM: (Human Resource Management) is a function in organizations designed to maximize employee performance in service of their employers strategic objectives (Johnson, 2009).





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