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EFFECTS OF SELECTION PROCESS ON LABOUR TURNOVER AND PRDUCTIVITY 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

 

CHAPTER 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

1. Introduction
2. Selection policy
3. Criteria for selection
4. Selection process
5. Application form
6. The nature and objective selection interview
7. Conducting the interview
8. Psychological test
9. Coefficient of correlation
10. Acceptance of the job offer
11. Evaluation of the Nigerian Bottling company

Plc  9th Mile, Enugu Plant

Reference

 

CHAPTER THREE

RESEARCH METHODOLOGY

3.1      Introduction

1. Research Design
2. Population for the study
3. Sample size determination
4.  Source of data
5. collection of data
6. Data analysis technique

 

CHAPTER FOUR

PRESENTATION AND ANALYSIS OF DATA

1. Introduction
2. Tabular presentation descriptive analysis and introduction of data
3.  Summary

 

 

CHAPTER FIVE

1. Summary
2. Conclusion
3. Recommendation
4. Bibliography
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. 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. 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.