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THE IMPACT OF EFFECTIVE RECRUITMENT AND SELECTION PRACTICE ON ORGANISATIONAL PERFORMANCE (A CASE STUDY AT UNIVERSITY OF NIGERIA)
Abstract- One of the most significant developments in the field However, most recruitment and selection of organizations in recent times is the increasing importance processes have elements of biased judgment inherent given to human resource. People are vital to organizations as in them. But treating job applicants in a professional and they offer perspectives, values and attributes to organizational positive manner is more likely to leave them, whether 25 life; and when managed effectively, these human traits can be they are successful or not, with a positive view of the of considerable benefits to the organization. As revealed in
Djabatey (2012) this scenario lends credence to the increasing organization and how it has dealt with the applicants attention being paid to the people aspect of organizational (National University of Ireland, 2006).
wealth. This is so because the development of people, their The challenge for many researchers then have competencies, and the process development of the total been to demonstrate how scientifically derived organization are the fulcrum of human resource management recruitment and selecting practices add value to (Mullins, 1999; Djabatey, 2012). Similar to this development is organization’s performance. Recruitment and selecting the contention in National University of Ireland (2006) that the staff is expensive both in terms of time and money, and continued growth of the enterprise depends on its ability to it is therefore important that the process is carried out recruit and select high quality personnel at all levels.
This study investigates the current recruitment and effectively and efficiently so that the results in the selection practices and their impact at University of Nigeria. appointment of a person would fits the job being The Kendall’s Co-efficient of Concordance (W) for the rankings occupied. Djabatey (2012). of HR choice attributes as shown in table 4.10 below is 0.040. Project research problem
a) This means that the degree of agreement on a zero to one scale is 0.040. The degree of unanimity as measured by the Better recruitment and selection strategies W-statistics is about 4% since the score is zero for random result in improved organizational outcomes. The more ranking and 1 for perfectly unanimous ranking. Thus, to a large effectively organizations recruit and select candidates, extent, there is agreement among respondents with regards to the more likely they are to employ and retain satisfied the rankings provided. The asymptotic distribution gave a employees. In addition, the effectiveness of an significance level value of 0.000, which is less than 0.05. Thus, organization’s selection system can influence bottomthe null hypothesis (the rankings disagree) is rejected and the line business outcomes, such as productivity and alternative hypothesis (the rankings agree) is accepted.
financial performance.
Keywords: human resource management, recruitment,
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