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CHAPTER ONE

1.0 INTRODUCTION

This part of the study presents the background of the study, the basis upon which the study was made (problem statement), significance and purpose of the study as well as study objectives and research questions on the topic “Organisational selection system and its impact on productivity.

1.1 BACKGROUND TO THE STUDY

Selection is a vital process for every successful organization because having the right staff improves and sustains organizational performance. The effectiveness of an organization’s selection system influence bottom-line business outcomes, such as productivity and financial performance a dream for any organization like NNPC.

Recruiting is seen as a “positive process of generating a pool of candidates by reaching the ‘right’ audience, suitable to fill the vacancy” (Leopold, 2002), On the other hand, he stated that once these candidates are identified, the process of selecting appropriate employees for employment can begin. This means collecting, measuring, and evaluating information about candidates’ qualifications for specified positions. Selection therefore, is a process that involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Therefore, organizations use these practices to increase the likelihood of hiring individuals who have the right skills and abilities to be successful in the target job, and better recruitment and selection strategies result in improved organizational outcomes.

The more effectively organizations select candidates, the more likely they are to hire and retain satisfied employees. In addition, the effectiveness of an organization’s selection system can influence bottom-line business outcomes, such as productivity and financial performance. Hence, investing in the development of a comprehensive and valid selection system is money well spent. Recruitment and Selection are vital processes for a successful organization, having the right staff can “improve and sustain organizational performance” (Petts, 1997).

As much as selection is the first step towards creating the competitive strength the organization, NNPC doesn’t accord it the attention it deserves. Since selection process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews, at Spedag Uganda is always done irregularly. Instead of first identifying vacancy, preparing job description and person specification, advertising the vacancy, managing the response, short-listing, arranging interviews, and conducting interview and decision making as it would be, the practice at NNPC is different. What normally happens at NNPC is that you only see people hired in positions without going through the formal selection procedures.

The basic purpose of selection is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation as well as to choose the right candidate to fill the various positions in the organization which process must be based on merit or technical knowhow but at NNPC the practice is technical know who. Those who are well known to the bosses are the main beneficiaries in this recruitment and selection process. Also to the fact that most of them don’t go through the proper recruitment and selection procedures, the hired are not always the best suited for most jobs at NNPC, which has created a number of cost implications for the company and negatively affected its effectiveness and profitability. It is therefore, against this background that the researcher decided to undertake a study entitled “The impact of selection system and its impact on the productivity of staff using NNPC as a case study.

1.2 STATEMENT OF THE PROBLEM

The effectiveness of an organization’s selection system influence bottom-line business outcomes, such as productivity and general performance however this remains like a dream at NNPC because of hiring process being done haphazardly. It is a common practice at NNPC of not to follow a proper recruitment and selection procedure overshadowed by the principle of technical know-who – the well connected. Consequently, this has led human resources’ problems and cost implications for NNPC like ineffective staff performance, employees’ low morale and lost business opportunities because of the incompetent staff and corruption. Conflicts and corruption among NNPC staff is a common practise as well as higher levels of labour turmover rates that has seen oil production declining steadily, a trend that must urgently be reversed.

OBJECTIVES OF THE STUDY

The purpose of this study include the following:

To know the impact of Selection practice on staff productivity
To examine the effects of selection process on organizational effectiveness

To investigate if employee performance is as a result of selection process

To discover most policies that pose problem in the operations of the employment process.
To establish the need for proper placing of employees in the right position at the right time.
- RESEARCH QUESTIONS
Does Selection practice of employees affect the productivity of staff?
What is the selection policy of NNPC?

How is the selection process of NNPC ?

Does Selection practice of employees determine the effectiveness of an organization?
- SCOPE OF THE STUDY

The study focussed on organisational selection system and its impact on staff productivity. The study was conducted at NNPC Port-Harcourt,

1.6 SIGNIFICANCE OF THE STUDY

This study is intended to throw more light on the controversial issue of whether organizational selection system can influence the productivity of staff . These effects can be deduced from knowing the various policies on selection process, sources of applicants developments, methods of selection, evaluation of selection, problems associated with selection exercise selection process, steps in selection process and properly placement.

This study will also help firm managers, scholars and the like, to add to their existing knowledge the positive and negative reactions of the subject matter on the employees and organization.

Moreso, this study will help us to be conversant with the impact of some employment policies. This will help in circumventing some hurdles at the initial stage. This is true because, there are no apparent devices to disclose the traits of am employee. But to achieve a predicted success in personnel department, we can only use our accumulated knowledge based on the study of the impacts of recruitment selection and placement to attain our targeted objectives.

Therefore, this study will help in developing the intellectual vigour of the researcher and as well add more personnel knowledge to the existing one. It will also enlighten any reader who picks on this work and will aid the readers understanding on how organizational selection system can influence the productivity of staff.

1.7 LIMITATIONS OF THE STUDY

This study did not in any way have its finding straight forward without any hindrance along the line. In other words, certain factors seriously acted as constraints to the study.

The first problem encountered was in the area of time, the time required for the completion of this project was short considering the fact that the project was approved very late; moreover, this problem became more evident on the great deal of other academic works being given to us at the same time which also requires immediate submission of the solution.

Secondly, there is lack of adequate materials. This can be evident from the fact that incessant closing of te campus hampers our opportunity of getting access to the library to facilitate my research.

Another problem encountered in this study was finance. This lead to my not being able to photocopy a large number of articles and journals that treated the issue. In any case, I was able to photocopy the most related ones the other copied out.

From the constraints, it will not be denied that actually, the researcher found this study very hectic and effort demanding.

1.8 DEFINITION OF TERMS:

Selection: This is a screening device designed to scrutinize among those who have applied and who best fits the post so advertised.

Placement: this involves matching accurately the different job vacancies with the employee, which centers primarily on placement policy.

Staff: All the workers employed in an organization considered as a group.

Productivity: The rate at which a worker, a company or a country produces goods, and the amount produced, compared with how much time, work and money is needed to produce them.

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Full Project – Organizational selection system and its impact on the productivity of staff

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