THE ROLE OF RECRUITMENT, SELECTION AND TRAINING AS A STRATEGY FOR ORGANIZATION’S EFFECTIVENESS. (A CASE STUDY OF CADBURY NIGERIA PLC)
in BUSINESS ADMINISTRATION PROJECT TOPICS AND MATERIALS on September 9, 2020CHAPTER ONE
- BACKGROUND TO THE STUDY
Is your advertising getting result “Not at all? Last week we employed a night watchman and the next night we were robbed”.
To a very reasonable extent the long run survival, effectiveness and growth of an organization depends solely on the caliber of persons or employees at it’s disposal. This is so because the caliber of person help to determine the shape of the organization. Recruitment therefore is one of the most sensitive function of personnel department which deals on employment of workers in an organization.
Recruitment is a process of finding out potential candidates for actual or anticipated vacancies in an organization. Recruitment is also looked at a linking activity bringing together those with job to fill and those seeking job. The major concern of the personnel department therefore is usually how and where to get the best materials for the organization.
How to get the best materials can stem directly from the personnel department because of its vast knowledge of the required job content or specification. Where this vast knowledge is lacking then the use of job reacquisition which convey the requisite information will give the recruiting manager adequate information as to be able to fill the particular position.
The job requisition form usually highlight/accessories such as job title, department and its location, age range, qualification, experience required and the prospect offered by the job.
It is vital in requirement, if not properly applied it will result in work inefficiency, individual desertification and labour turnover. Recruitment actually entail activity and creatively looking out for the persons with certain qualities desired by the organization and at same time encouraging them to apply it either for the advertised or unadvertised position in the company. A good recruitment exercise or programme should attract the qualified and not attract the unqualified. This objective will minimize the cost of processing unqualified field candidates.
In human resources planning, job analysis clarifies the characteristic of job being done and the individual qualification that are necessary for the jobs with a pool of qualified applicants this is where the process of screening, qualified applicant comes in. and this is one of the major objectives of selection.
