Effects of Selection Process on Labour Turnover and Productivity of Employees (a Case Study of Nigerian Bottling Company Plc, 9th Mile Enugu)
CHAPTER ONE
OBJECTIVE OF STUDY
- To determine the effect of labour turn- over and productivity and how to alleviate them.
- 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.
- To identify means by which selection process on labour turn- over can be improved in the company.
- To identify possible solutions.
CHAPTER TWO
LITERATURE REVIEW
INTRODUCTION
Most company’s nowadays has failed because of ignorance of tools for progress. They lack productivity and engage with low level of turn- over. There is a say that a better impact surface to the best output.
However, some companies understand the peak of the problem and tackle these problem appropriately and at the earlier stage. The problem of selection has been their main focus. They make policies that protect the selection process in their respective organization.
A good manager whose ambition is to manage effectively embrace first on selection of his/her subordinates and employees, make policies that will direct them and guide them to always be in order. This is because the subordinates and employees are the initial labour input that will tend to tangible output.
SELECTION POLICY
For effective selection in an organization, a company must establish a laid down policy. The policy must relate to the objectives and unique characteristics of the organization concerned. Job selection should be described in detail to ensure that the right personnel recounted and eventually selected for various jobs.
Therefore, such issues, such as long term and short term requirement, the relevance seniority, general practice incomparable bodies and public policy implications, must be given due consideration.
Selection policy could be that deliberately attracting managerial candidate from outside for development and utilization this could be: –
- To avoid infighting among those already in the organization.
- For effective combination – especially when launching say, a marketing auctioning lasing selection as a promoted weapon. It could also encourage in breeding cross- fertilization , social responsibility and the promotion of the corporate in age could be more realistic and useful. Whatever the policy, it has to be clearly enunciated as guide to action and sources of recruitment whether the internal or external or both must be determined.
The number of candidates to be brought in or ground for promotion when inbreeding is feasible and appropriate and must be determined in advance.
Account has to be taken of the retirement’s resignation and accidents which are usual. It is pertinent to note that supervisory personnel are better chosen from the ranks in view of their experience on the particular jobs.
They must not be as academically nature as fresh school material, but they are familiar with the task involved at the junior level. Higher level managers on the other hand come from outside or are developed from graduates of institution recruited fresh from other studies some years earlier.
As Dele Beach ( 1975:225) observed policies being statements of intention and guides to action can be positive instrument to shape the entire selection and recruitment programme.
CHAPTER THREE
RESEARCH DESIGN AND METHODOLOGY
INTRODUCTIONS AND RESTATEMENT OF RESEARCH QUESTION
The selection of the project gives the general information on the ways methods the data were collected and also giving the sampling techniques for easy evaluations of the findings and conclusion in general.
Research methodology details you about the following steps to be taken before the evaluation and interpretations. They are Research Design, sampling techniques.
RESTATEMENT OF RESEARCH QUESTION
- Does selection process exist at all in our company today?
- What causes decline in workers’ productivity?
- What is the cause of wrong selection process?
- What should be done to have the right selection process?
RSEARCH DESIGN
The researcher made use of two research methods to carryout her investigation.
- Historical Research method
- Descriptive Research method
DESCRIPTIVE RESEARCH METHOD
Use of historical data was used to understand the present through reference of the past. The research work is focused at the analysis of the problem as they are presently obtained. For this reason, a descriptive research method is also adopted in this method. The used of survey was made to ascertain the desired data.
POPULATION OF THE STUDY
The population to be studied is made up of 551. This consists of employees drawn from Enugu and Anambra branch.
In the final analysis, the respondents were from the top, middle and low management cadre.
CHAPTER FOUR
PRESENTATION AND ANALYSIS OF DATA
INTRODUCTION
For data to convey any meaning, it must be subjected to statistical application while result is to bring out the relevant information.
TABULAR PRESENTATION
A total number of two hundred and thirty-two (232) questionnaires were administered to the prospective respondents in Nigerian bottling company plc. Therefore, the researcher used this 232 as her sample size
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECMMENDATION
This chapter has been for the collection of data and it’s interpretation based on the analysis of the data collected, we use this data for summary and conclusion of findings and from it our recommendations are articulated.
SUMMARY OR FINDINGS
Following the analysis of data some interesting findings were made. They include:
- That best selection will help the organization increase their productivity.
- That good relationship between and employees will increase productivity.
- That positive selection process on labour turn-over will improve the organization.
- That organization will function better democratically rather than autocratically, success is much likely if the cooperation of employees is sought in achieving objectives than trying to cover them to this ends with the of authority.
- That the needs of employees must be recognized particularly their desire for job satisfaction, for the knowledge of what is going on within the organization and for consultations before changes affecting them take place.
- That employers behaviours and contributions to organizational goals will increase if there is cordial relationship and well-directed communication system and its employees are allowed to partake in decision making.
- That all employees should be treated with justice under a code of fair play which means having regards for equity, that no favouratism or nepotism should be shown toward individuals and there should consistency in treatment between all employees and over period of time.
The degree of favouratism, nepotism and the likes existing in organizations helps to encourage high rate of labour turnover does not guarantee proper selection process. It’s consequences are higher labour turnover and low productivity of employee.
CONCLUSION
The analysis of the effects of selection process on labour turn-over on productivity shows that is the most sensitive parts of activity any organization especially manufacturing:
Personnel managers must take cognizance (knowledge) of the effect of selection the handing it carefully. For it is the quality of employees in an organization that the productivity. Nigeria bottling company plc and related organizations should invest much on selection process so s to achieve high level of productivity.
Having seen the various data and respondents of the employees during the research exercise, it is imperative for selector to devise a proper means of selection process.
RECOMMENDATIONS
Our recommendations are based on our summary of findings and conclusions.
1 Selection experts should be used in recruiting potential employees if the objectives of selection must be achieve. Organizations should understand that once the wrong selections are made, productivity and production will not be achieved.
- The personnel managers should constantly liaise with departmental heads for details of the their staff requirement for effective and efficient selection of employees.
- Selection in the company should be purely based on merit and not with biased mind. This is to have competent work force.
- Government should not influence selection activities of Nigerian bottling company plc. This is because the company is profit oriented and such needs competent and committed work force.
- There should be training and development of selected employees both in the job and off the job. If you rest your rust say an adage. In other words, an organization that does not have trained and developed work force may not abreast with current production techniques and production.
Finally, it is the believe of the researcher that if Nigeria Bottling Company PLC 9th mile corner Enugu plant and other related companies that appreciate and apply our recommendations will enhance its selection process.
SUGGESTION FOR FURTHER STUDY
Following the result of this study, suggestions for further research based mainly on the scope and issue and case study are hereby made:
- The need for selection process on labour turn-over and productivity.
- The cause and effect of selection in an organization and characteristic of employees on labour turn-over.
- The role employees and selection process on labour turn-over and productivity in an organization.
- The need to diversify the findings apart from management subvention for productivity in selection process.
REFERENCES
- Beach D. (1975): the management of people at work, Macmillan New York
- Curson R .Hodder and Stouphton. (1980) personnel management London.
- Fashoyin D. (1994):human resources development in Nigeria, Ibadan Onibenoje press.
- Flippo E.B. (1976): personeel management, Mc grow Hill. London.
- Plumbley P.(1976): recruitment and selection. Garden city press limited. Great Britain.
- Stranss and Sayless, (1967): human problems of management, prentice-Hall, USA.
- Ubeku A.(1993): personnel managrmrnt in Nigeria: London Longman group.