ABSTRACT
This project was carried out in order
to examine the extent of senior management recruitment practice in Anambra
motor manufacturing company Enugu
(ANAMMCO) the study was conducted in Enugu metropolis.
This research made use of life
orientation from oral interview, questionnaires and certain analysis of
published material.
The highlights of the result are.
1. The study found out that recruitment
practice by the organization enhances the morale of senior management.
2. It was found that majority of the workers
bars have undergone recruitment programme organized by the company.
3. Paper qualification- This
problem was identified, it was found as employee’s principles of senior
management in Stan recruitment practices.
4. The following recruitment are therefore
made having stated these findings.
5. Enlightenment programme: Enlightenment
companies aimed at imbibing industrial culture into senior workers in ANAMMCO
be a first step and important fact, the organizational development of the
company should be in from of seminars and work shops with emphasis on
modalities for embarking on senior management recruitment practice.
6. Technology: The
company should know that importation of technologies is quite appropriate for
them in our developing nation they have
to place emphasis on the importation of machines because efficiency associated
with them.
TABLE OF CONTENT
Title page
Approval page
Dedication
Acknowledgment
Abstract
Table of content
CHAPTER ONE:
INTRODUCTION
1.1 Background
of the study
1.2 Statement
of the problem
1.3 Purpose
of the study/objectives
1.4 Research
question
1.5 Research
hypothesis
1.6 Significances
of the study
1.7 Scope
of the study
1.8 Limitations
of the study
1.9 Definition
of terms
References
CHAPTER TWO:
LITERATURE REVIEW
2.1
Introduction
2.2
Skills
needed by senior managers in an organization
2.3
Basic
characteristics of senior management staff
2.4
Senior
management recruitment exercise
2.5
Concept
of interview in senior management human resources recruitment
References
CHAPTER THREE:
RESEARCH DESIGN AND METH ODOLOGY
3.0 Introduction
3.1 Research
design
3.2 Area
of the study
3.3 Population
of the study
3.4 Sample
and samp0ling procedure
3.5 Instrument
for data collection
3.6 Validation
of the instrument
3.7 Reliability
of the instrument
3.8 Method
of data collection
3.9 Method
of data analysis
References
CHAPTER FOUR:
DATA PRESENTATION AND ANALYSIS
4.1
Presentation
and analysis of data
4.2
Testing
of hypothesis
4.3
Summary
of result
CHAPTER FIVE:
SUMMARY, CONCLUSION AND RECOMMENDATION
5.1
Summary
of findings
5.2
Conclusion
5.3
Recommendation
Bibliography
Questionnaires.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The development of any nations
economy is synonymous with the development of her human’s resources. For any
country to make appreciate trust in harnessing her agricultural potentials
scientific and technological advancement, high quality human resources to be of
high quality, through search will have to be made to recruit high quality
personnel. The purpose of the recruitment function it to seek new employees to
tie positions required for the
successful conduct of the work.
It is the understanding that the role
and of development of any economy is reciprocated on the qualitative factor of
the human resources which had promoted many nations particularly the
development economics of the west to make such a staggering investment in
research training and developing her labour services and human capital. It has
become obvious therefore that the grouping of nations into developed and
developing, technologically advanced and technological dependents of these
nations qualitatively.
For a company/organization to attain
appreciable growth in forms of return on investment and targets, such
organization must ensure that she possess highly trained, skilled and
qualitative labour force. Situations exist when two companies with the same
capitalization and operations within the same environmental factors and
constraints producers different records in their level of efficiency and
effectiveness of goals. The prediction, which can be easily drawn from, such
situation is that the qualities of human resources in companies are not the
same.
The inference from the above
statement become more glowing when we examine the current treating in the
banking sector. The introduction of the Structural Adjustment Programme (SAP)
in 1976 brought in its wake-increased competition in the economy. As part of
its designed effects, structural adjustment programme was concerned with
brining about effective allocation of resources in the economy.
The efficient pricing of the productive of
productive resources suggest that only efficient companies will remain in
business as it is only such organizations that can have efficiently allocated
factors of production such as human resources. The above scenarios obviously created
problems for most firms, as was evidence by spate of failed industries. The
banking sector was not left out, the phenomenal distress was common even among
the government owned banks, a result which has been predicted on poor capital
base of such banks mainly from their inability to attract and retain efficient
manpower.
The
foregone suggests that poor quality manpower weaken even the most highly
capitalized company. It is bad to note that Nigerian business organizations are
yet to realize the domineering influence which high quality labour force exerts
on production. This ugly situation is largely manifested in the recruitment of
senior management staff. The common scenario is that in which family ties and
informal relationship is given privileged considerations against merit and
competence. The resultant effect is that mediocre ends up been promoted through
the employment of junks instead of qualitative labour.
It is of important at this juncture to note that
organizational resources is made up of two resources – the Material and Human
resources.
Agbo (2003) opined that the human
resources is the concern of personnel management. He went further to say that
personnel management deals with the bringing of a person into an organization,
application of his behaviour in the work situation, his interests and
relationships both with his fellow worker and the organization.
In his own contribution, Flippo
(1980) defined personnel management as the planning, organizing, directly and
controlling of the procurement, development, compensation, integration,
maintenance and separation of human resources to the end that individual,
organizational and societal objectives are accomplished.
The inability of most establishments
to attract and maintain the services of senior management staff results in
failure of these establishments to maintain work developments. It is even more
worrisome to observe that most of these organizations lack operation personnel
administrative development to carryout scientific study on senior staff
questions. Efforts in this respect are sure to go a long way in ensuring
qualitative manpower base for such companies.
1.2
STATEMENT OF THE PROBLEM
Recruitment as a major managerial
function in the organization has been faced with lots of problems. These problems
which this project is aimed at highlighting includes the following;
1. Poor control measures and too many
resources which are involve in the recruitment process. This problems results
because of
a. The non-availability of recruitment
materials.
b. Poor management and application of
the available materials.
c. Lack of adequate
manpower/professionals to utilize the material.
2. The lack of facilities for adequate
staff development and in maintaining personnel department cum human relations.
3. The influence of external factors
which militate against the recruitment of qualitative senior management.
1.3 PURPOSE
OF THE STUDY / OBJECTIVES
The objectives that undermines this
research work includes the following;
1. To identify the problem associated
with the recruitment of senior managers in Nigerian organizations.
2. To ascertain whether the management
or staff recruitment has a relationship with staff morale and productivity
using Anamco as a reference.
3. To determine whether they recruit
professionals or if mediocracy is placed before meritocracy.
4. To find out if there are available of
training managers.
5. Finally, to make recommendations base
on the study on how to improve the provision and administration of senior
management recruitment in Anammco which can also be applied in other Nigerian
organizations.
1.3
RESEARCH QUESTION
The specific questions which this
research work is proposed to answer include.
1.
Are
there enough recruitment materials such as training manager(s)?
2.
Do
Anamco as an organization recruit
professionals?
3.
What
procedures are associated with the recruitment of senior managers
4.
The
relationship(it any) that results form the cadre of persons recruited in
productivity level.
I.5 REESARCH HYPOTHESIS
HYPOTHESIS 1
HO: Political
and ethic consideration does not affect employment decision.
H1: Political
and ethic considerations do affect employment decision.
HPOTHESIS 11
HO: The cadre of employed senior
management staff does not affect the general productivity of the organization.
H1: The cadre of employed senior
management staff affects the general productivity of organization.
1.6
SIGNIFICANT OF THE STUDY
The significance of this research
work or benefit is in two folds. Firstly, it would serve a guide for the
management in organizations in the recruit of senior manager who would manager
sensitive positions.
More so, the study would assists
prospective students desires to carry out further research on the subject.
The research work is on doubt
invaluable as it hopes to increase general awareness and appreciation the
important role of the senior management cadre.
1.7
SCOPE OF THE STUDY.
The scope of the research study is
senior management grade of Anamco Plc Enugu Nigeria.
The scope is meant to cover all
aspect of senior management recruitment practice such as initial employment,
orientation and employee matters.
The limitation to this identified
scope is however best appreciated of it is taken as the study of a past to
understand the whole. This is because the senior management relates to all
other personal categories in the organization and therefore a study of senior
management can inversely be related to that of generality of the human
resources.
1.8 LIMITATIONS
OF THE STUDY
Major limitations to the study
include that of financial constraints and unwillingness of most of the
respondents to respond to the questionnaires. Other limitations include the
psychological imbalance which the researcher suffered as I had to gabble with
lectures at the same time.
1.9 DEFINITION
OF THE TERMS
The terms which are used in this
research work are defined below to give their meaning as they apply in this
project work.
1.
Senior
management: This refers to the high ranked officials in the organization such
as managers, directors and chief executives.
2.
Recruitment practices: As used in this context,
recruitment practices refer to all the process that is involved in the
selection of senior management for the organization.
3.
Organization:
organization in this project means establishment and business firms which
employ/ recruit senior management.
BRIEF HISTORY OF ANAMCO
MB Anamco limited was incorporated on
January 17, 1977 and the plant was commissioned on the day of July 8, 1980 by
the first executive president of Nigeria, Alhaji Shehu Shagari. It
started official production in January 1981 and have to death made an available
marks on the nations, industrial growth, adding over 250 vehicle to the nations
transport sector. This is 0backed effectively with a net work of over 36 is
after –sales service points on step out supply deport where the companies central
spare parts items are kept.
The contributions of MB Anamco to
economy development of Nigeria
can not be over emphasized. The company has to continue to maintain a high
level of resilience in it attempt to survive the harsh economy climate and
leave up to the confidence reposts in it as an extension of the most
historical, traditional and successful company in the world.
REFERENCES:
Agbo,O.G (2003) Human Resources,
Management, Enugu,
Iyke Ventures Productivity.
Flippo,E.E (1980) Personnel Management:
International Student Edition, Mchaow Hill Inc
Ubeku, A.K (1975) Personnel
Management in Nigeria, Benin City, Ethopia Publishing Corp.
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