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Format: MS WORD
| Chapters: 1-5
| Pages: 79
THE EFFECT OF RECRUITMENT, SELECTION PLACEMENT ON ORGANIZATIONAL EFFECTIVENESS
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The effectiveness of an organization is a function of higher intellectual decision and quality manpower planning. It demand and knowledge to recruit, select and place an employee in the right position for an organization to achieve the organizational objectives. The proper application of recruitment, selection and placement of policies in an organization has been the major concern of most personnel managers.
The effect of recruitment, selection and placement of an employee in the right position in organization cannot be over emphasized. One of the test of an efficient personnel department is its ability to fill job position promptly and adequately.
This means that the department must know the source of different type of applicants for the job position that it has to fill.
Recruitment and selection alone are not the only vital elements commonly used in the process of employment. After recruitment and selection have taken place, the job holders may either be sent on training or not depending on the training needed and of course the feasibility of training before being placed under recruitment, the internal source which is one of the most useful, through often neglected. Source of manpower recruitment policy is based on utilizing present personnel through transfers, promotion, recalls from lay off or retirement.
This as in matter of fact, reduced the cost spending in developing source of applications advertising in Newspaper, radio and television etc. This source is known to be very reliable since it deals with employees whose ability is already known which finally suits to organization effectiveness.
In the contrast, having from outside may use to reduce the inbreeding often asserted with internal source. The external source deals with people who are current employed of the company. The people that fall under this category are under employed, unemployed person, newly qualifies applicants and dissatisfied workers selection follows immediately after recruitment.
As cited by C.C. Nwachukwu 1988, that placing an employee in a Job that is not qualified and make him of his intrinsic satisfaction and makes him doubt his ability hence a threat to himself the entire organization. Therefore, personnel managers greater care should taken by herring to manpower or human resources requirements of various development and eliminating bras, favouritism and increase organization effectiveness in tram of output.
1.2 STATEMENT OF PROBLEMS
· Poor system of recruitment and selection staff affecting organizational performance in African safely insurance company.
· Improper policy implementation hampering the operational performance of African Safely insurance company.
· Improper placement of the employees at the right position in the organizational performance in African safely insurance company.
· The employees of the organization are not properly placed at the right position at the right time.
1.3 OBJECTIVE OF THE STUDY
The purpose of the study included the following:-
i. To know the effect of poor system of recruitment, selection and placement on organizational effectiveness.
ii. To expose the reason behind implementation in African safety insurance company.
iii. To examine the system of recruitment and selection of staff and hoe it affects organization performance in African safety insurance company.
iv. To find out why there is improper placement of the employees at the right position in the organization.
1.4 RESEARCH QUESTION
i. are there effects of recruitment selection and placement on organizational effectiveness in African safety insurance company.
ii. Are there policies that problems in the operational performance of African safety insurance company.
iii. Are there effects of non placement of position and at the right time on the performance of the organization.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The effectiveness of an organization is a function of higher intellectual decision and quality manpower planning. It demand and knowledge to recruit, select and place an employee in the right position for an organization to achieve the organizational objectives. The proper application of recruitment, selection and placement of policies in an organization has been the major concern of most personnel managers.
The effect of recruitment, selection and placement of an employee in the right position in organization cannot be over emphasized. One of the test of an efficient personnel department is its ability to fill job position promptly and adequately.
This means that the department must know the source of different type of applicants for the job position that it has to fill.
Recruitment and selection alone are not the only vital elements commonly used in the process of employment. After recruitment and selection have taken place, the job holders may either be sent on training or not depending on the training needed and of course the feasibility of training before being placed under recruitment, the internal source which is one of the most useful, through often neglected. Source of manpower recruitment policy is based on utilizing present personnel through transfers, promotion, recalls from lay off or retirement.
This as in matter of fact, reduced the cost spending in developing source of applications advertising in Newspaper, radio and television etc. This source is known to be very reliable since it deals with employees whose ability is already known which finally suits to organization effectiveness.
In the contrast, having from outside may use to reduce the inbreeding often asserted with internal source. The external source deals with people who are current employed of the company. The people that fall under this category are under employed, unemployed person, newly qualifies applicants and dissatisfied workers selection follows immediately after recruitment.
As cited by C.C. Nwachukwu 1988, that placing an employee in a Job that is not qualified and make him of his intrinsic satisfaction and makes him doubt his ability hence a threat to himself the entire organization. Therefore, personnel managers greater care should taken by herring to manpower or human resources requirements of various development and eliminating bras, favouritism and increase organization effectiveness in tram of output.
1.2 STATEMENT OF PROBLEMS
· Poor system of recruitment and selection staff affecting organizational performance in African safely insurance company.
· Improper policy implementation hampering the operational performance of African Safely insurance company.
· Improper placement of the employees at the right position in the organizational performance in African safely insurance company.
· The employees of the organization are not properly placed at the right position at the right time.
1.3 OBJECTIVE OF THE STUDY
The purpose of the study included the following:-
i. To know the effect of poor system of recruitment, selection and placement on organizational effectiveness.
ii. To expose the reason behind implementation in African safety insurance company.
iii. To examine the system of recruitment and selection of staff and hoe it affects organization performance in African safety insurance company.
iv. To find out why there is improper placement of the employees at the right position in the organization.
1.4 RESEARCH QUESTION
i. are there effects of recruitment selection and placement on organizational effectiveness in African safety insurance company.
ii. Are there policies that problems in the operational performance of African safety insurance company.
iii. Are there effects of non placement of position and at the right time on the performance of the organization.
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