Abstract

The study set out to examine the effect of recruitment and selection in an organization. Case study of Njeiforbi company Ltd Buea.

(a) To examine the role of recruitment and selection policies in Njeiforbi company Ltd Buea, (b) To find out some of the challenges in recruitment and selection practices in Njeiforbi company Ltd Buea, (c) To make recommendations on how to improve on recruitment and selection practices.

From these objectives, three research questions were formulated and hypotheses state in both null and alternative forms were equally formulated.

The study adopted a descriptive and explanatory research design with a sample of 44 employees of Njeiforbi company Ltd Buea, through a Purposive sampling technique and stratified random sampling.

The study used a questionnaire for data collection. The result of the study revealed that newspaper advert, internal recruitment, and radio advert were used to informed the public about a vacancy, cost of recruitment and selection of employees was found to be one of the challenges encountered during the recruitment and selection process.

Also, the majority of the respondent indicates that Njeiforbi company could go in partnership with university and training centres in other to gain quality recruitment and selection of employees who could contribute to high inputs in the company.

Analysis of ANOVA (Table 4.5) shows a positive value of 191.692for F-test (df =43) with a p-value of 0.001 which means that the joint significance test of all variables in the model is significant at 5% level as P<0.05, implying that the variables correctly predict the model.

It was concluded that Effective recruitment and selection practices have an effect on organizational performance.

It was, therefore, recommended that Njeiforbi company ltd Buea should also consider the use of assessment centres which would give an in-depth study on the abilities, behaviour and the general characteristics of candidates. This would greatly avoid biases, subjectivity and ensure fairness and credibility in the selection process.

CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

The evolution of recruitment and selection of employee can be dated back to ancient Egypt, Greece and Rome through the way in which people wrote things down about themselves to give a potential employer, initiating the concept of a curriculum vitae. However, the birth of modern recruitment as we know began in the 1940s as the result of the second world war.

The calling of soldiers to war left a gap in the work-place a solution was born; the employment agencies began to advertise for a member of society who was not called into military service, to fill the vacancies in the workplace left by those who went to war (Kerryn, 2018).

By 1950s people were creating resumes depicting their current personal profiles and skills. The main focus of the recruiter then was to ensure that candidates were satisfied and found employment. However, by 1970 along with the booming economy, there was a shift of focus, recruiter began to work for the client as an increasing amount of corporate and expanding businesses began to outsource the hiring needs of the employment agencies.

The main tool for recruitment were bulletin boards, which slowly led to advertisements in newspapers. Recruitment depended extensively on word of mouth and face to face applications. The storage of information was a challenge as agencies would have to store files and achieves of masses of curriculum vitae written on paper, making applications difficult to access and sort through (Kerryn, 2018).

With the invention of the computer, arrived applicant tracking systems and candidate database which made storage and accessibly of the curriculum vitae s much easier for the recruiter. By the mid-’90s, with the arrival of the world-wide-web or internet, recruiters were treated to the users of online classifieds and jobs advertising as well as an online database. The concept of head-hunting became more popular and the focus on skill apparent.

With the growth and improvement of the internet as an accessible research tool, recruiters start to use online job portals as a resource to access the candidate’s CVs. Today “Pnet” and “career junction” are popular resource used in South-African recruiters for exposure to thousands of CVs. Since 2010, more people are using social networking sites to recruit staff as well as apply for jobs.

Throughout the history of recruitment, one aspect remained the same; it always changing. The attracting, screening and selection of candidates in whatever circumstance or period, using whichever tool available has always had the same purpose, placing a candidate in a vacancy and the environment in which this has taking place has been changing and evolving since 1940 and will continue to do so.

The history of recruitment in Cameroon can trace back to the colonial period. when the German annexed Cameroon, they need free and cheap labour to work in their plantations, the employment the European used in recruiting their workers in Cameroon was based on physical power and resistance to diseases.

When Cameroon gain its independence from France and Britain in the early 1960s the came up with laws that govern the recruitment of an employee in an organization.

In Cameroon, the main employment protection legislation apparatus is the Cameroon Labor Code that is bound by law No. 92/007 of August 1992. The principle of this law gives equal opportunity to access to employment to all Cameroonians of working-age irrespective of gender, religion, ethnicity etc, and protect them in all labor matters (Campbell, 2006). The labour code also has no restrictions on foreigners in as much as they are able to comply with the laws and regulations in force.

1.2 Problem Statement and justification of the study

Despite the existence of the best policies in the recruitment and selection of employees, some organisations and managers resort to unconventional ways in recruiting and selecting their employees. Nowadays, many organizations are collapsing, while others are not able to meet up with the ever-changing business world. Unfortunately, some organizations pay more attention to factors like money incentives, and/or physiological factors without giving much attention to the recruitment and selection of the workforce.

Recruitment and selection are one of the few activities carried out by every organisation in every industry, sector and region. However, although every organisation practices recruitment and selection it is only a limited few that understand the complexity and importance associated with finding the right approach to take.

As many organisations look at recruitment and selection as a process they need to go through in order to fill a vacancy they fail to realise the potential repercussions that can be experienced were the wrong individual placed in the wrong job. In order to address this, it is essential for the organisation to develop a suitable recruitment and selection process tailored to the needs of the organisation.

However, before this can be done it must be acknowledged that, depending on the organisation and the position available, there are numerous factors that can affect an organisations approach to recruitment and selection such as the level of staff required, the quantity of staff, the calibre and often the most influential factor is that of time; how much time the organisation has to fill the vacancy. Regardless of the recommended approaches to recruitment and selection organisations first need to take these issues into consideration; designing their approach around their own unique requirements.

The researcher hopes that through this study they will be able to gain a coherent insight into the many approaches and factors affecting the recruitment and selection techniques organisations have available to them in today’s fast-paced business environment. Thus, this researcher, therefore, intends to investigate the effect of effective recruitment and selection policies on an organizational performance case study of Njeiforbi enterprise Buea.

1.3 Main Research Question

What is the effect of recruitment and selection practices on an organisational performance case study of Njiforbi company LTD Buea?

1.3.1 Specific Objectives

(a) What are the recruitment and selection policies used in Njeiforbi company LTD Buea?

 (b) What are some of the challenges in recruitment and selection practices in Njeiforbi company LTD Buea?

(c) How can recruitment and selection practices be improved in Njeiforbi company LTD Buea?

1.4 Objective of the study

The main objective of the study is to examine the effect of recruitment and selection practices on organizational Performance in case of Njeiforbi enterprise Buea.

The specific objectives of the study are:

(a) To examine the recruitment and selection policies practice in Njeiforbi company LTD Buea.

 (b) To find out some of the challenges in recruitment and selection practices in Njeiforbi company LTD Buea.

(c) To make policy recommendations on how to improve on effective recruitment and selection practices.

Further reading:

The Role of External Auditors in the Detection of Fraud: Case of Bamenda Municipality in Cameroon