ABSTRACT

The study set out to examine the effect of recruitment and selection in an organization. Case study of Njeiforbi company Ltd Bamend  it was guided by three research objectives which included; examine the effects of recruitment policies on organizational performance, assessing the effects of selection techniques on organizational performance and effects of recruitment methods on organizational performance. The study adopted descriptive and explanatory research design with a sample of 50  employees of Njeiforbi company Ltd Bamenda through a Purposive sampling technique and stratified random sampling. The study used questionnaire for data collection. 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 recruitment and selection process. The study of findings where there for that ,the result on the regression table on the effect of recruitment policies on organizational performance shows a positive result between recruitment policies and organizational performance. The second objective was to asses the effects of selection techniques on organizational performance in the organizational. Results from the regression table indicated negative relationship between selection and organizational performance. Also the results from the regression table indicated positive relationship between induction and organizational performance. It was concluded that the advent of recruitment and selection has significantly played a great role on organizational performance of business organizations because they both help in functioning and sustainability of these organizations. And the study recommends that before recruitment and selection, all job profiles should reflect the real requirements of the job and also, the study recommends that the usage of internal recruitment method should be largely use to fill in vacant positions in the company.

Keywords: Effect, Recruitment, Selection, Organizational, Performance

CHAPTER ONE

INTRODUCTION

 1.1 Background of Study                                                      

Recruitment is the process of searching for and encouraging individuals with the skills to apply for the job employment with an organisation. It is regarded as the first step in the employment process aiming at the developing and maintaining adequate man power resource upon whom the organisation can depend on when additional man power is in need. Recruitment is concern with accumulation of a pool of potential candidates in line with the Human Resources plan, Costello, (2006). Recruitment can be traced around World War II and the growth of modern management science; solid business planning has become the key of differentiator enabling competitive success. It seems unnecessary to point out that planning for a businesses’ most critical resource is essential David. (2004). As we move through the 21st century where a globalized workforce is the basis of competitions we find that the principles of human resource planning and development are of prme importance. The success of a business or an organisation is directly linked to the performance of those who work for that business. Underachievement can be a result of workplace failures. Because hiring the wrong people or failing to anticipate fluctuations in hiring needs can be costly, it is important that conscious efforts are put into human resource planning (Biles et al, 1980). People are individuals who bring their own perspective, value and attribute to organisational life, and when managed effectively, this human trait can bring considerable benefits to organisations.

Organisational performance is the organisations degree of success in using the least possible inputs in order to produce the highest possible output Dessler, (2000). For example if one unit is able to produce 10 units of it proSduct by spending $3, per unit, it is more efficient in production than in business that provides induces 10 units of the same product spending $4 per unit. Organisational performance is gauged using a number of quantitative figure such as production cost and production time because it is to broad for a concept to encapsulated in a single figure. Forward thinking companies increasingly need to consider reverse. Williams, (1981).

The concepts of recruitment across the globe encompasses attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications (Walker, 2009). Thus recruitment process of identifying and attracting potential candidates from within and outside an organisation to begin evaluating them for future employment. Enterprises across the African in countries are rapidly to change. Such ability to respond frequently depends upon the quality of enterprise personnel. Therefore, the competitiveness of modern enterprises almost equals the competitiveness of enterprise personnel (Werther and Davis, 1993). Excellent personnel perform tasks well and will significantly impact team effectiveness (Drucker, 1964).

 Recruitment is one of the basic roles played by the Human Resource Management (HRM)
department in an organisation. Recruitment helps an organisation to attract a large pool of
qualified individuals for the purpose of employment in an organisation (Huynh, 2017).
Recruitment practices include the needs to plan for human resource, job design, job
description as well as job analysis. Organisations leverage recruitment practices to increase
the chances of hiring staff with right abilities and skills so that they emerge successful in
their jobs (Acikgoz, 2019). The HRM department in an organisation has a role of ensuring
that all established recruitment practices are well adhered to in order to create consistency.
According to West, Ricks, Strachan, Iacono and Shay (2019), recruitment practices are
effective in an organization if they result into sufficient pool of applications.
As one of the basis HRM function, recruitment practices contribute towards performance
of employees in an organisation (Fitri, Handaru & Yohana, 2021). Poor recruitment
practices would slow realization of the formulated goals which thus negatively affecting
employee performance. Acquisition and retention of high quality employees is an important
step guiding realization of the formulated goals (Oaya, Ogbu & Remilekun, 2017).
Recruiting qualified staff is an important activity that would create effectiveness allowing
staff to realize the formulated goals of the organisation. In a study conducted in Sri Lanka
by Chandrasekara and Perera (2016), it was shown that recruitment practices have a direct
influence on retention of employees, which is an important component of performance.
This means that recruitment practices. In a study conducted by Rahmany (2018) in
Pakistan, recruitment practices that are based on bribes and nepotism would result into
unqualified work force that will ultimately hurt the overall performance.
Out of the many challenges and concerns about low employee performance in most
organisations, poor recruitment practices are regarded among these greatest factors
resulting into a decline in quality of services offered to customers (Huynh, 2017). Sound
recruitment practices are key HRM activities and if not well managed will significantly
affect ability of staff to conduct their duties. Having the right staff is one of the requirements
for success of the organisation and this can be achieved through recruitment practices in
place (Hossain, 2018). Job analysis is one of the critical aspects of recruitment practices in
an organisation. According to Birhane (2021), poorly conceived job analysis may have
adverse effect on quality. A clear job analysis as a recruitment practice will help an
organisation to develop person specification and job description. According to Kollitz, Ruhle and Süß (2019), attraction of qualified job applicants during
recruitment requires an organisation to come up with the sources of recruitment. These can
be internal or external sources of carrying out the recruitment process. As noted by Dewin
and Gabriel (2019), organisations should combine both internal and external sources of
recruitment in order to increase the chances of getting qualified employee for a position
under consideration. In a study conducted in Indonesia by Basalamah, Syahnur and
Basalamah (2020), it was shown that attraction of experienced, skilled and qualified
applicants is one of the underlying objectives of the recruitment practices in an
organisation. Another study conducted by Håkansson and Nilsson (2019) in Sweden
classified recruitment practices into formal and informal. Another study was conducted in
Saudi Arabia by Bakhashwain and Javed (2021) focusing on recruitment and selection
practices and their effect on employee performance. It was shown that sound recruitment
practices increase motivation of employees to carry out their duties more effectively.
In Africa, Otoo, Assuming and Agyei (2018) focused on Ghana to analyze the effectiveness
of recruitment and selection practices. The study noted that identifying available vacancies
and delay in sharing feedback to job applicants after the interview are the key concerns of
the recruitment practices. The study conducted in Ethiopia by Gode (2019) looked at recruitment and selection practices in relation to organisational performance. The study
shared that recruitment and selection practices have a positive effect on performance at an
organisation level. In Nigeria, Clifford and Nwaeke (2020) conducted a study whose focus
was on recruitment practices and organisational performance. The study noted that
recruitment practices have a strong and positive significant relationship with organisation
performance.

The study by Bula and Muriithi (2018) focused on recruitment practices and how they
affect employee turnover in the hospitality industry. It emerged from this study that firms
need job analysis should be performed before any vacancy has been filled during the
recruitment exercise. It also emerged that success of the recruitment process in an
organisation depends on existence of accurate person specification and job description.
Koech, Chepkilot and Waiganjo (2020) conducted another study that focused on
recruitment and selection practices and how they affect job satisfaction. It was shown that
recruitment and selection practices have a significant effect on job satisfaction. It was
recommended that HRMs of organisation should clarify requisite qualifications and skills
while advertising vacancies of any job openings before commencement of the recruitment
exercise.

In Cameroon and other parts of the world, recruitment is practiced to some extent even though job placements in both public and private organisations are more or less affiliated to networking and political inclinations. It is vital that organizations recruit people with the quality essential for continued success in this competitive global village of today. The only means of achieving this success is through proper recruitment practices. The context of the organisations in Uganda provides a bearing on the organisational performance therefore recruitment enables the attainment of improved performance that translates into organisational performance.

1.2 Statement of the Problem

Organisational performance is a multifaced dimension which determines the excellence of the organisational existence. It is the aim of every organisational existence that support the furtherance of its stay. Performance is influenced with several factors among which is the quality of the personnel that is driving the organisational operation. The value attached to the human resource is the recruitment processes, such that deciding the quality of the work force depends on the decision taken upon recruitment. However, the performance of Njeiforbi Company is seen as having unclear recruitment mechanism, which is negatively impended on the otherwise important aspect of performance. The findings according to Njeiforbi Human resource manual published in 2010 indicate the poor recruitment and selection techniques account for poor performance Njeiforbi Company. Based on these threats, the source of Cameroon home utensils, detergents and drinks is on the vague of collapse.

Recruitment is one of the few activities carried out by every organisation in every industry, sector and region. Nevertheless, although every organisation practice recruitment, it is only a limited few who understand the complexity and importance associated with finding the right approach to take. As many organisations look at recruitment as a process, they need to go through to fill a vacancy they fail to realise the potential repercussions that can be experienced were the wrong individual placed in the wrong job. To address this, the organisation needs to develop a suitable recruitment process tailored to the needs of the organisation. 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 policies on an organisational performance case study of the Njeiforbi enterprise branch in Bamenda to many

1.3 Research Questions

1.3.1 Main Research Question

What is the effect of recruitment on organisational performance case study of Njeiforbi Company LTD Bamenda?

1.3.2 Specific Research Questions

1. What is the effect of internal recruitment on organisational performance on Njeiforbi Company LTD Bamenda
2. How do external recruitment practices affect organisational performance on Njeiforbi Company LTD Bamenda

1.4 Objectives of the Study

1.4.1 Main Objective

The goal of the study is to investigate the effects of recruitment on organisational performance the case study of Njeiforbi Bamenda

1.4.2 Specific Objectives

1. To assess the effect of internal recruitment on organisational performance, case study Njeiforbi Bamenda
2. To explore the effect of external recruitmenton organisational performance, case study Njeiforbi company ltd Bamenda.