BACKGROUND OF STUDY
Every organization has human resources as part of
its resources. The organization cannot
function without people working
together and whenever people work
together, the personnel management function must be performed and executed.
Other resources may include physical, financial and informational. However, the
most vital among all these resources
seems to be the human element.
The human resources is the concern of personnel
management. Personnel management deals with the bringing of a person into an organization,
his behaviour in the work situation, his interests and relation-ship both with
his fellow workers and the organization. It is the series of management
activities, which procures personnel for the organization to achieve effectives
performance towards organizational growth.
Therefore this human element does not just come,
they are recruited based on qualification.
Recruitment is an of the process of staffing in an organization. It is
also concerned with developing a pool
of job candidate in line with the human resources plan. In this case,
candidates are usually located through newspapers and professional journal
advertisements, employment agencies and visits campus. It comes immediately
after human resources planning. Recruitment
Seen as that process of assessing a job, announcing
the vacancy, arousing interest and stimulating people to apply
In recruitment, there is general one is the
most appropriate for operative
employees, which takes place if the organization needs a group of workers of a
certain type, example is typists or
sales people. Another one is specialized
recruiting, which is used mainly for
executives or specialists, occurs when the organization desires s particular.
In this , candidates receive individual
attention over an extended period
of time. The process of recruitment must
be centered in one place and in the hands of one person or group. Only in this way can there be a sufficient
concentration of exercise, knowledge and record to provide the possibility of
efficiency in service both to applicants and to the organization.
While selection is the process that leads the firm
to choose from a list of applicant. The person or persons who will match the selection criteria or the vacant
post with consideration of current environmental conditions is given the job.
Application forms, resumes, interviews and reference checks are commonly used
selection goals. The application form serves three purposes in selection. They
Show that the applicant desires a position.
Provides the interviewer with the basic information needed to conduct
It becomes part of the organization’s information if hired.
Selection process is a matter of satisfying a
company’s present needs. It is
An activity which
influences the shape of a company’s
future health and its cumulative
results predetermine the future health of the enterprise. Selection process especially at high level is no longer
a question of trying to fill a closely defined slot but, as Plumbley (1976: 38)
matching process between the capacities and inclination of the
candidates and the demands inherent in a given job or career pattern.
Furthermore, the history of Nigerian Bottling
company (NBC) dates to forty (40)
years ago. The company which has
made phenomenal process, tapped its first soft drink production with the
world’s most popular beverage called coca-cola. At this time, only few plants
were established in the country. This Nigerian
bottling company (NBC) was in the town of Atlanta in Georgia United state of America (U.S.A) in the year
That a man named Dr .John Styth the Pemberton, a
pharmacist first initiated the plans for the world’s best soft drink.
Having succeeded in brewing the drink a
man named Frank M. Robinson – Dr.
Pemberton’s partner and book-keeper designed the flowing distinguishing trade
mark and gave coca –cola its name.
remarkable feat achieved by Dr. Pemberton, many countries in every part
of the globe who have heard of the this drink began to have vicious desire
taste made of this drink. This was also
made possible through Dr. Pemberton’s
advertising and marketing activities.
coca-cola came into Nigeria in the year 1953. this was when the Nigerian Bottling company opened it s first plant in
Lagos. Following the uncontrollable
demand for its product in Nigeria, the Nigerian bottling company, in a bid to
reach the nook and cranny of Nigeria had
to have several depots (branches).
Nigeria the company operates in areas such as Akwa, Abakaliki, Nsukka, Ikon and
9th mile corner Enugu etc The products
include: Fanta soda, sprite, Krest, or Bitter lemon, Fanta orange,Fanta Ginger
ale, Fanta tonic,Evatable-water and coca-cola
these establishment that mentioned above were made again in areas like
Benin, Lagos, Port-Harcourt in
September 1962,. The company started production capacity was 350,000
hector per annum, but now, the capacity has hit about two million hector
stride taken by the company within this period, the Board of Directors and
management hope that you as an employees of the company will contribute your
quota in insuring its continued growth and development.
Finally, as Yoder (1976:278) observed staffing as a
process that begins with the determination of man-power needs for the
organization and ends with the inventors of capabilities,
recruitment, selection, placement and
OF THE PROBLEM
Selection and recruitment is a step in management
development, which help fundamentally to find and
attract potential employees who it successful, eventually fill vacant positions.
management, professionalism developed states of selection and recruitment when
employed in conjunction with other tools of personnel assessment, as well as
complimenting input of sound job design programme may significantly facilitate
the development and maintenance of efficient
work force and indeed, the utilization and conservation of human resources.
fact, in a firm’s working life, abundant
evidence clearly prove that these tests, all thing being equal are
creditable predictors of employee’s job
the Nigerian societal immorality and political influences have created
discrepancies in selection procedures through such vices as favouritism,
tribalism and nepotism.
are problems arising from vague description of job by these personnel
management. Because of these problems,
the needs for a close up examination of the whole selection process on labour
turn-over in Nigerian Bottling company
Plc 9th mile
Corner Enugu becomes inevitable.
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
To identify means by which
selection process on labour turn- over
can be improved in the company.
To identify possible solutions.
SIGNIFICANCE OF THE STUDY
This research will benefit the readers and also
future researchers and students who will love the opportunity to pick this from
people that will also benefit from work are:-
The organization will benefit from this work they
know the causes of implication of wrong collection process and avoid it.
researcher will gain more knowledge by the time she is through with the whole
government will benefit from this work because they have handle labour turn-
over and productivity., of employees.
Do selection process exist at all in the company’s of today?.
What are the causes of wrong selection process?.
What causes decline in workers productivity?.
What should be done to have the right selection process?
SCOPE OF THE STUDY
For the purpose of this study, the researcher have
chosen one multi- national company in Enugu state; the Nigerian Bottling
company 9th mile corner Enugu. The data collected from the public Relation
Officer (PRO) in this company written above by the researcher will be used to
make a generalized statement of what is
obtainable in selection process on labour turn- over and productivity of
employees. The researcher will also use
the findings you draw conclusion on how best managers should handle some
factors affecting selection process on labour turn-over in the company.
LIMITATION OF THE STUDY
A study of this nature could not be done apparently
without some form of involved tasks. The researcher encountered some
Financial: The economics situation of our country, Nigeria made the
researcher who is dependent to find difficult in raising adequate fund needed
for this researcher work.
Time: As a final year student,
the researcher found it difficult to cope with the time allocated to this research work with other academic
Data gathering: The study implies the
effect of selection process on over and productivity. This leads to turn- over of employees findings
initial problem that affect labour turn-
This was a very difficult task since our people are too secretive.
researcher found it difficult to convince the respondent at the initial stage
which after several visits and waste of time and money were able to convince
the respondents that the work is for academic purpose and the welfare.
Yoder D. (1972) Personnel management and
industrial Relation, Great
Britain prentice Hall, inc.
O (2000) Human Resources management
in Nigeria, Hugotez publication.
G.Aniemeka (1999) Programmatic Dimension to personnel management,
Optimum publishers, Akwa Anambra state, Nigeria.