EMPLOYMENT PROCEDURES AND ITS EFFECT ON GOVERNMENT PALATALS
Manpower utilization is a highly sensitive issue in most organizations, this is because it involves hiring, training and retraining of people who will eventually lead the organization to growth and survive. In most organizations therefore, a lot of energy is dissipated on employing the right person, with the right skills/experience in the right place at the right time. Therefore, this chapter will discuss both the available literature from different scholars concerning recruitment procedure in an organization as well as the therefore framework adopted to analyze the data.
Shaw (1990; 305) in his recruitment policy and effects on how employers and employees can be happy in order to achieve job satisfaction, analyzed the merit of internal and external recruitments. He observed that internal recruitment allows employees within the organization to advance in their careers, while on the other hand, external recruitment allows the injection of new ideas into the organization.
He further analyzed that high level intake will mean higher salaries for new recruits so that the experience of existing employees must be reflected in their salaries as compensation. In addition to manpower planning, proper recruitment ensures that each employee has an opportunity to make his best contribution to the organization.
Shapero (1989; 34), itemized channel of recruitment, which is the route by which an individual comes into an organization. He proffers that channels of recruitment to include:
Advertisement (in newspapers and trade and professional journals).
Company recruitment (college recruitment, professional meeting recruitment). Self recruitment (through friends or acquaintances, knowledge of company’s work or reputation, perceived advancement opportunity).
Stephen etal, (2007; 327-329) suggests that an understanding of organsational human resources through job analysis will provide managers with employee’s needs; that is it will provide the manager with the understanding or excesses of capable hands in the organization. However if there is a surplus of employees the management of the organization can adopt decruitment to lay-off candidate employed. He further add that organization can avoid sudden talent shortages and surpluses. He therefore sees recruitment as the process of searching for prospective employees and stimulating them to apply for jobs in the organization.
He further considered recruitment as both “positive” and “negative” since both increases the selection ratio and at the same time do away with candidates thereby leaving the qualified ones to work in the organization.
According to Soji (2002) recruitment as a set of process used by organization to solicit for the interest of potentially qualified people so that the organization could achieve its objectives. He further states that recruitment has a two way impact on the selection and placement of employees, which he enumerated as follows:
- Recruitment determines the number of applicants applying for each job.
- Recruitment method directly affects turnover rates when job candidates are given a growing picture of a job, which could be letter discovered by the applicants that the true picture of the job was not specifically analyze to them, they later become dissatisfied with reality that does not link up to expectation.