EFFECT OF RECRUITMENT POLICIES AND PROCEDURES IN ACHIEVING ORGANIZATIONAL OBJECTIVE
(A STUDY OF FEDERAL RADIO CORPORATION OF NIGERIA, SOUTH EAST ZONE)
ABSTRACT
This research work examined effect of recruitment policies and procedures in achieving organizational objective. A study of Federal Radio Corporation of Nigeria South East Zone. The objectives of the study include to: find out how external advertising as a method of recruitment policy and procedures affects organizational performance, determine the relationship between the use of recruitments consultants and effective diversity management, ascertain the effect of conducting interviews on employee productivity,and examine how direct internal appointment affects service excellence. The research method adopted was the survey research method. The sources of data used were the primary and secondary sources of data. The population of the study was 535 while the sample size of 229 was determined using the Taro Yamane’s formula. The data collected was presented in tables of frequencies and percentages using the five point likert scale. The hypotheses were tested using the chi-square distribution formula.. The findings included  that external advertising as a method of recruitment policy and procedure to a large extent affects organizational performance of Federal Radio Corporation of Nigeria, South East Zone, There was a signification relationship between the use of recruitment consultants and diversity management of Federal Radio Corporation of Nigeria, South East Zone, Conducting interview to a large extent has a positive effect on employee productivity of Federal Radio Corporation of Nigeria, South East Zone and Direct internal appointment affects service excellence of Federal Radio Corporation of Nigeria, South East Zone. The research concluded that recruitment policies and procedures has a big role to play in achieving organizational objectives. It was recommended that management should adopt external advertising in their recruitment policy and procedure, management of organizations should also consider recruitment consultants whenever vacancies are available in the organizations, interviews should be conducted adequately whenever an organization wants to recruit some workers and direct internal appointment should also be considered by organization.
TABLE OF CONTENTS
CHAPTER ONE
INTRODUCTION
1.1     Background of the Study                        
1.2     Statement of the Problem                        
1.3     Objectives of the Study                         
1.4     Research Questions                            
1.5     Statement of Hypotheses                         
1.6     Significance of the Study                        
1.7    Scope of the Study                             
1.8    Limitations of the Study                        
1.9    Operational definition of terms                    
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1    Conceptual Framework of the Study                
2.2     Theoretical Framework of the Study                
2.3    Empirical Review                              
2.4 Summary of Review of Related Literature            
2.5 Gap in the Review of Related Literature            
CHAPTER THREE
METHODOLOGY
3.1    Research Design                            
3.2    Sources of Data                            
3.2.1    Primary Sources                            
3.2.2 Secondary Sources                            
3.3    Area of the Study                            
3.4     Population of the Study                        
3.5    Sample Size Determination                    
3.6     Instruments for Data Collection            
3.7    Validity of the Instrument                     
3.8    Reliability of the Instrument                    
3.9     Method of Data Presentation and Analysis        
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND DISCUSSION OF FINDINGS
4.1    Data Presentation and Analysis                 
4.2    Bio-Data                                    
4.3     Data Relating To Research Questions            
4.3.1 Research Question One                    
4.3.2 Research Question Two                        
4.3.3 Research Question Three                        
4.3.4 Research Question Four                        
4.4    Test of Hypotheses                            
4.4.1 Test of Hypothesis One                        
4.4.2 Test of Hypothesis Two                        
4.4.3 Test of Hypothesis Three                        
4.4.4 Test of Hypothesis Four                    
4.5    Discussion of Findings                         
4.5.1 Discussion Based on Hypothesis One            
4.5.2: Discussion Based on Hypothesis Two            
4.5.3: Discussion Based on Hypothesis Three            
4.5.4: Discussion Based on Hypothesis Four            
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.1    Summary of Findings                         
5.2     Conclusion                                 
5.3     Recommendations                             
5.4    Contribution to Knowledge                     
5.5     Suggestions for further Research                
List of References                             
Appendix                                    
Questionnaire                                
CHAPTER ONE
INTRODUCTION
1.1    Background of the Study
    In recent time machines have taken over some of the work human beings used to do. It is also true that machines cannot operate themselves (Omisore, 2014). They have to be operated by human beings in order to achieve desired results. Thus, every organization (public or private), depends on the effective use of its available resources in order to achieve it’s objectives. However, one of the resources of organization, which is considered as the most vital, most valuable, most complicated and the least predictable is the human resources (Okofu, 2013).
    Recruitment, as a human resources management function, is one of the activities that impact most critically on the performance of an organization. It is a vital process for every organization because having the right staff, improves and sustains organizational performance and it is the staff that turns the visions and mission of the organization into reality. Thus, the objectives of any organization can only be realized through the effective co-ordination of the human resources (staff) of the organizations. Recruitment process involves a systematic procedures from sourcing the candidates, to arranging and conducting the interviews and requires many resources and time (Adenolekun, 2011). Accordingly, recruitment is conceived as the process by which organizations solicits, contact and interest potential appointees and then establishes whether it would be appropriate to appoints any of them (Ahmed, 2012).
    Before any organization can start recruiting people, they need basic guide lines that they can follow to stream line or simplify the recruitment process (Ayoade, 2011). They need to avoid any misunderstanding or double standard (standards that are seen as applying to some people and not others), that can lead to a dissatisfied workforce. These guide lines are put together in a personnel policy and procedure that the recruitment personnel follow when recruiting individuals for the organization.
    According to Bodunrin (2010), a policy is a course of actions, or guidelines to be followed, it is a statement of agreed intent that clearly and unequivocally sets out an organizations views with resects to a particular mater. It is a set of principles or rules that provides a definite direction for an organization, while procedure is a clear step bys steps method for implementing an organizations policy or responsibility. A recruitment policy helps to ensure that you are clear about what volunteers yours plan to recruits and how they will be involved in the day to day running of the organizations, it also outlines your approach to finding volunteers but procedures should outline how your policy will be put into action.
    While it is understood and accepted that poor recruitment decisions, affect organizational performance, Nigeria organizations, do not attach much importance to their recruitment policies and procedures. It is against this backdrop that the researcher has decided to research on the recruitment policies and procedures in achieving organization objective of Nigeria, South East Zone as a case study.        
1.2 Statement of the Problem
    The consequences of not following recruitment policies and procedures or the recruitment policies and procedures being done haphazardly in an organization are devastating. This has led to human resources problems and cost implications like ineffective performance, employees’ low morale and loss of business opportunities because the incompetent staffs. This is because when the recruitment polices and procedures are not properly done, inexperienced and unqualified employees are usually recruited leading to a low performance.
    Moreover, there is likely to be an increase in conflicts among staff members. There may be high level of customer dissatisfaction and increase in the number of complaints and customer turnover rate.
1.3    Objectives of the Study
    The general objective of the study was to examine the effect of recruitment policies and procedures in achieving organizational objectives. However, the specific objectives include:
1.    To find out how external advertising as a method of recruitment policy and procedures affects organizational performance of Federal Radio Corporation of Nigeria, South East Zone.
2.    To determine the relationship between the use of recruitments consultants and effective diversity management of Federal Radio Corporation South East Zone.
3.    To ascertain the effect of conducting interviews on employee productivity of Federal Radio Corporation of Nigeria South East Zone.
4.    To examine how direct internal appointment affects service excellence of Federal Radio Corporation of Nigeria, South East Zone.
1.4 Research Question
    Based on the objectives of the study, the following research questions were raised.
1.    To what extent does external advertising as a method of recruitment policy and procedures affects organizational performance of Federal Radio Corporation of Nigeria, South East Zone?
2.    What is the nature of relationship between the use of recruitment consultants and effective diversity management of Federal Radio Corporation South East Zone?
3.    To what extent does conducting interviews on employee affect productivity of Federal Radio Corporation of Nigeria South East Zone?
4.    To what extent does direct internal appointment affects service excellence of Federal Radio Corporation of Nigeria, South East Zone?
1.5 Statement of Hypotheses
    Based on the research questions, the following hypothesis were formulated
Hypothesis One
H0:    External advertising as a method of recruitment policy and procedures to a large extent does not affect organizational performance of Federal Radio Corporation of Nigeria, South East Zone.
Hypothesis Two
H0:    There is no significant relationship between the use of recruitments consultants and diversity management of Federal Radio Corporation South East Zone.
Hypothesis Three
H0:     Conducting interviews to a large extent does not have a positive effect on employee productivity of Federal Radio Corporation of Nigeria South East Zone.
Hypothesis Four
H0:    Direct internal appointment does not affect service excellence of Federal Radio Corporation of Nigeria, South East Zone    .
1.6 Significance of the Study
This research work will be beneficial to management of various governmental parastatals. Findings from this work will enable them to put in place adequate recruitment policies and procedures. The researcher will benefit from this work as it is a partial requirement for the award of a Bachelor of Science (B.Sc) degree in Business Administration. The university will benefit from this work as it increases its data bank. Finally, this research work will serve as reference material for further research on this topic.  
1.7    Scope of the Study
This research work, covered an aspect of human resource management of FRCN in three eastern state of Nigeria. The area covered are Enugu, Anambra and Imo state office of the FRCN.
1.8    Limitations of the Study
The researcher encountered some limitations in the process of carrying out this research work. Among them are finance, time and the uncooperative attitude of the respondents.
Finance: The researcher sent so much money surfing or browsing through the internet and printing out relevant materials, related to the research work.
Time: the researcher had to accomplish this research work within the time frame given but a research work of this nature would have taken much time.
Uncooperative attitude of the respondents: the respondents were economical with information, but when they were told that the research work was purely for academic reasons, they became cooperative.
1.9    Operational Definition of Terms
Policy: A policy is a statement of agreed intend that clearly and unequivocally sets out an organizations view with respect to a particular matter.
Procedure: A procedure is a clear step by step method of implementing an organizations policy or responsibility.
Recruitment: This is a systematic procedure from sourcing the candidate to arrange and conducting the interviews. It is a process by which organizations solicits, contact or interest potential appointees and then establish whether, it would be appropriate to appoint any of them.
Selection: This is a process that involves the series of step by which the candidates are screened for choosing the most suitable person for vacant position.