The success and efficiency of any organization depends on having the right in the right job with the right attitude of mind. Therefore the selection of a new person requires careful thought to ensure that this person will fill into the team. This research work therefore embrace job interview as one of the selection methods.

In the first chapter, the research write on the background of the study, statement of the problem that trigger off the research work, scope and need of the study.

The second chapter makes reference to what other researchers has done about this research work and their view on the reliability and validity of this research work.

Furthermore, in chapter three and four the research design and method of study was highlighted stating the source of data and the presentation and analysis of these data in chapter four.

The case chapter treat on the finding of the data analysed, suggested recommendation and conclusion

Title page

Approval page

Dedication

Acknowledgement

Abstract

CHAPTER ONE

INTRODUCTION

1.1 Background of the study

1.2 Statement of the problem

1.3 Objective of the study

1.4 Research question

1.5 Signification of the study

1.6 Scope of the study

1.7 Limitation of the study

1.8 Definition of terms

1.9 Reference

CHAPTER TWO

LITERATION REVIEW

1.1 Early history of management

1.2 The evolution of management through

1.3 Definition and function of management

1.4 Personnel management policy in management

1.5 The employment selection process

1.6 Job interview defined

1.7 Summary of literature review

1.8 Reference

CHAPTER THREE

RESEARCH DESIGN AND METHODOLOGY

2.0 Introduction to the study

3.1 Research design or methodology

3.2 Area of study

3.3 Population of the study

3.4 Sample and sampling technique

3.5 Instrument for data collection

3.6 Validation of the instrument

3.7 Reliability of the instrument

3.8 Method of collection

3.9 Methods of data analysis

3.10 Reference

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

4.1 Presentation and analysis of data

4.2 Summary of result

4.3 Reference

CHAPTER FIVE

DISSUSION, RECOMMENDATION AND CONCLUSION.

5.1 Discussion of result finding

5.2 Conclusion

5.3 Recommendations

5.4 Suggestion for further study

Bibliography

Appendix

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE PROBLEM

There are many inputs which an organization need in the production of good or products these input include raw material personnel or the human labors seem to be the most important. This is because, the human labour or personnel is not so easy to get just as you can purchase other factor of production. Successful selection of these personnel for an organization requires the organization to match the ability of the job candidate with the need of Emenite Asbestos. Based on this organization are now faced with the problem of by decision.

Whichever way an organization may chose its own decision, i.e. Emenite Asbestos Nigeria limited, selection of these worker still requires some method which can be either through application reference, interview and testing of all these job interview seems to be the most popular and widely used. Almost all the worker in Emenite Asbestos Nigeria limited is hired through interview. The reason for this is that it is eeriest to ask someone a series of question than to develop a test such as an ability test. Again interviewing makes the selection process more personal and give the interview a general knowledge of the appliance and help him asses if the interview is high person for the job.

Therefore, the selection of a new person requires careful thought to ensure that this person will fit into the company structure and be an effective member of the firm. The selection interview property carried out play a tremendously importance part in selecting the most suitable candidate for the job. There is no room for error Emenite Asbestos Nigeria Limited which has been carried with an unsuitable or difficult employed know only too well the upset if can cause, the cost of being landed with a “dud” are high and it is often difficult to discharge him.

The assessment of a person qualities and potential, before he is appointed, can never be precise or truly accurate. But the use of a multiple type of interview or selection method is more likely to produce the best results.

The purpose of this research work therefore is to expose to companies, the dangers of selecting wrong the skill, techniques and characteristic required in any interview and the benefit therein.

1.2 STATEMENT OF THE PROBLEM

An interview is the purposeful exchange of ideas the answering of question and communicating between two or more person as given by sloth clothier and Spirogel (1961). Digastrics interview is probably the most important step in the whole selection procedure for all the relevant information is brought into focus at that point often, the final decision to hire an individual is made during that interview. The factor of aptitude, proficiency, and personally, as measured by energy drive, social adaptability emotional control and conscience are related to an employee productivity. This subject should be openly discussed during interview primarily; the interview seeks to ascertain the applicant level of majority, ability to preserve, and degree of self-discipline.

Research (Sgyiaha, 1961) has shown that decision made by individual interview is unreliable because of the market difference between the evaluations of the same applicant by two or more interview.

The problem is that an interview is an occasion for which the interview should be prepared to eliminate subjective view and promote objectivity. There are many problems that can afflict a selection interview

These problems are as follows:

(A) Rapport between the board and the candidate is difficult if not impossible

(b) The candidate’s behavior may not be typical of his conduct under more normal kind of stress.

(d) With such larger number, it is very difficult for the chairman to agree and control an interviewing plan.

(e) Rival ices and disagreement among member of the board often appear, putting the candidate in a bad position for a board to have adequate knowledge of the requirement

(f) The final assessment of the interview is difficult

(g) Difficulties of the interview in assessment inexperience nature of the interviewers. Then how through what mean can their selection be more effective? And what is the thing needed for one to easily recognize them?

1.3 OBJECTIVE OF THE STUDY

From all that has been written above, it is the aim of this study to take an insight in Emenite Asbestos Nigeria Limited and study the approach of the indecstrices in selection process.

1. To find out the mistakes in personnel selections and the dangers of not applying the appropriate technique of job interview.

2. To identify how this research work will help other researchers and student in the business field to develop knowledge in their discipline.

3. To determine how proper qualified and suitable staff will be selected in an organizations leading to a huger productivity in a company.

4. To identify the method to use in job interview to make sure the right candidate for the job selected.

5. To identify problems encounter by the personnel department.

1.4 RESEARCH QUESTION

1 What is the actual effect of wrong employee in a company occupying the wrong seat?

2 Do the interview has problem in the conduct of the interview?

3 What type of selection method was used

4 Do your organization interview occasions is one of the problem, how does it really affect the successful conduct of interview?

5 If focusing on the interview occasion is one of the problems, how does it really affect the successful conduct of interview?

6 In your opinion, do you feel that non-compliance with laid-down procedure for selection constitutes a problem to productivity?

7 Do you undergo any employment test?

8 What do you think are the strategy of Job interview?

9 Is there any other way by which selection process can be obtained?

10 What selection process or method did the professional used?

1.5 SIGNIFICANCE OF THE STUDY

No good research is without benefits; this study will or is not an exception. The study will be of great benefit to Emenite Asbestos Nigeria Limited in determining the degree of efficiency of Job interview, in introducing a way of selecting suitable workers in industries. It will enable the company to make comparison with other tools of selection process and determine which one will give desirable result if effectively and efficiently used.

Since the success and efficiency of the organization depends on housing the right person in the right job with the right attitude of mind, therefore the need and purpose of this study is to acquaint management of industries both private and public with the importance of job interview, so that industries will benefit as proper, qualified and suitable staff will be selected into their organization, leading to a higher productivity, hence workers satisfaction will be encourage growth in the companies development.

Beside, the study will help managers of companies as it will point out to them some of the mistakes to be avoided in personnel selections and the dangers of not applying the appropriate technique of job interview. And lastly the study is also aimed at helping other researchers and students in the business field as the project will acid to their knowledge in the discipline.

1.6 SCOPE OF THE STUDY

This study is restricted to Enugu metropolis where a survey of the Emenite Asbestos in Enugu who use job interview as a way of selecting suitable worker in an industry will be carried out.

This study evaluates the performance of selection process with particular qualification of the employee.

1.7 LIMITATION OF THE STUDY

Due to certain factors which the researcher has as a student, such as this factors. Lack of money, scarcity of statically data and information, the moral sample of the study was not used. The researcher has therefore used only Emenite Asbestos Nigeria Limited as the case study and so this may affect the result of the study.

The reader should therefore take note.

1.8 DEFINITION OF TERMS

1. PERSONNEL: These are the applicant needed to be recruited into the industries.

2. MATCH: Comparing employees with the job specification

3. HUMAN RESOURSE: The personnel’s (workers) inputs that is required for production

4. INTERVIEW OCCASION: Certain thing or behaviours that takes place during interview

REFERENCE

(1) Newman Sidney et al (April 1964) “The Reliability of the

Interview Method in an Official Candidate evaluation program the American Psychologist April 1946,

(2) French W’ (1970)The Personnel Management Process Houghton

Mifflin Company Boston

(3) Fulmer .M. Robert (1970) The New Management Macmillan