The effect of recruitment, selection and placement of an employee in the right position in organization cannot be over emphasized. One of the test of an efficient personnel department is its ability to fill job position promptly and adequately. This means that the department must know the source of different type of applicants for the job position that it has to fill. Recruitment and selection alone are not the only vital elements commonly used in the process of employment. After recruitment and selection have taken place, the job holders may either be sent on training or not depending on the training needed and of course the feasibility of training before being placed under recruitment, the internal source which is one of the most useful, through often neglected. The information for the study was collected using primary and secondary methods of data collection. For the primary data collection, questionnaires, personal observations and oral interviews were used while existing literature relevant to the topic was consulted for the secondary data. The researcher used chi-square statistical model to analyze the data. The major findings were: The personal selection and development junction of management are not separate activities, but are parts of a continuous process directly focusing on the acquisition and maintenance of human resources in business concern. The selection and development of workers should not be isolated from other organizational process because all total system of organizational behaviour. The researcher made the following recommendations: Organization should have a set standard which can be used to measure performance and to enable them depict they are of the policy. The recruitment prediction should be used on the cost and benefit analysis to achieve an intelligent personnel decision.

Title page ii

Approval page iii

Dedication iv

Acknowledgement v

Abstract vi

Table of content vii

CHAPTER ONE

INTRODUCTION

1.1 Back ground of study 1

1.2 Statement of the problem 4

1.3 Objective of study 4

1.4 Research questions 5

1.5 Research hypothesis 6

1.6 Significance of the study 7

1.7 Scope and limitation of study 8

1.8 Definition of operational terms 9

CHAPTER TWO

REVIEW OF RELATED LITERATURE

2.1 An overview 12

2.2 History and concept of recruitment 12

2.3 Recruitment Approaches 17

2.4 Development of recruitment in an organization 25

2.5 The effects of recruitment on organizational

reputation 35

2.6 Meaning and purpose of recruitment 37

2.7 The impact of recruitment in an organization 40

2.8 The role of recruitment on organizational

goal attainment 44

2.9 Problems of recruitment in an organization 47

Reference

CHAPTER THREE

RESEARCH METHODOLOGY AND DESIGN

3.1 An overview 58

3.2 Sources of data 58

3.2.1 Primary sources of data 59

3.2.2 Secondary data 59

3.3 Population of study 60

3.4 Sample size and sampling techniques 61

3.5 Instrument used in selecting sample size 64

3.6 Validity and reliability of instrument used 65

3.7 Method of data presentation and analysis 66

CHAPTER FOUR

DATA PRESENTATION, ANALYSIS AND DISCUSSION OF FINDINGS

4.1 An overview 70

4.2 Data Presentation 70

4.3 data analysis 73

4.4 testing of hypothesis 75

4.5 Discussion of findings 82

CHAPTER FIVE

SUMMARY OF FINDINGS CONCLUSION AND RECOMMENDATIONS

5.1 Summary of findings 84

5.2 Conclusion 85

5.3 Recommendation 86

5.4 Suggestion for further studies 87

Bibliography

Appendixes

Sample questionnaire

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

The effectiveness of an organization is a function of higher intellectual decision and quality manpower planning. It demand and knowledge to recruit, select and place an employee in the right position for an organization to achieve the organizational objectives. The proper application of recruitment, selection and placement of policies in an organization has been the major concern of most personnel managers.

This means that the department must know the source of different type of applicants for the job position that it has to fill.

Recruitment and selection alone are not the only vital elements commonly used in the process of employment. After recruitment and selection have taken place, the job holders may either be sent on training or not depending on the training needed and of course the feasibility of training before being placed under recruitment, the internal source which is one of the most useful, through often neglected. Source of manpower recruitment policy is based on utilizing present personnel through transfers, promotion, recalls from lay off or retirement.

This as in matter of fact, reduced the cost spending in developing source of applications advertising in Newspaper, radio and television etc. This source is known to be very reliable since it deals with employees whose ability is already known which finally suits to organization effectiveness.

In the contrast, having from outside may use to reduce the inbreeding often asserted with internal source. The external source deals with people who are current employed of the company. The people that fall under this category are under employed, unemployed person, newly qualifies applicants and dissatisfied workers selection follows immediately after recruitment.

As cited by C.C. Nwachukwu 1988, that placing an employee in a Job that is not qualified and make him of his intrinsic satisfaction and makes him doubt his ability hence a threat to himself the entire organization. Therefore, personnel managers greater care should taken by herring to manpower or human resources requirements of various development and eliminating bras, favouritism and increase organization effectiveness in tram of output.

1.2 STATEMENT OF PROBLEMS

· Poor system of recruitment and selection staff affecting organizational performance in African safely insurance company.

· Improper policy implementation hampering the operational performance of African Safely insurance company.

· Improper placement of the employees at the right position in the organizational performance in African safely insurance company.

· The employees of the organization are not properly placed at the right position at the right time.

1.3 OBJECTIVE OF THE STUDY

The purpose of the study included the following:-

i. To know the effect of poor system of recruitment, selection and placement on organizational effectiveness.

ii. To expose the reason behind implementation in African safety insurance company.

iii. To examine the system of recruitment and selection of staff and hoe it affects organization performance in African safety insurance company.

iv. To find out why there is improper placement of the employees at the right position in the organization.

1.4 RESEARCH QUESTION

i. are there effects of recruitment selection and placement on organizational effectiveness in African safety insurance company.

ii. Are there policies that problems in the operational performance of African safety insurance company.

iii. Are there effects of non placement of position and at the right time on the performance of the organization.

1.5 RESEARCH HYPOTHESIS

Ho: There are no problems associated with recruitment and selection in African safety insurance company.

Hi: There are problems associated with recruitment and selection in African safety insurance company.

Ho: The policies of the organization do not pose problems in operational performance of African safety insurance company.

Hi: The policies of the organization pose problems in operational performance.

Ho: Non placement of the employees of the organization at the right position and out at the right time does not effect the performance of the organization.

Ho: Non placement of the employees of the organization at the right position and out at the right time effects the performance of the organization.

1.6 SIGNIFICANCE OF THE STUDY

1. THE STUDENT: This research study will benefit student, especially student of insurance department and other higher institute one they will widen their scope from the information contained in the research work.

2. THE STAKE HOLDER: The study will be of immense importance to the stake holder on the performance of investing in an organization.

3. THE INSURANCE COMPANY:- The research will be of immense importance to insurance company as it will help them in recruitment process.

4. THE COUNTRY AT LARGE:- This study on effect of recruitment, selection, placement on organizational effectiveness will be of importance to the government in term of recruitment placement of companies that operate in the country.

1.7 SCOPE AND LIMITATION OF THE STUDY

SCOPE

The researcher sourced for the materials and information for this research work in insurance company Enugu where African safety insurance company is situated.

LIMITATION

The research in carrying out this study encountered numerous problems which includes:

i. Money, (ii) Time and (iii) Several Other constraints

i. MONEY: This has to do with the financial constraints encountered in the process of carrying out the project work. E.g. lack of enough money to carryout this work and at same time.

ii. TIME:- Is also another constraints to research. This because the researcher combined school activities and the exercise at the same time.

iii. LACK OF COOPERATION BY THE WORKER:- Another constraint to the researcher was that some of the workers found it difficult to express the points demands for

1.8 DEFINITION OF OPERATIONAL TERMS RECRUITMENT

This is the process of searching for prospective employee and stimulating them to apply for job in the organization.

This is the process of identifying and attracting or encouraging individual (employees) with the needed skills to apply to fill existing or future vacant positions in an organization by making them a ware of such vacancies.

· PLACEMENT:- This involves matching accurately the different job vacancies with the employed which centers primary on placement policy.

· SELECTION:- This is a screening device designed to scrutinize those who have applied as to certain those who best fits the post so advertised.

· ORGANIZATIONAL EFFECTIVENESS: It is a measure of the degree to which the goals and objectives of an organization is achieved.

· OPERATIONAL TERM:- It can be defined as the exact manner in which a variable is measured.

· FEAR: State produced by exposing and individual to an object highest in his or her hierarchy of objects to be avoided.

· CONFLICT: State produced by placing two or more individual in a situation where each was the same goal only one can obtain it.

· TEAM TEACHING:- Utilization of two or more teaching to developless on plans and teach in one or more subject matter as to a fixed group of student.

· MOTOR ACTIVITY:- Excursion by a student from his or her seat. It can also being as constructed terms of how the particular object or rning operates.

· MOTIVATION: Persistent attendance of students in an school (as measured by number of day attended)