1.1 BACKGROUND OF THE STUDY
One of the most significant growths in the field of organizations in recent times is the increasing importance given to human resource. People are vital to organizations as they offer a particular thing, values and attributes to organizational life; and when managed effectively, these human traits can be of considerable benefits to the organization and can enhance organizational performance. As revealed in Djabatey (2012) this scenario gives credence to the increasing attention being paid to the people aspect of organizational wealth. This is so because the development of people, their competencies, and the process development of the total organization are the point of human resource management (Mullins, 2014; Djabatey, 2012). Akin to this development is the contention in National University of Ireland (2010) that the continued growth of the enterprise depends on its ability to recruit and select high quality personnel at all levels. While recruitment is the process of identifying and attracting potential candidates from within and outside an organization to begin evaluating them for future employment, selection begins when the right calibre of candidates are identified (Walker, 2009). However, most recruitment and selection procedures have elements of subjective judgement inherent in them. But behaving with job applicants in a professional and positive manner is more likely to leave them, whether they are successful or not, with a positive view of the organization and how it has dealt with the applicants (National University of Ireland, 2010). Experience also shows that a successful appointment can produce results which impact favourably on the wider aspects of organizational life while a poor one can have damaging effects far outside the organization in which it is made. However, the recruitment and selection of employees also provides an opportunity for the organization to present itself in a favourable light (National University of Ireland, 2010). Available literature has argued that the success of the enterprise is directly linked to the performance of those who work for that business. By the same token, under-achievement can be a result of workplace failures. Because hiring the wrong people or failing to anticipate fluctuations in hiring needs can be costly, it is important that conscious efforts are put into human resource planning (Biles & Holmberg, 2008; Djabatey, 2012). It has also been argued that in order for the enterprise to build and sustain the competitive advantage, proper staffing is critical (Djabatey, 2012). Thus, recruitment and selection have become imperative in organizations because individuals need to be attracted on a timely basis, in sufficient numbers and with appropriate qualifications. Therefore, this study sets to examine the impact of recruitment in the achievement of organizational goals in the civil service using Ministry of Health, Abia state as population of interest.
1.2 STATEMENT OF PROBLEM
In order to realize the goals of social service delivery and development, capable workforce is required. And these are products of employee recruitment and retention strategies of the civil service to achieve performance. According to Olowu and Adamolekun (2015), it is becoming more essential to secure and manage competent human resource as the most valuable resource of any organization, because of the need for effective and efficient delivery of goods and services by organizations, whether in public or private sector. Therefore, for an organization to realize its goals, appropriate strategies for employee recruitment and retention are sine-qua-non for enhanced performance. Researchers have agreed that one of the fundamental challenges facing organizations in the area of performance is their inability to put in place strategies capable of recruiting competent employees and retaining them to achieve organizational goals.
1.3 AIMS OF THE STUDY
The major purpose of this study is to examine the impact of recruitment in the achievement of organizational goals in the civil service. Other general objectives of the study are:
1. To examine the recruitment and selection policies of Abia state ministry of health.
2. To examine whether the recruitment and selection policies of Abia state ministry of health are well implemented or not.
3. To examine the impact of recruitment procedures in the achievement of organizational goals in the Nigerian civil service.
4. To examine the problems affecting staff recruitment in Nigerian public service.
5. To examine the relationship between staff recruitment and achievement of organizational goals.
6. To examine the challenges militating against effective staff recruitment and selection in Nigerian public service.
1.4 RESEARCH QUESTIONS
1. What are the recruitment and selection policies of Abia state ministry of health?
2. Are the recruitment and selection policies of Abia state ministry of health well implemented or not?
3. What are the impacts of recruitment procedures in the achievement of organizational goals in the Nigerian civil service?
4. What are the problems affecting staff recruitment in Nigerian public service?
5. What is the relationship between staff recruitment and achievement of organizational goals?
6. What are the challenges militating against effective staff recruitment and selection in Nigerian public service?
1.5 RESEARCH HYPOTHESES
H01: There is no impact of recruitment procedures in the achievement of organizational goals in the Nigerian civil service.
H02: There is no significant relationship between staff recruitment and achievement of organizational goals.
1.6 SIGNIFICANCE OF THE STUDY
The significance of this study lies in the fact that it will:
1. Help to inform personnel practitioners in the public sector about the need to give consideration to personnel recruitment strategies that focuses on merit - appropriate educational qualifications, skills and experience as basis for performance.
2. Enable public sector managers to know the importance of providing appropriate retention strategies commensurate with what is obtainable in private organizations as basis for personnel retention for performance.
1.7SCOPE OF THE STUDY
The study is based on the impact of recruitment in the achievement of organizational goals in the civil service, case study of Abia state ministry of health.
1.8 LIMITATION OF STUDY
Financial constraint- Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
Time constraint- The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work.
1.8 DEFINITION OF TERMS
Recruitment: Is the process to which organisation solicit, contact interest potential appointees, and establish whether it will be appropriate to appoint any of them. It may also connote the filling of vacancies by appointment of persons not already in the public service, and it excludes transfer of offices from other public services.
Public Service: Public service is a term used to cover all the organizations, institutions or bodies owned by the government. It also includes all the employees of government that work to execute its policies.
Selection: Selection is the processing and rank ordering of the applications and interviewing applicant in order to determine the offer of jobs. After recruitment exercises has produced an applicant pool. There are usually more applicants than openings. A decision must be made to offer employment to some subsets of the applicants while rejecting or postponing an offer to others. Selection activities aim at identifying the most suitable applicants and persuading them to join the organisation.