Manpower study methodology

manpower study methodology

Project Management Case, study - woody 2000 Project

It should also provide information so that unqualified applicants can self-select themselves out of job candidacy. A good quality recruiting program advert should catch the attention of the qualified and not the unqualified through effective job specification and explanation. Recruitment and selection are the two phases of the employment process but there is a difference between them. The first is the process of searching the candidates to fill identifies vacant and stimulating them to apply for jobs in the organization while the later involves the series of steps by which the candidates are screened in order to choose the most suitable persons. The basic aim of recruitments is to create collection of talent candidates to enhance selection of best candidates for the organization, by attracting more and more prospective employees to apply in the organization while the basic purpose of selection process is to choose the right. The recruitment process is immediately followed by the selection process, where the final interviewers and the decision makers makes the decision and the official appointment. Cloete (2007) stated that recruitment is all about making sure the qualified people are available to meet the job needs of the government. Ineffective recruitment prevents any chance for effective candidate selection because when recruitment falls short, selection must proceed with a pool of poorly qualified candidates.

Manpower, development And Productivity In Tertiary

The following research questions were formulated for the study. What is the relationship between the use of prime Employee referrer method and employee commitment in manufacturing organization? What is the relationship between the use of Employment Agency method and employee productivities? What relationship exist between the use host Community influenced recruitment method and employees job efficiency. Below are the formulated hypotheses thesis for testing. H01 there is no significant relationship between the use of employee referrer method and employee commitment in manufacturing organization. H02 there is no significant relationship between the use of employment agency method and employee productivities. H03 there is no significant relationship between the use of host community recruitment method and employees job efficiency.1 Conceptual Framework, recruitment is the discovering of potential candidates for actual or anticipated organizational vacancies. It can also be seen as act of linking/bringing together those with jobs vacancy and needs to fill the vacant with those seeking for the vacant job. The ideal recruitment effort will attract a large number of qualified applicants.

The recent retrenchment of workers across many manufacturing industries and long the death of many newly introduced products in Nigeria are the evidence of poor performance. The above problem motivated the researcher to examine the impact of recruitment and selection strategy on the employee performance in the real sector. 1.2 Objectives of the research, the general objective of the research is to determine the recruitment and selection strategy that increase employees performance to achieve and sustain organizational efficiency. The main objectives of the study are to examine the following. The relationship between the use of employee referral method and employee commitment in manufacturing organization. The relationship between the use of Employment Agency method and employee productivities. The relationship between host Community influenced recruitment method and employees job efficiency.

manpower study methodology

Study of the iep of Paris Sciences po medialab

Success of the first enterprise is directly linked to the performance of those who work for that enterprise. Under-achievement of target can be a result of failures in the workplace, hiring the wrong people or inability to anticipate fluctuations in hiring needs, it is important that mindful efforts are put into human resource planning in an organization 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, according to ekwoaba etal (2015) recruitments and selections have become essential in organizations because individuals need to be attracted on a timely basis, in sufficient numbers and with appropriate qualifications. The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees. In addition, the effectiveness of an organizations selection system can influence bottom-line business outcomes, such as productivity and financial performance (Ekwoaba etal 2015). 1.1 Statement of the problem, in Nigeria, there has been increase in the rate of business failure, closure and poor organizational performance due to low productivity of employees and commercial globalization. Despite the conflict between the stakeholders and the employees, employees have critical roles to play in ensuring the organizations achieve competitive advantage over the competitors for the achievement of goals and objectives. The performance of manufacturing sectors which is recently nick named the real sector in Nigeria has been poor, it have witnessed relatively low performance when compares to their counterpart in other developing nations like nigeria.

Djabatey (2012) opined that this scenario lends credence to the increasing attention being paid to the people aspect of organizational assets because the development of people, their competencies and the process of the total organization are the pivot of human resource management. Similar to this development is the contention in National University of Ireland (2006) that the continued growth and development of an enterprise depends on its ability to recruit and select high quality personnel at all levels in respective of the cost of such action. A sound manpower plan programme logically follows a well drawn-up recruitment strategy. In fact, the quality of the organizational performance depends upon the quality of employees which is determined by recruitment policies and practices in the organization. Casio (2002) stated that recruitment and selection starts with a clear statement of objectives of the firm based on the types of knowledge, skills, abilities and other characteristics. For organization to request for application, objectives must be established and used for the selection process. The position to be filled must be defined in terms of job description and job specification.

Design analysis methodology : Topics by worldWideScience

manpower study methodology

A comprehensive, study for Harmonization of, methodology

It was also advised that recruitment/selection should be based on the capability of the candidates to perform the job responsibilities than consideration based on host community influences. Keywords : Recruitment and Selection, Agency, employee referral, Employees, performance. Manufacturing organizations in the past primarily focused on productions and sales but due to the dynamism and competition in the market place, organizations in this 21st century are looking forward to sustain a competitive advantage by combating the challenges of improving qualities of products, productivity. This stance can only be attained through employee performance while the key of attaining and sustaining this is by selecting and retaining the right people for the right position in an organization. Organizations nowadays are more concentrating on acquiring appropriate human capital because the employees are the most valued and most precious assets of an organization.

It is the individual performance of employees that will converge to form the overall performance of the organization. While recruiting the employees, organizations have to devise a strategy to carefully recruit the most suitable employees because they create the competitive advantage for the organizations. The word recruitment has become a thing of concern to many organizations in order to get a rightful candidate that can effectively fill the vacant position in the organizations due to the increase in competitions (Adeyemi, dumade and Fadare 2015). In an emerging economy like nigeria business organizations are to advance modern recruiting and selection strategy that will enhance quality of service delivery due to the entries of multinational companies and the growth in communication technology which lead to the development of e-commerce. It is obvious now that e-commerce has made consumer in one country to have access underlined to products across the globe.

Impact of Recruitment and Selection Strategy on Employees Performance: a study of Three selected Manufacturing Companies in Nigeria. Doi:.18775/ijied.2015.33.2003, url:. Org/10.18775/ijied.2015.33.2003 1Zirra Clifford tizhe oaya. D,  2Ogbu james Ogbu, 3Ojo Grace remilekun 1Department of Business AdministrationFaculty of AdministrationNasarawa State University, keffi, nigeria 2, 3Department of Business Administration, nasarawa State University, keffi, nigeria. Abstract : Employee performance is vital to all business enterprises in both developed and developing economies. The increase in the rate of business failure, closure and employees poor performance in terms of productivity in Nigeria is alarming.

For organization to be sustained, employees have crucial roles to play in order to ensure that organizations attain competitive advantage over the competitors across the globe. The study examined the recruitment and selection strategy on the employee performance in the real sector using descriptive survey research design. The inferential statistics used is the one sample t-test to find the level of relationship between recruitment/selection strategy and employee performance. The study revealed that the use of recruitment agency and internal employee recommendation in the recruitment/selection process enables organization to recruit committed and productive employees while the recruitment through the influence of host community leads to organizational inefficiency. The study therefore, recommends that Organizations can make use of employment agencies in the act of recruitment and selection but should be open to disclose the job description and responsibility to them. Acceptance of referred candidates from committed and active employees for employment was also recommended as it enhances mentoring, monitoring, obedience and coaching among employees.

Research Papers - academia

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manpower study methodology

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Community relations and the. Army by paul. Hayes A thesis submitted in partial fulfillment of diary the requirements for the degree of Master of Arts in Public Relations Iona college New Rochelle, ny december 2007 approved: Project Advisor Program Director date. Skip to content, posted on, august 12, 2017 by seth, graphs, charts and pdf downloads are available with. Standard or Business Subscription - blue graph - demographics of Active duty. Military, united States europe asia africa full Access Starting from.99 / month. Advertisement, posted in, government, tagged, military, war, statistic sources references. Source: Statistic Brain Research Institute (Online / Direct Response mail). Content Author: Demographics of Active duty.

Project Topic : Manpower, planning and development in the

Federal Human Resources Office (J1/Manpower personnel father's the federal Human Resources Office (J1/Manpower personnel Directorate) provides personnel support services for the air National guard and the Army national guard. This encompasses the full-time Active guard Reserve(AGR) and Federal and State civil Service/Technicians, both "dual status" (excepted or affiliated with the military) "non-dual status" (competitive) employees. The J1/Manpower personnel Directorate at the department of miitary Affairs is comprised of three main areas: agr branch, technician Support Branch and State personnel division. The programs we support are: diversity, eeo, labor Relations and esgr. Go online to change your technician benefits! Beginning, the national guard transition to the Employee benefits Information System (ebis interactive voice response system (ivrs) serviced by the Army benefits Center-civilian (abc-c) located in Fort Riley,. Ebis is an automated, secure, self-service web application,. Mil, that will allow you to make health insurance, life insurance, thrift savings Plan contribution elections, military deposits, review general and personal benefits information, and calculate retirement estimates using a computer. Ivrs is an automated self-service program you will access from a touch-tone telephone system: Toll Free:, information Brochure, accessing ebis instructions.

Manpower study methodology
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  3. By thomas owushesis submitted to the Institute of Distance learning, Kwame nkrumah University of Science and Technology in Partial fulfilment of the requirements for the degree. Impact of Recruitment and Selection Strategy on Employees Performance:. Study of Three selected Manufacturing Companies in Nigeria.

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