COVER PAGE

EFFECT OF SELECTION PROCESS ON EMPLOYEE

PRODUCTIVITY IN THE PRIVATE AND PUBLIC
SECTORS

BY

YAKUBU, RASHIDATU

DEPARTMENT OF BUSINESS ADMINISTRATION AND

MANAGEMENT, SCHOOL OF MANAGEMENT
SCIENCES, KEN SARO-WIWA
POLYTECHNIC, BORI

AUGUST, 2019

i
TITLE PAGE

EFFECT OF SELECTION PROCESS ON EMPLOYEE

PRODUCTIVITY IN THE PRIVATE AND PUBLIC
SECTORS

BY

YAKUBU, RASHIDATU

A PROJECT SUBMITTED IN PARTIAL FULFILLMENT OF THE

REQUIREMENT FOR THE AWARD OF HIGHER NATIONAL
DIPLOMA (HND) IN BUSINESS ADMINISTRATION AND
MANAGEMENT DEPARTMENT OF BUSINESS
ADMINISTRATION AND MANAGEMENT,
SCHOOL OF MANAGEMENT
SCIENCES, KEN SARO-
WIWA POLYTECHNIC,
BORI

AUGUST, 2019

ii
 DECLARATION
By submitting this research work I, YAKUBU RASHIDATU, do hereby

declare that the entire of this ND research work on EFFECT OF

SELECTION PROCESS ON EMPLOYEE

PRODUCTIVITY IN THE PRIVATE AND PUBLIC

SECTORS was conducted by me and that I have not in its entirety or part

submitted this work to any other institution or body for the reward of any

kind of degree or attaining any qualification, and all assistance received are

duly acknowledged.

...................................................
YAKUBU, RASHIDATU
Student

iii
 CERTIFICATION

This is to certify that research project entitled EFFECT OF SELECTION

PROCESS ON EMPLOYEE PRODUCTIVITY IN THE

PRIVATE AND PUBLIC SECTORS has been read and approved as

satisfying the requirement for the award of National Diploma (ND) in the

Department of Business Administration and Management, School of Management

Sciences, Kenule Beeson Saro-Wiwa Polytechnic, Bori

……………………………….. ………………
WEGE LENU G DATE
(Project Supervisor)

................................................ .........................
NWIKO LEKIA DATE
(Project Coordinator)

…………………………….. ………………
DR. M. E. DAPPER DATE
(Head of Department)

iv
 DEDICATION
This project work is dedicated to God almighty for his grace, tender mercy and provision

towards my life and the successful completion of work.

v
 ACKNOWLEDGEMENTS

I give thanks and glory to God Almighty for his grace, love and divine
blessings, provision and sustenance of life through my National Diploma
academic purists.
My special thanks goes to my unique and wonderful supervisors Lenu Wege
G. for his advice, directions and supervision to see that this work is brought
to standard.
A big thanks to the Head of Department of Business Administration and
Management Dr. M.E Dapper and all my prestigious lectures in the
prestigious department of Business Administration and Management.
My heartfelt gratitude mostly goes to my wonderful parents Mr. /Mrs.
Yakubu. for their support in cash and in kind throughout my period of study
and I pray that God bless them and prolong their life.

vi
 TABLE OF CONTENTS

COVER PAGE................................................................................................................................................................i
TITLE PAGE..................................................................................................................................................................ii
DECLARATION...........................................................................................................................................................iii
CERTIFICATION.........................................................................................................................................................iv
DEDICATION................................................................................................................................................................v
ACKNOWLEDGEMENTS...........................................................................................................................................vi
TABLE OF CONTENTS.............................................................................................................................................vii
ABSTRACT..................................................................................................................................................................ix
CHAPTER ONE...............................................................................................................................................................1
INTRODUCTION.............................................................................................................................................................1
1.1 Background of the study.............................................................................................................................1
1.2 Statement of the problem..................................................................................................................................2
1.3 Objectives of the Study...............................................................................................................................4
1.4 Research question..........................................................................................................................................4
1.5 Significance of the study................................................................................................................................5
1.6 Scope of the study.........................................................................................................................................5
1.7 Limitation of the Study...............................................................................................................................6
1.8 Definition of terms........................................................................................................................................6
CHAPTER TWO............................................................................................................................................................8
LITERATURE REVIEW...............................................................................................................................................8
2.1 CONCEPTUAL REVIEW.................................................................................................................8
2.1.1 Selection...................................................................................................................................................8
2.1.2 Employee Selection.................................................................................................................................9
2.1.3 Selection process........................................................................................................................................10
2.1.4 Important selection methods...............................................................................................................12
2.1.5 Important factors in selection methods................................................................................................12
2.1.5.1 Appropriate knowledge, skills and abilities.................................................................................13
2.1.5.2 Work experience..................................................................................................................................14
2.1.5.3 Educational background.....................................................................................................................15
2.1.5.4 Personal and professional characteristics.....................................................................................15
2.1.5.5 Physical examination........................................................................................................................15
2.1.5.6 Criminal records and background checks.......................................................................................16
2.1.6 Employee Performance........................................................................................................................16
2.2 THEORETICAL FRAMEWORK................................................................................................................19

vii
2.3 EMPIRICAL LITERATURE..........................................................................................................................21
CHAPTER THREE.....................................................................................................................................................22
RESEARCH METHODOLOGY.................................................................................................................................22
3.1 Research Design..........................................................................................................................................22
3.2 Sampling design..............................................................................................................................................23
3.3 Population of the Study................................................................................................................................23
3.4 Sample Size..................................................................................................................................................24
3.5 Method of data collection.............................................................................................................................25
CHAPTER FOUR....................................................................................................................................................27
DATA PRESENTATION AND ANALYSIS............................................................................................................27
4.1 Data presentation and Analysis.................................................................................................................28
4.2 Data analysis.................................................................................................................................................34
4.3 Discussion of findings...............................................................................................................................34
CHAPTER FIVE...........................................................................................................................................................36
SUMMARY, CONCLUSION AND RECOMMENDATION.........................................................................................36
5.1 Summary.......................................................................................................................................................36
5.2 Conclusion.....................................................................................................................................................37
5.3 Recommendations.........................................................................................................................................38
REFERENCES.........................................................................................................................................................39
APPENDIX I................................................................................................................................................................42
APPENDIX II..............................................................................................................................................................43

viii
 ABSTRACT
To evaluate the effect of selection process on employee productivity
in the private and public sectors. Four (4) specific objectives were
outline as well as four (4) research questions formulated in other to achieve
the objective of the study. Existing literatures on the topic were broadly
reviewed under conceptual and theoretical framework and an empirical
review of resent research. Using a survey research design a population two
hundred and ten (210) staff of selected business organisation and a sample
size of one hundred and thirty seven (137) was derived from the population
using Taro Yamani's. Well-structured questionnaire was designed and used
to obtain responses from the respondents on the research questions. Simple
percentage and frequency tables were used to analyze the response from the
research questions. Finding from the study revealed that well-managed
business entity will not only attract interest of outsiders but will
also retain the zeal of the existing owners and users of the
organization. Therefore in conclusion, it will be said that
organization cannot do without an effective selection
techniques, true and fair presentation of financial statement
may never be possible if the board and senior management
are not committed to providing a well effective selection
techniques.

ix
 CHAPTER ONE

INTRODUCTION

1.1 Background of the study

The highly competitive and changing market of today requires

quick and effective response. To be highly competitive,

managers are realizing that the success of a business enterprise

depends largely on the efficient selection of its Human

Resources. In human resource management, recruitment is the

foundation for selection process. Recruitment involves using

application forms, resumes, interview schedules, employment and

skills tests and reference checks to evaluate and screen job

candidates. Selection is the process of choosing from numerous

applicants a suitable candidate to fill a job position. Selection

in modern organizations can be said to be anchored or rooted

on the Biblical saying that; many are called but a few are chosen".

Selection is among the major functions of human resource

department and as well an important first step towards creating

the competitive strength and the strategic advantage for the

organization. Searching for, and obtaining potential job candidates

in sufficient numbers and quality and at the right cost is the best

1
 way for organization to get the most appropriate people to fill its

job positions. Productivity is one of the most challenging issues

related to manufacturing and service organizations. Productivity

usually relates to efficiency (how many valuable resources are

used relative to what it produced) and effectiveness (measuring

the ability of the manufacturing or service process to

produce the desired result). This can be achieved if the selection

process of an organization is devoid of nepotism and chance

to meet the challenging constraints affecting the organization.

The importance of adhering to selection process is vital for

organizational competitiveness and a failure to approach this

function effectively will result to selection of wrong and

underperforming employees which will in turn lead to low level

of productivity.

1.2 Statement of the Problem

The success of organizations depends on the calibre of the

manpower that steers their day to day affairs. When the right

person is selected, the productivity of the selected person tends

to be high or meet the standard set by the organization. Though it

2
is the wish of every organization to attract the best human resource

in order to channel their collective efforts into excellent

performance, unconventional selection practices can mar attainment

of Organizational objectives. It is regrettably, many organizations

in Nigeria ignore standard selection programmes, this makes

selection of personnel inundated with myriad of unethical

practices; bias, discrimination and favouritism. It is obvious

that hiring someone who does not fit into a particular job or who

does not suit the culture of the organization may bring about

disciplinary problems, disputes, absenteeism, high labour

turnover, fraud, poor service delivery to customers, suppressed

creativity, innovations and learning, inability to cope with new

challenges or changes, non-competitiveness, poor quality

production, waste of organization's money, time and other valuable

resources. All these may culminate to low level of organizational

productivity. It is against the backdrop of the above vexing

problems, that this study was designed.

3
1.3 Objectives of the Study

The major objective of this study is to determine the effect of

selection process on employee productivity in the private and

public sectors. The specific objectives are:

1. To ascertain if there is significant difference between the

selection process employed by the private and public

sectors.

2. To determine if the selection process employed by the

private and public sectors helps them to achieve

productivity.

3. To examine if there is significant difference between the

factors influencing selection process in private and public

sectors.

1.4 Research question

To guide achievement of the aforementioned objectives, the

following research questions were developed:

1. Is there significant difference between the selection processes

employed by the private and public sectors?

2. Does the selection process employed by the private and public

4
 sectors help them to achieve productivity?

3. Is there significant difference between the factors influencing

selection process in private and public sectors?

1.5 Significance of the Study

This study would benefit the following:

To the human resource (HR) managers of organizations, it would

help them to know how to attract qualified and suitable

applicants to apply for job openings in the organization.

The study would also benefit employees because, selection process

when appropriately adhered to ensures selection of qualified and

suitable candidates.

In addition, it will enhance government and general public

participation in addressing the problems of human resource

management in public and private sectors.

The study would also be relevant to future researchers as it will

serve as a guide and reference material for further studies.

5
1.6 Scope of the study

This research will specifically focus attention on the activities

of employee's productivity in Nigeria and due to the logical point

that not every organization can be studied; this research is

therefore limited to the employee's productivity in Benue State.

The purpose of this research is to show the effective selection

techniques and employee productivity.

1.7 Limitation of the Study

The major constraints in this study include the consecrating nature

of organization and their apathy towards providing information

especially with respect to their internal operation policies.

Human errors and biasness are other limiting factor of this study.

This is because some data were obtained through discussions and

interviews therefore; there is the possibility of human error of

omitting some vital information. Respondent may also

exaggerate important information in order to give their

organization a positive credit for fear of what seems an invasion

into the organization's privacy. Time and finance is also limiting

factor.

6
1.8 Definition of terms

The following terms have been used in the course of this research

work and as such need to be explained. They were as stated below:

AFOREMENTIONED: Is a true centre, on a team where the

battle for that starting job appears open.

EFFECTIVE SELECTION: It means the finding and hiring the

right employees for your organization and then putting them

into the jobs for which they are suited.

EMPLOYEE PRODUCTIVITY: Is an assessment of the efficiency

of a worker or group of workers.

TECHNIQUES: Is a systematic procedure, formula, or routine by

which a task is accomplished.

7
 CHAPTER TWO

LITERATURE REVIEW

This chapter take a critical look on the effective selection

techniques and employee productivity, the review of related

literature in a research study is a search for the discovery of

existing information on a given research problem. It sets the

current research into perspective to show "the state of the art" a

literature review must be done in a context of the research

problem.

2.1 CONCEPTUAL REVIEW

2.1.1 Selection

Gupta (2006) in Okechukwu (2009) said the process is established

to achieve a good between the job requirements and the candidate's

skill and motives. The major aim here is to identify the most

suitable applicants and persuade them to join the organization and

in doing this, achieve positive results; carefulness must be taken

because failure to hire credible applicant in job market will lead to

problems in the organization.

Anugwon (2005) see it as the process of screening the pool of

applicants available so that those considered qualified and

8
 suitable in terms of skills, abilities, morale and emotional

stability are chosen.

Hull and Gudate (1956) defined selection as the process through

with representative of an organization defined a job to be filed,

asses the people apply for the job and choose the applicant with

the greater potential to perform job successfully.

Jackson et., al (1985) defined selection as a process of

picking individual who have relevant qualification to filled job

opening in the organization.

2.1.2 Employee Selection

Employee Selection is the process of putting right men on right

job. It is a procedure of matching organizational requirements with

the skills and qualifications of people. Effective selection can be

done only when there is effective matching. By selecting best

candidate for the required job, the organization will get quality

performance of employees. Moreover, organization will face less of

absenteeism and employee turnover problems. By selecting right

candidate for the required job, organization will also save time

and money. Proper screening of candidates takes place during

9
 Selection procedure. All the potential candidates who apply for the

given job are tested. But selection must be differentiated from

recruitment, though these are two phases of employment

process. Recruitment is considered to be a positive process as it

motivates more of candidates to apply for the job. It creates a pool

of applicants. It is just sourcing of data. While selection is a

negative process as the inappropriate candidates are rejected

here. Recruitment precedes selection in staffing process. Selection

involves choosing the best candidate with best abilities, skills and

knowledge for the required job.

2.1.3 Selection process

Monday and Preneaux (1993), see the selection process as

consisting of the following steps:

Preliminary Interviews

It is used to eliminate those candidates who do not meet the

minimum eligibility criteria laid down by the organization. The

skills, academic and family background, competencies and

interests of the candidate are examined during preliminary

interview. Preliminary interviews are less formalized and

10
planned than the final interviews. The candidates are given a

brief up about the company and the job profile; and it is also

examined how much the candidate knows about the company.

Preliminary interviews are also called screening interviews.

Application blanks

The candidates who clear the preliminary interview are required

to fill application blank. It contains data record of the candidates

such as details about age, qualifications, reason for leaving

previous job, experience, etc.

Written Tests

Various written tests conducted during selection procedure are

aptitude test, intelligence test, reasoning test, personality

test, etc. These tests are used to objectively assess the potential

candidate. They should not be biased.

Interviewing

It is a one to one interaction between the interviewer and the

potential candidate. It is used to find whether the candidate is

best suited for the required job or not. But such interviews

consume time and money both. Moreover the competencies of

11
 the candidate cannot be judged. Such interviews may be biased

at times. Such interviews should be conducted properly. No

distractions should be there in room. There should be an honest

communication between candidate and interviewer.

Medical examination

Medical tests are conducted to ensure physical fitness of the

potential employee. It will decrease chances of employee

absenteeism.

Appointment Letter

A reference check is made about the candidate selected and then

finally he is appointed by giving a formal appointment letter.

2.1.4 Important selection methods

Price (2007), the organizations use various selection methods

according to nature of job, size of organization and number of

candidates. The organization can use one or more selection

methods; it depends upon the reliable and valid so that expected

performance of employee could be achieved.

2.1.5 Important factors in selection methods

There are various factors i.e. education, job experience, cognitive

12
ability tests, integrity test, personality tests, IQ tests, interview,

references.

Dipboye, (1992); Randall and Randall, (1990). "Effective selection

requirements should be blueprinted, either by gaining expert

views (e.g. Janis & Hatef, 2008) or conducting an appropriate

job analysis.

Patterson et ah, (2000); Patterson et ah, (2008). "The

organization takes two considerations in order to select new

employee. Firstly analyze the individual differences between

applicants by comparing their knowledge, skills and abilities and

secondly decide the most appropriate selection method. Gatewood

& Field (2001), the knowledge, skills, abilities are very important to

determine potential candidate as well as previous job experience

also matter. The responsibilities and duties of previous work and

qualification can help a lot in understanding new work

environment. The other characteristics like personality, attitude

and intelligence as well as physical examination are also very

important factors.

Some organization also considers previous background and

criminal records in their hiring process.

13
2.1.5.1 Appropriate knowledge, skills and abilities

There are several stages of employee selection. First of all

knowledge, skills and abilities (KSAs) of applicant are determined,

secondly highlight the contents of job and to determine whether

the existing employee's skills are appropriate to job nature or

not? This procedure is called job analysis. After job analysis

the duties and responsibilities are described according to nature

of job in documentary form call job description and then what type

of human resource is required for that particular job called job

specification. Dessler (2011). The necessary skills, knowledge

and abilities which are necessary to perform the job are called job

requirements. These can be qualification, experience, training,

aptitudes and abilities. Gatewood Field (2001), the knowledge,

skills and abilities (KSAs) are the basic important factor which is

specially examined in the applicant in recruitment process.

There are also other two important factors i.e. previous work

experience other Characteristics

14
2.1.5.2 Work experience

Price (2007), the duties and responsibilities handled by previous

jobs are very important to understand the work criteria and

requirements. The experienced persons knowledge and skills

are the great assets for organization and it is the main benefit of

knowledgeable persons. Organizations take advantages of their

developed personal relations due to previous job works so it is very

beneficial for future growth of the organization.

2.1.5.3 Educational background

Kramar (2008), qualification is very important factor for selection

of new employees. Every organization seeks qualified persons

for hiring. It verifies the educational claims of candidates. The

job descriptions and specifications are set out according to

qualification.

2.1.5.4 Personal and professional characteristics

Price (2007), the other characteristics refer to different personality

15
 traits as well as his professional attitude. Many organizations

examine personal attributes of candidates, his communication

style, presentation skills, oral and written competency of language,

confidence, behaviour adoptability etc. These all characteristics

build up the personality of the candidate and organization has to

seek best potential candidate who have good professional and

personal attributes.

2.1.5.5 Physical examination

Price (2007) Candidates are physically examined in process of

hiring to discover the diseases and medical limitations for

candidate. The future job performance can be affected by

candidate's health issues so it is necessary to check medical

complications before hiring.

2.1.5.6 Criminal records and background checks

The criminal records and background checking depends upon

the nature and type of organization. This is not a common

practice of all the organizations. It is very time consuming and

costly. There are several jobs like police jobs, security concern

jobs, teaching jobs and sensitive nature jobs where criminal

16
 records and background verification is very necessary.

2.1.6 Employee Performance

Every organization has been established with certain objectives

to achieve. These objectives can be achieved by utilizing the

resources like men, machines, materials and money. All these

resources are important but out of these the manpower is the

most important. It plays an important role in performing tasks for

accomplishing the goals. The question arises that how these

resources are utilizes by manpower. Further, the business

environment is changing drastically. The environmental factors

are uncontrollable. These are beyond control of management of

the firms. One has to adjust with the external factors to do the

business in the market. Every environmental factor like social,

cultural, legal, political, economic, technology and competition gets

changed very fast. For effective working the knowledge of these

factors is must otherwise the plan will misfire. In present

situation it is difficult to predict about anything. It is uncertain to

say that what will happen tomorrow. Again the need for highly

skilled and dedicated manpower is felt who can give the best

output. Nowadays the markets are also very competitive and

17
there is cut throat competition. For every organization it is

difficult to start, survive, stabilize and excel in the business. The

firm that gets the advantage over other competitors through their

talented and dedicated manpower can take the lead in the market.

The contribution of employees on job is the most important

factor for development and excellence in business. The

performance of employees on different jobs in close

coordination is needed for success of the unit. Employees are

performing different jobs in an organization depending upon the

nature of the organization. They mainly perform tasks like

production, storage, manufacturing, transportation, marketing,

purchasing, distribution, promotion of business, finance and

accounting, human resource, research and public relations. All

these activities are interrelated to achieve the targets. These are

to be performed by the employees properly so they can give their

best output at the job. This will have great impact on the total

production, sales, profit, progress and market position of the

company in the market. Various factors like skills, training,

motivation, dedication, welfare, management policies, fringe

benefits, salary and packages, promotion, communication etc. are

18
 responsible to encourage the people to work sincerely and give

their best output. The importance of employees' performance

must be understood by the management and sincere efforts

must be put in that direction. The management of the company

taking timely steps in that direction will be in position to develop

and motivate the people to do so. Finally the company may take the

lead the market and grab the opportunities available in the mark

2.2 THEORETICAL FRAMEWORK

This study rests on Human Capital Theory, Resource Based View Theory

and Equity Theory. Human Capital theory as proposed Adam Smith (1723-

1790) in Teixeira (2002) has the central idea that people are fixed capitals

just like machine because they have skills and useful abilities that has

genuine cost and yields profits. The premise in the human capital theory,

according to Armstrong (2006) is that people and their collective skills,

abilities and experience, coupled with their ability to deploy these in the

interests of the employing organization, are now recognized as making a

significant contribution to organizational success and also constituting a

significant source of competitive advantage. Resource Based View (RBV) of

Barney (1991) suggests that sustainable competitive advantage is attainable

19
when firms have a human resource pool which cannot be imitated or

substituted by rivals. According to the Resource-Based view, firms should

constantly evaluate their workforce to ensure that they have the right people

with the right skills in the right places to ensure sustained competitive

advantage (Barney, 2001) and when this is not the case, firms should make-

up for the shortfall by employing appropriate recruitment and selection

criteria. The theory maintained that the major part of any firm’s strength or

weakness stem from the calibre of the people employed and the quality of

their working relationships. To this end, Boxall (1998) revealed that firms

which recruit and retain exceptional individuals have the capability of

generating human capital advantage. According to Sparrow et al., (2002),

technology and capital can be acquired by most firms any time, for a price,

but it is not easy to acquire a ready pool of highly qualified and motivated

employees. Thus, in order to be differentiated, the companies need to be

very careful with the recruitment and selection process.

Equity Theory as proposed by Adams (1963), underlines the principle of

fairness. According to the principles of the Equity Theory, the best

recruitment and selection criteria in the organization is that which portrays

the firm as Equal Opportunity Employer.

Finding competent workers is an important organizational challenge

20
 (McEvoy, 1984; Deshpande & Golhar, 1994; Atkinson & Storey, 1994),

with the difficulty centering on recruiting and selecting employees with the

correct qualifications to help achieve goals (Priyanath, 2006). As further

argued in Priyanath (2006) this problem is compounded by the lack of

systematic method for recruiting and selecting employees. A systematic

recruitment process according to Gamage (2014) involves indentifying

vacancies, job analysis, job description, person specification and advertising.

As against informal process for recruiting and selecting employees, a

systematic selection process involves the recruiting process, gathering

information about qualified applicants, evaluating the qualification of each

applicant and making decisions about employment (Gamage, 2014).

2.3 EMPIRICAL LITERATURE

Mavis (2014) conducted a study on “employee recruitment and selection

practices in the construction industry in Ashanti Region”. The study used a

cross sectional survey design for data collection and analysis. This study

revealed that the recruitment and selection practice of firms has a

relationship with their performances.

Ukpafe (2014) conducted a study on the effect of recruitment and selection

process on the productivity of manufacturing firms in Enugu State, Nigeria.

21
The study adopted survey design. The findings of the study were that:

underperformance of employees and inability to cope with new challenges

or changes had a negative influence on organizational productivity. The

study equally, found that there is a positive relationship between recruitment

and selection process and productivity.

Titilola (2013) carried out a research on the effect of selection process on

employee turnover in Small and Medium Enterprises (SMEs) in Sunnyside,

Pretoria”. Descriptive survey design was employed in the study and findings

revealed that: factors influencing selection process in SMEs were relevant

experience, education, relocation and salary requirement.

22
 CHAPTER THREE

RESEARCH METHODOLOGY

This chapter describes the methods that were used to gather

the data relevant to the study. It contains the research

design, sampling design, population of the study, sample size

and method of data collection.

3.1 Research Design

Research design refers to a plan which shows the strategy of an

inquiry thought appropriate to the research (Kothari, 2004). For

the purpose of this study, descriptive research design was used.

The descriptive design describes phenomena as they exist. It

issued to identify and obtain information on the characteristics of

a particular problem or issue. Descriptive research design was

selected because it has the advantage of producing good amount

23
 of responses from a wide range of people. Also, this design provides

a meaningful and accurate picture of events and seeks to explain

people's perception and behavior on the basis of the data collected.

The advantage with this design is that it helps to find views as

they are in their natural setting.

3.2 Sampling design

In this study random sampling design was used in collecting

data. Creswell, (2005) defined random sampling as a subset of

individuals that are randomly selected from a population. The

goal is to obtain a s.ample that is representative of the larger

population. Random sampling design was adopted in getting the

respondents to answer the questionnaires. Kothari, (2004) says

that sampling design is used because it guarantees desired

representation of the relevant sub groups.

3.3 Population of the Study

A population is any group of individuals that has one or more

characteristics in common and that are of interest to the

researcher (Creswell, 2005). Therefore, the target population of

this study included human resources officers, head of

24
 departments, directors who manage human resources and staff

members. The total population size at Benue State Government

Printing Corporation, Makurdi has 210 employees which gave 54%

of the population. Since the population under this study is a definite

one, the researcher used the Taro Yamane formula to obtain a

sample size of 70 (Benue State Government Printing Corporation

respectively).

3.4 Sample Size

Kothari, (2004) defines sample as small group of

respondents drawn from a population about which a researcher

is interested in getting the information so as to arrive at a

conclusion. This study selected respondents who are responsible

on employee's performance management and employees

themselves (staff members). Respondents help the researcher

plans and to generalize the findings (Best & Kahn, 2006).

In this study, a sample of 137 respondents of both staffs and non-

staffs were used by answering questionnaires for the purpose of

getting the findings of the study. A sample of 137 respondents were

selected out of 210 employees because they considered to

25
represent and having vital information for the study by virtue of

their positions.

Sekaran (2010) stated that, in research investigations involving

several hundreds or thousands of elements, it would be

practically impossible to collect data from, or test, or examine

every element. Even if it were possible, it would be prohibitive in

terms of time, cost and other human resources. That's why

sampling to make a research feasible.

The "Taro Yamani's" Formula is as stated below:

n= N
1+N(e)

Where

n = Sample size

N = Finite population

1 = Constant

E = Level of significance taken to be 0.05

210
1 + 210 (0.05)2

210
1+210(0.0025)

26
 210
1+0.525

210
1.525

=137.70

3.5 Method of data collection

In this study both primary and secondary data were used as

methods of data collection. Primary data are those data which

have been collected for the first time such as questionnaire

while secondary data are those data that has been collected by

someone else and exist somewhere (Kothari2004).

Primary Data: Primary data is original and collected for the

first time by the researcher. It is gathered through

questionnaire and interviews. By using primary data as the

method, we collect data during the course of doing experiment in

experimental research (Kothari 2004). In this study data was

gathered through questionnaire and interviewing the

management and employees at Benue State Government

Printing Corporation, Makurdi. The reason of using primary

data as a method of data collection is simply involves

observation and questionnaire which enable the researcher to

27
gather information which could not be easily obtained.

Secondary Data: Secondary data are those data that are

already available and were collected from secondary sources

of data such as journals, books, news papers, websites,

publications and other documents available in libraries

including research reports from distinguished academicians

(Kothari 2004).In this study secondary data collected by going

through various documents like books, journals, websites which

are relevant to the theme of the study for the purpose of gathering

information.

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

The main aim of this chapter is the analysis and

interpretation of the data collection in the course of this research.

Questionnaires and interview were designed to elicit fact on the

effective selection techniques and employees productivity.

Basically, the data obtained from investigation and presented

and this analyzed. The idea behind this analysis is to enable the

researcher to determine whether there is anything wrong with the

selection techniques and its impact on employee's productivity in

28
 business organizations.

In this section, the responses to questionnaire are presented and

analyzed using the simple percentage for comparison. The

presentations and analysis are as stated below.

4.1 Data presentation and Analysis

Question 1

If the Selection Process Employed by the Private Sector Organizations

helps them to Achieve Organizational Productivity.

Table 4.1

29
 Source: Field study, 2019
Respondent Disagree Tota
Strongly l %of %

Agree agreement of
Accountant 13 18 33 45 55
dis
Director 20 14 34 59 41

29 16 45 64 36
External auditor

Manager 7 14 21 33 67

Stakeholder 44 45 89 49 51

Question 2

Does Sales volume of the entire organization increase after selecting new

employees.

Table 4.2

Respondent Disagree Total

Strongly % of %of

Agree agreement disagreement

Accountant ' 17 16 33 52 61

Director 18 16 34 53 50

30 15 45 67 42
External

auditor

30
Manager 10 11 21 48 38

Stakeholder 45 44 89 51 49

Source: Field study, 2019

Question 3

Organization’s selection process is based on skills and abilities test for the

applicants.

Table 4.3

Responden Strongly agree disagree Total % of % of

agreement disagreement
t

Accountant 13 20 33 39 61
Director 17 17 34 50 50
External 26 19 45 58 42
Auditor
Manager 13 8 21 62 38
stakeholder 45 44 89 49 49

31
 Source: Field study, 2019.

Question 4

Describe the important of effective selection techniques of organizations

towards employee’s productivity.

Table 4.4

Responden Strongly agree disagree Total % of % of

agreement disagreement
t

Accountant 19 14 33 58 42
Director 15 19 34 44 56
External 22 23 45 49 51
Auditor
Manager 16 5 21 76 24

32
stakeholder 78 11 89 88 12

Source: Field study, 2019.

Question 5

Explained the presence of selection at the organization which

contributes on employees' productivity.

Table 4.5

Respondent Disagree Total

Strongly % of % of

Agree agreement disagreement

Accountant 21 12 33 64 36

Director 14 20 34 41 59

33
 20 25 45 44 56
External

auditor
Manager 12 9 21 57 43

Stakeholder 80 9 89 90 10

Source: Field study, 2019

Question 6

Described the employee relationship with supervisor

towards employee productivity.

Table 4.6

Respondent Disagree Total

Strongly % of %of

Agree agreeent disagreement

Accountant 11 12 23 54 26

Director 14 10 24 41 39

34
 20 25 45 46 55
External

auditor
Manager 12 10 22 47 47

Stakeholder 80 12 92 80 12

Source: Field study, 2019

4.2 Data analysis

The response gathered from the respondent shows that no

organization can succeed without good selection techniques,

the study reveals that with the present trend of dynamism in the

world and business environment no organization can be effective

without a good selection technique.

4.3 Discussion of findings

Findings show that almost 50% of employees agreed that there

35
exists a strong relation between selection techniques and

motivation for them to perform. This shows that it is the

responsibilities of the organization to provide have good selection

techniques which will influence employees to work comfortable

and perform their job. By having a good selection technique, the

employees could apply their energy and their full attention to

perform their job effectively.

Findings show that 32% of respondents rated their supervisor

interpersonal relationship at the working place as good. As the

working environment factor, supervisor interpersonal role is

important to encourage positive relations and increase self-

confidence of the employee and in return improve employee

productivity. From the analysis of the data collected, it is clear

that problem of selection in an organization in Nigeria is caused

by ineffective implementation of policies and programs that will

ensure regular and adequate provision of fringe benefits the

employees.

36
 CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMENDATION

5.1 Summary

Based on the data collected, analyzed and tested in chapter four,

the following findings were made as summarized below:

37
 • Proper effective selection techniques in an

organization increases fund and assets.

• Perpetration of fraud and losses of revenue in an

organization are as a result of weakness in employee’s

productivity.

• A true reflection of organizational activities is

presented in financial statement through the performance of

effective selection. In accordance with the findings,

recommendation and conclusion are made to ensure the

effectiveness of selection to management functions.

5.2 Conclusion

Based on the findings, we conclude that:

1. There is a significant difference between the selection

process employed by the private and public sectors.

38
 2. The selection processes employed by both the private and

public sectors do help them to achieve productivity

but the extents to which they achieve productivity vary from

each other.

3. There is no significant difference between the factors

influencing selection process in both the private and

public sectors. A well-managed business entity will not only

attract interest of outsiders but will also retain the zeal of

the existing owners and users of the organization.

Therefore in conclusion, it will be said that organization

cannot do without an effective selection techniques,

true and fair presentation of financial statement may

never be possible if the board and senior management

are not committed to providing a well effective selection

techniques.

5.3 Recommendations

Based on the findings, the following recommendations were made:

39
1. For both the private and public sector organizations to have

healthy and suitable employees capable of achieving high

productivity, they should devise a formal and logical

selection process and consistently adhere to it without

deviations.

2. Also, they should always consider factors such as

experience, educational qualification, location, etc.,

with no iota of bias, discrimination or favouritism

during their selection process. The organization should

have a good program in place for their employees work

life balance as this can be a great factor to motivate and

retain them.

3. Management should find ways and means of

communication their and strategies to their employees

in order to achieve what the organization is in business

for, its mission and vision.

40
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 APPENDIX I
Department of Business Administration and
Management,
Ken Saro-Wiwa Polytechnic,
P.M.B 20
Bori,
Rivers State.
17th July, 2019

Dear sir/Madam,

In partial fulfillment of the requirement for the award of National Diploma (ND) in

Business Administration and Management in the Ken Saro-Wiwa Polytechnic. I

am carrying out a research study on the topic "Effective selection techniques and

employees productivity.

The study is aim at examining the importance of marketing concepts in the

furniture industry. I wish to state, however that the exercise is purely an academic

one and pledge that any information provided herein will be treated with utmost

confidentiality.

Thanks for your anticipated co-operations. Yours faithfully,

YAKUBU RASHIDATU
(Researcher)

44
 APPENDIX II

QUESTIONNAIRE

Effective selection techniques and employees productivity.

You are required to tick in the box provided. The answer required "yes" or

"No".

Background Information

Name of Respondent:…………………………………………..

State of origin: …………………………………………………

Nature of Job:…………………………………………………..

Sex: male female

1. Should my company pursue technology?

Yes No

2. Do new technologies enabled my firm to withstand our competitors and

increased sales? Yes No
3. Do new technology enabled my firm to withstand our competitors and
capture greater market share? Yes No
4. Do effective service enable organization continues to achieve its goal and
objectives? Yes No
5. Does our employee productivity experience growth and continuity in market
share than our competitors. Yes No

45
46