The Impact of Recruitment and Selection on Organizational Performance: A Study of Lafarge Cement in Adamawa State
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Background of the Study
Recruitment and selection are critical components of human resource management that directly affect organizational performance. The process of recruiting and selecting employees involves identifying, attracting, and hiring individuals with the right skills and competencies to meet the strategic goals of an organization. Lafarge Cement, one of the largest cement manufacturers in Nigeria, has a significant presence in Adamawa State, where it plays a key role in supporting the local economy through job creation and infrastructure development (Akinboye & Alabi, 2023). The company’s success is closely tied to the effectiveness of its recruitment and selection processes, which are designed to ensure that only the most qualified and competent individuals are employed.
Effective recruitment and selection practices are essential for securing high-performing employees who can contribute to the company's productivity, innovation, and growth (Oduwole & Salau, 2024). Lafarge Cement in Adamawa State faces unique challenges, including the need to attract skilled workers in a region with a limited talent pool. Moreover, ensuring that selected employees fit well with the organizational culture and meet the demands of the cement industry is crucial for achieving high performance and maintaining competitive advantage.
This study will examine the impact of Lafarge Cement’s recruitment and selection practices on its overall organizational performance. It will investigate how these practices affect employee productivity, job satisfaction, and the company's ability to achieve its business objectives.
Statement of the Problem
Lafarge Cement’s recruitment and selection processes are vital for ensuring the company hires employees who can contribute to its success. However, challenges related to the effectiveness of these processes, such as skills mismatches, poor retention rates, and delays in filling critical positions, may negatively impact organizational performance in Adamawa State. Without a well-designed recruitment and selection strategy, Lafarge Cement may experience difficulties in achieving optimal productivity, maintaining high employee morale, and staying competitive within the cement industry. This study will explore how recruitment and selection impact organizational performance and identify areas for improvement.
Objectives of the Study
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To assess the impact of recruitment and selection practices on organizational performance at Lafarge Cement in Adamawa State.
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To identify the challenges faced by Lafarge Cement in its recruitment and selection processes.
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To recommend strategies for improving recruitment and selection practices at Lafarge Cement in Adamawa State to enhance organizational performance.
Research Questions
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How do recruitment and selection practices affect organizational performance at Lafarge Cement in Adamawa State?
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What challenges does Lafarge Cement face in its recruitment and selection processes?
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What strategies can Lafarge Cement adopt to improve recruitment and selection and enhance organizational performance?
Research Hypotheses
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There is a significant positive relationship between effective recruitment and selection and organizational performance at Lafarge Cement in Adamawa State.
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Skills mismatch and ineffective recruitment strategies negatively impact the organizational performance of Lafarge Cement in Adamawa State.
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The implementation of a structured recruitment and selection process improves employee productivity and organizational success at Lafarge Cement in Adamawa State.
Scope and Limitations of the Study
The study will focus on Lafarge Cement in Adamawa State, evaluating the impact of recruitment and selection on organizational performance. Limitations include the challenge of obtaining detailed internal recruitment data and potential bias in employee responses regarding satisfaction with the recruitment process.
Definitions of Terms
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Recruitment: The process of attracting qualified candidates to apply for job positions within an organization.
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Selection: The process of evaluating and choosing the most suitable candidates for employment based on specific criteria.
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Organizational Performance: The ability of an organization to achieve its objectives, measured by factors such as productivity, profitability, and employee satisfaction.
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