Selection Strategies and Organizational Management in the Private Sector: Applying the Matching Theory in the Recruitment Process
Keywords:
applicant's credentials; hotel management; organizational performance; recruitment process; selection procedures
Abstract
The study examined selection strategies and organizational management in the private sector: applying the matching theory in the recruitment process. The population of study is the staff of the 50 selected organizations who were administered structured questionnaire. The Taro Yamane's formular for finite population was employed to achieve the 350 sample size used for the study. Correlation and Multiple regressions analyses were used to analyze primary data generated from the field and test thetwo formulated hypotheses. The study found that selection strategies had positive and significant effects on organizational management or performance in the selected hotels in Nigeria. It therefore concludes that selection strategies affect the management and performance of organizations. The paper recommends that more attention should be given to selection procedures/strategies in the recruitment process since they help to get the right and qualified persons for the vacant jobs in an organisation.And that selection of candidates should be anchored on merit, competence and similar job characteristic factors as they will improve employee's performance.
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References
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Mustapha, A. M, Ilesanmi, O.A and Aremu, M. (2013).Impact of Well-planned Recruitment and Selection Process on Corporate Performance in Nigeria Banking-Industry. International Journal of Academic Research in Business and Social Science, 3 ( 9)
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Omisore, B.O., and Okofu B.I. (2014). Staff Recruitment and Selection Process in the Nigerian Public Service: What is to be done? International Journal of Human Resource Studies.4, (3), Doi: 10.5296/Ejhrs- V4i3.6367
Opayemi, A.S., and Oyesola, T.M. (2013). Perception of Selection Interview, Selection Test and Employee Performance: AU Empirical Analysis. Journal of Public Administration and Policy Research;5(4) , 95-101.
Orishede, F., Uyokpeyi, K . O and Edih, U. O (2020). Competitive Positioning Dynamics and Firm Strategic Group: Selected Deposit Money Banks Perspective. Journal of
Sahoo, C., Das, S., &Sundaray, B. (2011). Human resource management: Exploring the key drivers. Employment Relations Records, 11 (2), 18-32.
Salami, C.G.E., Ajobor, R .T. &Okuise, U. Y. (2013). Human resource management: Harnessing the most important research on Organizational effectiveness in 21st century. 1st edition.Most virtue publishers.
Uzuegbu C.P., Arua, U., and Uche.(2012). Recruitment Variables in the Employment ofLibrary and Information Professional in Academic and Research Libraries in Nigeria. Proceedings of the maiden Conference of Nigeria Linrary Association, Abia State Chapter, on Personnel Issues in the 21st Century Librarianship held in 2012 at National Root Crops Research Institute, Umudike.
Akuamoah, W. S., Amedagbu, K., Buabasah, D.Y., and Letsa-Agbozojoseph, K. (2016). The Impact of Effective Recruitment and Selection Practice on Organizational Performance (A case study of university of Ghana) Global Journal of Management and Business Research 16, ( 11) 10- 18
Argue, M.. The importance of strategic recruitment and selection process on meeting organizations' objectives. A dissertation for the award of Master Degree in Business Administration (General management), 2015
Brazeel, S. (2010). Recruitment and selection in the near future. PowereGrid International, 70(5), 1-11
Chanda, A., Bansal, T., &Chanda, R. (2010). Strategic integration of recruitment practices and its impact on performance on Indian Enterprises, Research and Practices in Human Resource management. 18(1), 1-15.
Cheng, B. (2014).Corporate Social Responsibility and Access to Finance.
Cumming J., Kiley, M., Thomas, M., Hort, L., Pike, M., Evans E., et al (2009) Research Graduate Skills Project.Australian Learning and Teaching CouncilCheng, B. (2014).Corporate Social Responsibility and Access to Finance.
Edih, U. O. Recruitment Strategies and Organizational Performance in the Hospitality Industry in Nigeria (2022). PhD Thesis submitted to Delta State University, Abraka, Grin Publisher, www.grin.com
Eromafuru , E.G (2016). The foundation of Management: theory and Practices. First edition. Precision publishers limited.
Ekwoaba, J. O., Ugochukwu, U. I., & Ndubuisi, U. (2015). The impact of recruitment and selection criteria on organizational performance. Global Journal of Human Resource Management, 3,( 2), 22-33.
Fombrun, C.J., Tichy, N.M. and Devanna, M.A.(1984) Strategic Human Resources Management, First ed.
Gusdorf, M.L. (2008). Recruitment and Selection: Hiring the Right Person. Society for Human Resource Management(SPHR).
Henderson, I. (2011). Human resource management for MBA students.2nd edition. London: CIPD.
Hiew, H. A Study of the Effectiveness of Recruitment in Selecting Qualified Talents in Service Organization. Thesis submitted in fulfillment of the requirements of the award of the Bachelor of industrial Technology Management with Honours, Faculty of Technology, and University Malaysia Pahang, 2013.
Jolaosho S.O, Shodiya O.A, Olajide A.R and Akintan I.O (2018) The Effect of Recruitment and Selection Process on Job Performance in Telecommunication Industry in Nigeria: An Assessment of MTN Customer Service Centre, Abeokuta. International Journal of Management and Economics Invention, 4, ( 2); 1639 – 1651
Marvis, A. Employee Recruitment and Selection Practices in the construction Industry in Ashanti Region. A Thesis submitted to the Department of managerial Science, Kwame Nkrumah University of Science and Technology in partial fulfillment of the Master of Business Administration (HRM Option). School of Business, KNUST, College of Art and Social Sciences, 2014.
Mitrovic, M., Jankovic, S. and Ivankovic. (2016). Hotel measurement: Literature review. International Journal of quality and competitiveness in tourism and hospitality industry. https;/doi.org/10. 1538/sitcom 2016-250-257.
Mugenda; M.O and Mugenda, G.A (2003). Research Methods.. Quantitative and Qualitative Approaches, Revised Edition, Acts Press.
Mustapha, A. M, Ilesanmi, O.A and Aremu, M. (2013).Impact of Well-planned Recruitment and Selection Process on Corporate Performance in Nigeria Banking-Industry. International Journal of Academic Research in Business and Social Science, 3 ( 9)
Nayab, N (2010). Difference between Job Description versus Job Specification. Available http//www.brighthub.com/office/project-management/articles/79734.aspex.
Omisore, B.O., and Okofu B.I. (2014). Staff Recruitment and Selection Process in the Nigerian Public Service: What is to be done? International Journal of Human Resource Studies.4, (3), Doi: 10.5296/Ejhrs- V4i3.6367
Opayemi, A.S., and Oyesola, T.M. (2013). Perception of Selection Interview, Selection Test and Employee Performance: AU Empirical Analysis. Journal of Public Administration and Policy Research;5(4) , 95-101.
Orishede, F., Uyokpeyi, K . O and Edih, U. O (2020). Competitive Positioning Dynamics and Firm Strategic Group: Selected Deposit Money Banks Perspective. Journal of
Sahoo, C., Das, S., &Sundaray, B. (2011). Human resource management: Exploring the key drivers. Employment Relations Records, 11 (2), 18-32.
Salami, C.G.E., Ajobor, R .T. &Okuise, U. Y. (2013). Human resource management: Harnessing the most important research on Organizational effectiveness in 21st century. 1st edition.Most virtue publishers.
Uzuegbu C.P., Arua, U., and Uche.(2012). Recruitment Variables in the Employment ofLibrary and Information Professional in Academic and Research Libraries in Nigeria. Proceedings of the maiden Conference of Nigeria Linrary Association, Abia State Chapter, on Personnel Issues in the 21st Century Librarianship held in 2012 at National Root Crops Research Institute, Umudike.
Published
2022-09-05
How to Cite
Edih University, Onoriode o. Humphrey, & Faghawari Nyanayon. (2022). Selection Strategies and Organizational Management in the Private Sector: Applying the Matching Theory in the Recruitment Process. Konfrontasi: Jurnal Kultural, Ekonomi Dan Perubahan Sosial, 9(3), 421-431. https://doi.org/10.33258/konfrontasi2.v9i3.235
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