Recruiting Human Resource for Optimal Performance in the Food, Beverage and Tobacco Industry in Lagos State
RECRUITING HUMAN RESOURCE FOR OPTIMAL PERFORMANCE IN THE FOOD, BEVERAGE AND TOBACCO INDUSTRY IN LAGOS STATE
CHIDI, Odogwu Christopher
Department of Employment Relations and Human Resource Management,
Faculty of Management Sciences, University of Lagos, Nigeria
E-mail: email@example.com & firstname.lastname@example.org
This study examined the effect of human resource recruitment on performance of organisations in the Food, Beverage and Tobacco Industry in Lagos State. The survey research setting was adopted. A total of two hundred and eighty four (284) copies of questionnaire, drawn from fourteen respondent companies, were properly completed and used for data analysis. It was hypothesised that human resource recruitment does not affect performance of organisations in the industry. The hypothesis was tested using the Pearson Product Moment Correlation and the Multiple Regression Model ( p ≤ 0.05). The outcome of hypothesis test revealed a significant relationship between human resource recruitment and public image, staff morale and rate of sales. The result of hypothesis test shows that human resource recruitment exhibited significant effect on performance of organisations in the Food, Beverage and Tobacco Industry in Lagos State. Although, there exists significant negative relationship between sales and human resource recruitment (r = – 0.121; p< 0.05). However, human resource recruitment has positive and significant relationship with public image (r = 0.120; p< 0.05) and staff morale (r = 0.140; p< 0.05). It is recommended that for organisations to achieve quantum leap in their performance indices, they should put in place policies to guide the conduct of recruitment in order to achieve optimal performance. Recruitment methods and sources contribute to performance of organisations. Therefore, managers should give adequate consideration to these before embarking on recruitment effort. The adoption of nepotism and favouritism in recruitment should not be encouraged in private sector organisations as Government policies on preferential quota system and Federal Character Principle with respect to recruitment in the public sector need to be re-examined with a view to improving performance of private and public sector organisations in Nigeria.
Keywords: Earning-quality, Earning-Yield, Change- in- Earning-Yield Financial- Reporting-Standards Earnings- Per- Share