JOB INTERVIEW – A WAY OF SELECTING SUITABLE WORKER IN INDUSTRIES (A CASE STUDY OF EMENITE ASBESTOR NIGERIA LIMITED, EMENE ENUGU)
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JOB
INTERVIEW – A WAY OF SELECTING SUITABLE WORKER IN INDUSTRIES
(A CASE STUDY OF
EMENITE ASBESTOR NIGERIA LIMITED, EMENE ENUGU)
ABSTRACT
The success and efficiency of any
organization depends on having the right in the right job with the right attitude
of mind. Therefore the selection of a new person requires careful thought to
ensure that this person will fill into the team. This research work therefore
embrace job interview as one of the selection methods.
In the first chapter, the research write
on the background of the study, statement of the problem that trigger off the
research work, scope and need of the study.
The second chapter makes reference to
what other researchers has done about this research work and their view on the
reliability and validity of this research work.
Furthermore, in chapter three and four
the research design and method of study was highlighted stating the source of
data and the presentation and analysis of these data in chapter four.
The case chapter treat on the finding
of the data analysed, suggested recommendation and conclusion
TABLE
OF CONTENTS
CHAPTER
ONE
INTRODUCTION
1.1
Background of the study
1.2
Statement of the problem
1.3
Objective of the study
1.4
Research question
1.5
Signification of the study
1.6
Scope of the study
1.7
Limitation of the study
1.8
Definition of terms
1.9
Reference
CHAPTER
TWO
LITERATION
REVIEW
1.1
Early history of management
1.2
The evolution of management through
1.3
Definition and function of management
1.4
Personnel management policy in management
1.5
The employment selection process
1.6
Job interview defined
1.7
Summary of literature review
1.8
Reference
CHAPTER
THREE
RESEARCH DESIGN AND
METHODOLOGY
2.0
Introduction to the study
3.1
Research design or methodology
3.2
Area of study
3.3
Population of the study
3.4
Sample and sampling technique
3.5
Instrument for data collection
3.6
Validation of the instrument
3.7
Reliability of the instrument
3.8
Method of collection
3.9
Methods of data analysis
3.10
Reference
CHAPTER
FOUR
DATA PRESENTATION AND
ANALYSIS
4.1
Presentation and analysis of data
4.2
Summary of result
4.3
Reference
CHAPTER
FIVE
DISSUSION,
RECOMMENDATION AND CONCLUSION.
5.1
Discussion of result finding
5.2
Conclusion
5.3
Recommendations
5.4
Suggestion for further study
Bibliography
Appendix
CHAPTER
ONE
INTRODUCTION
1.1
BACKGROUND OF THE PROBLEM
There are many inputs which an
organization need in the production of good or products these input include raw
material personnel or the human labors seem to be the most important. This is
because, the human labour or personnel is not so easy to get just as you can
purchase other factor of production. Successful selection of these personnel
for an organization requires the organization to match the ability of the job
candidate with the need of Emenite Asbestos. Based on this organization are now
faced with the problem of by decision.
Whichever way an organization may chose
its own decision, i.e. Emenite Asbestos Nigeria limited, selection of these
worker still requires some method which can be either through application
reference, interview and testing of all these job interview seems to be the
most popular and widely used. Almost all the worker in Emenite Asbestos Nigeria
limited is hired through interview. The reason for this is that it is eeriest
to ask someone a series of question than to develop a test such as an ability
test. Again interviewing makes the selection process more personal and give the
interview a general knowledge of the appliance and help him asses if the
interview is high person for the job.
Therefore, the selection of a new
person requires careful thought to ensure that this person will fit into the
company structure and be an effective member of the firm. The selection
interview property carried out play a tremendously importance part in selecting
the most suitable candidate for the job. There is no room for error Emenite
Asbestos Nigeria Limited which has been carried with an unsuitable or difficult
employed know only too well the upset if can cause, the cost of being landed
with a “dud” are high and it is often difficult to discharge him.
The assessment of a person qualities
and potential, before he is appointed, can never be precise or truly
accurate. But the use of a multiple type of interview or selection method
is more likely to produce the best results.
The purpose of this research work
therefore is to expose to companies, the dangers of selecting wrong the skill,
techniques and characteristic required in any interview and the benefit
therein.
1.2
STATEMENT OF THE PROBLEM
An interview is the purposeful exchange
of ideas the answering of question and communicating between two or more person
as given by sloth clothier and Spirogel (1961). Digastrics interview is
probably the most important step in the whole selection procedure for all the
relevant information is brought into focus at that point often, the final
decision to hire an individual is made during that interview. The factor of
aptitude, proficiency, and personally, as measured by energy drive, social
adaptability emotional control and conscience are related to an employee
productivity. This subject should be openly discussed during interview
primarily; the interview seeks to ascertain the applicant level of majority,
ability to preserve, and degree of self-discipline.
Research (Sgyiaha, 1961) has shown that
decision made by individual interview is unreliable because of the market
difference between the evaluations of the same applicant by two or more
interview.
The problem is that an interview is an
occasion for which the interview should be prepared to eliminate subjective
view and promote objectivity. There are many problems that can afflict a
selection interview
These problems are as follows:
(A)
Rapport between the board and the candidate is difficult if not impossible
(b)
The candidate’s behavior may not be typical of his conduct under more normal
kind of
stress.
(c)
The interview are hardly expert because they are usually picked to represent
interest
(d)
With such larger number, it is very difficult for the chairman to agree and
control an interviewing plan.
(e)
Rival ices and disagreement among member of the board often appear, putting the
candidate in a bad position for a board to have adequate knowledge of the
requirement
(f)
The final assessment of the interview is difficult
(g)
Difficulties of the interview in assessment inexperience nature of the
interviewers. Then how through what mean can their selection be more effective?
And what is the thing needed for one to easily recognize them?
1.3
OBJECTIVE OF THE STUDY
From all that has been written above,
it is the aim of this study to take an insight in Emenite Asbestos Nigeria
Limited and study the approach of the indecstrices in selection process.
1.
To find out the mistakes in personnel selections and the dangers of not
applying the appropriate technique of job interview.
2.
To identify how this research work will help other researchers and
student in the business field to develop knowledge in their discipline.
3.
To determine how proper qualified and suitable staff will be
selected in an organizations leading to a huger productivity in a company.
4.
To identify the method to use in job interview to make sure the right candidate
for the job selected.
5.
To identify problems encounter by the personnel department.
1.4
RESEARCH QUESTION
1
What is the actual effect of wrong employee in a company occupying the wrong
seat?
2
Do the interview has problem in the conduct of the interview?
3
What type of selection method was used
4
Do your organization interview occasions is one of the problem, how does it
really affect the successful conduct of interview?
5
If focusing on the interview occasion is one of the problems, how does it
really affect the successful conduct of interview?
6
In your opinion, do you feel that non-compliance with laid-down procedure for
selection constitutes a problem to productivity?
7
Do you undergo any employment test?
8
What do you think are the strategy of Job
interview?
9
Is there any other way by which selection process can be obtained?
10
What selection process or method did the professional used?
1.5
SIGNIFICANCE OF THE STUDY
No good research is without benefits;
this study will or is not an exception. The study will be of great
benefit to Emenite Asbestos Nigeria Limited in determining the degree of
efficiency of Job interview, in introducing a way of selecting suitable workers
in industries. It will enable the company to make comparison with other
tools of selection process and determine which one will give desirable result
if effectively and efficiently used.
Since the success and
efficiency of the organization depends on housing the right person in the right
job with the right attitude of mind, therefore the need and purpose of
this study is to acquaint management of industries both private and public with
the importance of job interview, so that industries will benefit as proper,
qualified and suitable staff will be selected into their organization, leading
to a higher productivity, hence workers satisfaction will be encourage growth
in the companies development.
Beside, the study
will help managers of companies as it will point out to them some of the
mistakes to be avoided in personnel selections and the dangers of not applying
the appropriate technique of job interview. And lastly the study is also
aimed at helping other researchers and students in the business field as the
project will acid to their knowledge in the discipline.
1.6
SCOPE OF THE STUDY
This study is restricted to Enugu
metropolis where a survey of the Emenite Asbestos in Enugu who use job
interview as a way of selecting suitable worker in an industry will be carried
out.
This study evaluates
the performance of selection process with particular qualification of the
employee.
1.8
DEFINITION OF TERMS
1.
PERSONNEL: These are
the applicant needed to be recruited into the industries.
2.
MATCH: Comparing employees with the
job specification
3.
HUMAN RESOURSE: The personnel’s (workers) inputs that is required for
production
4.
INTERVIEW OCCASION:
Certain thing or behaviours that takes place during interview
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