A

DISSERTATION REPORT
ON
“EMPLOYEE RECRUITMENT AND SELECTION
PRACTICE”

Submitted For partial fulfillment of requirement for the award of

degree
Of
(Master of Business Administration)
Of
Uttrakhand Technical University, Dehradun

Supervision By: Submitted by:

Mr Shivangi verma Sachin Kumar
(Assistant Professor ) 180570500080
Management Department MBA IVth Sem

Uttrakhand Technical University

Dehradun, Uttrakhand
 Declaration

I , Sachin Kumar hereby declare that this submission is my own work under the supervision
of Miss. Shivangi Verma towards the Masters of business Administration ( Human
Resource) and that, to the best of my knowledge , it contains no material previously
published by another person nor material which has been accepted for the award any other
degree of the university ,except where due acknowledgement has been made in the next.
Certificate by Guide
 ACKNOWLEDGEMENT

We would like to sincerely appreciate to the individuals who give us guidance, advices,
opinion and support throughout the entire research project. Thus , we only can complete our
research efficiently and effectively.

Works like this kind cannot be carried out without the help and guidance of an experienced

person. I therefore wish to express my profound gratitude to Miss Shivangi verma by

supervisor for her suggestions, support, patience and constructive criticism throughout the

research period.

Lastly, to my parents, husband, children, brother and sisters who by their encouragement

gave me the strength to carry on when all hope was lost.

 TABLE OF CONTENT

TITLE PAGE

DECLARATION

CERTIFICATE BY GUIDE

ACKNOWLEDGEMENT

CHAPTER ONE: INTRODUCTION

1.0 Background of the Study 10-12

1.1 Statement of the Problem 12

1.2 Objective of the Study 13

1.2.1 General objective 13

1.2.2 Specific objectives 13

1.3 Research Questions 13

1.4 Significance of the Study 14

1.5 Research Methodology 14

1.6 Scope of the study 15

1.7 Limitations of the Study 15

1.8 Organisation of study 15-16

 CHAPTER TWO: LITERATURE REVIEW

2.0 Introduction 17

2.1 The Concept of Recruitment and Selection 17-18

2.2 Definition of Recruitment 19-20

2.3 Sources of Recruitment 20-21

2.3.1 Internal Sources of recruitment 21-25

2.3.2 External Sources of recruitment 25-29

2.4 Definition of Selection 29-30

2.5 Selection Process 30

2.5.1 Screening 30-31

2.5.2 Selection Tests 31

2.5.3 Reference and background check 32

2.5.4 Interview 32-33

2.5.5 Physical Examination 33

2.5.6 Job Offer 33

2.6 Challenges of Recruitment and Selection 33-37

2.7 Impact of Recruitment and Selection Practice on Performance 37-39

2.8 Improving the Effectiveness of Recruitment and Selection 40

2.8.1 Staff Recruitment and Selecting Plan 40-42

2.9 Conceptual Framework 42-43

2.10 Conclusion 44

CHAPTER THREE: METHODOLOGY ORGANISATIONAL PROFILE

3.0 Introduction 45

3.1 Research methodology 45

 3.1.1 Research Design 45-46

3.1.2 Research Strategy 46

3.2 Sources of data 46

3.2.1 Primary Data 46-47

3.2.2 Secondary Data 47

3.3 Population 47-48

3.4 Sampling Technique 48

3.5 Data Collection 48-49

3.6 Data Analysis 49

3.7 Organisational Profile 49-50

3.7.1 Construction Industry in . 50

3.7.2 Historical Development of the .ian Construction Industry 51

3.7.3 The Significance of the .ian Construction Industry 52

3.8 Conclusion 52

CHAPTER FOUR: DATA PRESENTATION, ANALYSIS,

INTERPRETATION AND DISCUSSION

4.0 Introduction 53

4.1 Questionnaire respondent rates 53-54

4.1.1 Experience of Respondents 54

4.1.2 Professional Qualification of Respondents 54-55

4.2 Formal policy for the recruitment and selection of Employee 55-56

4.2.1 Recruitment and Selection Method 56-59

4.2.2 Highly ranked recruitment and selection method 59-62

4.3 Recruitment and Selection effect on employees performance 62-63

 4.4 Challenges of Recruiting and Selection Practices 63-65

4.5 Factors to Improve Recruitment and Selection Practices 65-66

4.6 Conclusion 66

CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSIONS AND

RECOMMENDATIONS

5.0 Introduction 67

5.1. Summary of Findings 67

5.1.1 Formal policy on Recruitment and Selection 67

5.1.2 Recruitment and Selection methods by Construction Industry 68

5.1.3 Challenges Contractors Encounter in the Recruitment and

Selection of Workers 68

5.1.4 Recruitment and Selection method, which Influence workers performance 68

5.2. Conclusion 69-70

5.3 Recommendations 70-71

5.4 Recommended areas for further studies 71

Appendix & Questionnaire 72-75

 CHAPTER ONE

INTRODUCTION

1.0 Background of the Study

As an organisation needs to succeed and survive, or compete effectively in the global

economy in this era of globalization, employers must be in the position to propound and

practice recruitment and selection of employees in the best way. The success of a business or

an organization is directly linked to the performance of those who work for that organization.

Underachievement can be a result of workplace failures. Every organization has its own

requirements in acquiring employees. It is vital that organizations select people with the

quality essential for continued success in this competitive global village. The only means of

achieving this success is through proper recruitment and selection practices.

Recruitment and selection can play a pivotally important role in shaping an organisation‟s

effectiveness and performance, if work organizations are able to acquire workers who already

possess relevant knowledge, skills and aptitudes and are able to make an accurate prediction

regarding their future abilities. Recruitment and selection also has an important role to play in

ensuring worker performance and positive organisational outcomes. It is often claimed that

selection of workers occurs not just to replace departing employees or add to a workforce but

rather aims to put in place workers who can perform at a high level and demonstrate

commitment.

However, recruitment and selection decisions are often for good reason taken by non-

specialists, by the line managers (Costello, 2006). There is, therefore, an important sense in

which it is the responsibility of all managers, and where human resource departments exist, it

may be that Human Resource (HR) managers who play more of a supporting advisory role to

those people who will supervise or in other ways work with the new employee. According to
Mullins (2010), for the Human Resource Management (HRM) function to remain effective,

there must be consistently good levels of teamwork, plus ongoing co-operation and

consultation between line managers and the HR manager. This is most definitely the case in

recruitment and selection as specialist HR managers (or even external consultants) can be an

important repository of up-to-date knowledge and skills, for example on the important legal

dimensions of this area.

1.1 Statement of the Problem

The growth and development of any economy is connected directly or indirectly with the

construction industry. In Ghana, it is the wish of most construction firms to engage the best

human resource in order to channel their collective effort into excellent performances,

increase in productivity, job satisfaction and above all meeting client‟s expectations in terms

of quality, cost, time and safety. However, there is little evidence in the Ghanaian construction

industry to show how workers are recruited and selected. The processes of recruiting and

selecting workers have been a matter of concern to many and needs attention (Burack et al.,

1980). It has also been observed that due to the inadequate information and evidence of how

selection and recruitment are done in many construction firms, even the K1DI and A1B1 firms

are likely not to achieve or meet their stated objectives and goals. It is therefore clear from the

foregoing that unconventional selection practices can ruin any business plan thereby affecting

the overall target of construction firms. There is the need for management to put in place

policies or strategies that will help recruit and select the best employees to strive towards the

achievement of organizational goals and objectives.

1.2 Objective of the Study

Objectives of this study are grouped in to two, the general and specific objectives

1.2.1 General objective

The aim of this thesis is to investigate into employee recruitment and selection practices by

contractors in the Ghanaian construction industry.

1.2.2 Specific objectives

Consequently, the research sought to undertake these specific objectives:

a) To identify existing recruitment practices adopted by construction companies in

engaging workers.

b) To identify existing selection practices adopted by construction companies in engaging

workers.

c) To determine which of the recruitment and selection practices influence the

performance of workers.

d) To identify challenges contractors encounter in the recruitment and selection of

workers.

1.3 Research Questions

The underlisted research questions will serve as a guide to the study

 a) How recruitment and selection practices are done in construction firm?

b) How recruitment and selection practices affect performance?

c) What are the challenges associated with the recruitment and selection practices of

construction firms in the Ashanti Region?

d) What are the ways to help improve staff recruitment and selection in construction

companies in the Ashanti Region?

1.4 Significance of the Study

Recruiting staff is a very costly exercise. It is also an essential part of any business and it pays

to do it properly. When organisations choose the right people for the job train them well and

treat them appropriately, these people not only produce good results but also tend to stay with

the organisation longer. In such circumstances, the organisation's initial and ongoing

investment in them is well rewarded. An organisation may have all of the latest technology

and the best physical resources, but if it does not have the right people, it will struggle to

achieve the results it requires. Significance of this study will help construction firms in Ghana

especially those in the Ashanti region to adopt measures in the context of human resource in

relation to recruitment and selection and the performance. Construction industries in the

Ashanti region will have the opportunity to identity the benefits of these practices and

challenges facing their recruitment and election practices in their organization and find lasting

solutions to them. For other researchers it will also serve as reference and be beneficial to the

academic community and the ministry of works and housing who deal directly with the

construction firms with respect to recruitment and selection of employees.

1.5 Research Methodology

In addressing the aim of this study, it is important to adopt an appropriate statistical approach,

which would enable appropriate data collection, analysis and interpretation of the findings for

the benefit of practitioners and researchers. Consequently, the research was mainly based on

primary and secondary source of data. The primary source was designed based on

information, which was obtained from the literature review in connection with the research

objectives of the study. The questionnaire comprises of closed and open-ended questions to

facilitate categorization and analysis and to ascertain respondents view on peculiar issues. The

secondary sources were obtained from journals, publications, library and internet.
1.6 Scope of the study

The study was limited to employee recruitment and selection practices by some selected

construction firms in the Kumasi Metropolis in the Ashanti region. Kumasi Metropolis was

used because it enabled the researcher to have easy access to information needed and to the

respondents

1.7 Limitations of the Study

Every research has its own challenges. Notwithstanding, this research had its own limitations.

During data collection, most of the workers were on site so it was quite difficult getting in

touch with them. Some senior members were reluctant in releasing vital information about

recruitment and selection in their respective organisations. Due to the combination of studies

and work the researcher also did had limited time, but these limitations did not affect the

validity of the study.

1.8 Organisation of study

The project work is organised in five chapters.

Chapter one, which is the general introduction of study, presents discussions on the research

project and the importance of the research. It then justifies the need for the research by

providing a research question, aim, objective, scope and a brief research methodology

adopted. Chapter two deals with a critical literature review of recruitment and selection

processes, defining requirements, selection methods, types of interviews, advantages and

disadvantages of interviews, “dos and don‟ts” of selection interviewing, choice of selection

methods, improving the effectiveness of recruitment and selection of workers. Chapter three

gives the overall view of research methodology including the knowledge acquisition phases,

research design, population, method of data collection (i.e.) questionnaires, survey and semi-
structured interviews. Chapter four presents data collection and the results obtained from the

questionnaires survey, semi-structured interviews and analysis. Finally, chapter five provides

conclusion of key findings of the research and makes recommendation for future works.

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