JOB INTERVIEW A WAY OF SELECTING SUITABLE WORKER IN INDUSTRY
(A CASE STUDY OF EMENITE ASBESTOR NIGERIA LIMITED, EMENE ENUGU)
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 analyzed, suggested recommendation and conclusion
TABLE OF CONTENTS
1.1 Background of the Study
1.2 Statement of the Problem
1.3 Purpose 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
REVIEW OF RELATED LITERATURE
2.1 Early history of Management
2.2 The Evolution of Management Through
2.3 Definition and Function of Management
2.4 Personnel Management Policy in Management
2.5 The employment selection process
2.6 Job interview Defined
2.7 Summary of literature Review
RESEARCH DESIGN AND METHODOLOGY
3.1 Research Design
3.2 Area of Study
3.3 Population of the study
3.4 Sample And Sampling Procedures
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
DATA PRESENTATION AND ANALYSIS
4.1 Presentation Analysis
4.2 Summary of Findings
DISSUSION, RECOMMENDATION AND CONCLUSION
5.1 Discussion of Result
5.2 Implication of Research Findings
5.4 Suggestion for Further Findings
LIST OF TABLES
Table 4.1: The Effect of Wrong employees Emenite
Table 4.2: The Problem encountered before the
Condition of the inerter view
Table 4.3: The Type of Selection Method used
able 4.4: The Right steps Interviewer Follows in
Table 4.5: How Occasion affect the conduct of Interview
Table 4.6: Thinking whether non-compliance with laid
down procedures for selection constitute a
problem to productivity
1.1 BACKGROUND OF THE PROBLEM
There are many inputs which an organization need in the production of good products, these input include raw materials, personnel or the human labors seem to be the most important. This is because, the human labours 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 eariest to ask someone a series of question than to develop a text 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 known only too well the upset if can cause, the cost of being landed with “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 skills, 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 Huffcutt A. I. (2011). An Empirical review of the employment interview construct literature. International journals of selection and assessment. The factor of appitude, 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 Salgado, J. F. (2006), comprehensive meta-analysis of the construct validity evaluations of the employment 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 PURPOSE 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 industries 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 SIGNIFICANT 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 important 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 Resource: 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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