Business Research

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COLLAGE OF BUSINESS AND ECONOMICS.
DEPARTMENTOF MANAGEMENT.
A Research Proposal Submitted to Arbaminch University for Partial
Fulfillment on the Requirement Bachelor of Degree Business
Education
PROBLEM AND PRACTICES OF RECRUITMENT AND
SELECTION OF EMPLOYEES IN CASE OF ENEMOR SPECIAL
WOREDA FINANCE AND DEVELOPMENT OFFICE.
BY ANWAR MINUTA.
ADVISOR NAME:- TIZANA (MBA).

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TABLE OFCONTENTS
CONTETS------------------------------------------------------------------------------------------------------- pages
TABLES OF CONTENTS----------------------------------------------------------------------------------------I
CHAPTER ONE.
1.1 BACK GROUND OF STUDY------------------------------------------------------------------------------ 1
1.2 STATEMENT OF problem-----------------------------------------------------------------------------------------------2
1.3 RESEARCH QUESTIONS-------------------------------------------------------------------------------------------------3
1.4 OBJECTIVES OF THE STUDY-------------------------------------------------------------------------------------------4
1.4. 1. GENERAL OBJECTIVES----------------------------------------------------------------------------------------------4
1.4.2 SPECIFIC OBJECTIVES-------------------------------------------------------------------------------------------------4
1.5 SCOPE OF STUDY------------------------------------------------------------------------------------------------------------4
1.6 SIGNIFICANCE OF STUDY------------------------------------------------------------------------------------------------4
1.7 ORGANIZATION OF STUDY----------------------------------------------------------------------------------------------4
CHAPTER TWO.
2. REVIEW OF LITERATURE---------------------------------------------------------------------------5
2. 1. DEFINITION OF RECRUITMENT--------------------------------------------------------------------- 5
2.2. SOURCE OF RECRUITMENT---------------------------------------------------------------------------- 5
2.2.1 INTERNAL SOURCE OF RECRUITMENT-----------------------------------------------------------6
2.2.2 External source of recruitment -----------------------------------------------------------------------6
2.3 RECRUITMENT POLICIES----------------------------------------------------------------------------------8
2.4 EVALUATINGRECRUITMENTS------------------------------------------------------------------------ --8
2.5 FACTORS AFFECTINGRECRUITMENT---------------------------------------------------------------8
2.6 SELECTION ----------------------------------------------------------------------------------------------------- 8
2.6.1 PROCESS OF SELECTION------------------------------------------------------ -------------------------9
2.6.2 WHO MAKES SELECTION-------------------------------------------------------- -----------------------9
2.6.3 SELECTION CRITERIA------------------------------------------------------- -----------------------------10
2.6.4 CHARACTERSTICS OF CRITERIA---------------------------------- ---------------------------------10
2.6.5 Follow-up ---------------------------------------------------------------------------- --------------------------10
2.6.6 ENVIRONMENTAL FACTORS AFFECTINGTHE SELECTION-------------------- ------10
CHAPTER THREE.
3 RESEARCH METHODOLOGY--------------------------------------- -----------------------------------11
3.1TYPS OF RESEARCH DESIGN----------------------------------------- -------------------------------11
3.2 SOURCE OF DATA------------------------------------------------------------- ----------------------------11
3.3 TARGET POPULATION---------------------------------------------------- ------------------------------11
3.4 SAMPLING TECHNIQUES AND SAMPLE SIZE----------------------------------------------------------- 11
3.5 METHODS OF DATA ANALYSIS ---------------------------------------------------------------------11
4. BUDGET AND TIME BREAK DOWN--------------------------------------------------------------------- 12

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CHAPTER ONE.
1. Introduction.
1.1Back ground of the study.
Organization is established with different objective. In order to accomplished their objectives, organization
need supply of available resource are materials, time, finance and human resource. However, all these are
important to the organization effectiveness the most decisive one is Human resource (Armstrong Michael
1996:223).
Sometimes it is called “the core of organization ‘’ to achieve its goals. Recruitment makes it possible for
organization to acquire the number and type of people necessary to ensure the continued operation of the
organization.
Arm strong (1996), obtaining and using the human resource properly are very important for the success of
the organization. Therefore an organization must have qualified individuals to accomplish its objectives.
Among the tasks involved in accomplishing the objectives are recruitment and selection. {karisha. 2004}
According to filppo {2004:}, recruitment is a process of searching of prospective employees and
stimulating them to apply for jobs in an organization.
According dale Yoder [1975 ,63] “recruitment is a process to discover the sources of man power to meet the
requirements of staffing schedule and to employee effective measures for attracting that man power in
adequate number to facilitate effective selection of an efficient working force’’.
According to Kempner [2004:65] , recruitment forms the first stage in the process which continues with
selection and cease with placement of candidate .
Recruitment is the process of locating identifying and attracting capable applicant. [ Bergman and Tylor].
[1984:34-46].
Selection process consists of forecasting, employment need, recruiting candidates, interviewing applicants
and hiring employees. Selection is a process of weeding out unsuitable candidates and finally arriving at the
most suitable one.
According to Sharman. [2004] , selection is a process of choosing individuals out of the pool of job
applicant s with requested qualification and competence who fills jobs in an organization . Selection is the
process by which candidates for employment are divided in to class those who will be offered employment
and those who will not.
According to Kontz [1972:418] “selection is the process of choosing from among the candidates
from within the organization or from the outside, the most suitable person for the current position
or for the future position ‘’.

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1.2statementofthe problem.
Organization faces difficulties during the process of recruitment and selection due to many
reasons. It has been argued that most of the organizations recruit and select their potential
applicants from the internal source.
This means they give priority of getting chance for their internal employees through promotion,
demotion, transfer and etc…. therefore , people from within may vested interests in the
organization and they may prevent new innovations, fresh ideas and hamper the growth and
developments of the organization. During the period of organization growth, dependence only
internal source may not be enough advisable because of non availability of needed skills both in
quality and quantity. It may also possible for some supervisors to resultant fraction and transfer as
they wish to train new ones to replace them. Finally the base for the problem related to the study is
the followings:
 There is absence of clearly articulated recruitment policy and procedures.
 There is also not to use recruitment and selection in the office of finance and economic
development.
 lack of job specification that defines jobs in terms of skill behaviors, and characteristic
requirements.
In addition to this some organize should not clearly articulate recruitment policy and procedure
that consider the organization demand and the need what they want to do.
Even though such polices may change over time, they play a significant role in deciding on issues
or recruitment. However, it is good: some organizations are not clear for their employees what they
need to do. Also lack of job specification that defines job in terms of skill behavior, characteristics
are one of the difficult that manager‘s face during the process.
1.2.Researchquestion.
The following will be answered by this paper:
 How is the nature of recruitment and selection in Enemor special woreda towards policy
and procedure ?
 What are the major factors that affect the practice of recruitment and the selection of
Enemor special woreda?
 How to hire qualified candidates by using the appropriate methods of recruitment and
selection?

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1. 4 Objectives of the study.
1.4.1. General objectives of the study.
The general objectives of the study will assess to the recruitment and selection practice case in
Enemor special Woreda finance and economic development office.
1.4.2. Specific objectives of the study will :
 To create awareness about practice of recruitment and selection processes based on policy
and procedure in study area.
 To find out (identify) the major factors that affect the practice of recruitment and selection
of Enemor special woreda.
 To minimize the problem of recruitment and selection practices regarding appropriate way
of selction.
1.5 Scope of study.
The researcher is searching for problems and practice of recruitment and selection employees in
Enemor special woreda finance and economic development office. The researcher will focused on
Enemor special woreda in Gunchire town for gathering necessary information. Its scope is limit to
this organization.
1 .6 Significance ofthe study.
The study will play a critical role in awareness of problems of recruitment and selection of employees in
every organization. In addition to this the organization efficiency depends to large extend on the knowledge
of employees and used as a frame of reference for the other researchers and it helps to improve way of
getting the potential and capable candidates to the organization. .
1.7. Organizationof the paper.
This research studies will organized into five chapters one deals with introduction part which
include back ground of the study , statement of the problem , objective of the study , scope of the
study , research question and organization of the research . Chapter two deals with review of
related literature and chapter three deals with methodology of the study and chapter four deals with
data analysis and interpretation finally chapter five will be conclusion and recommendation are
included .

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CHAPTER TWO.
2 Review of literature.
The purpose of this chapter is to describe what has been written and recommended by different authors
about recruitment and selection.
2.1. Definition of recruitment.
Different authors have defined recruitment at different time. Among these authors fisher schoen
fieldsha[1996:-225]. Stated recruitment is the first part of the process by which organization locate
and attract individual to fill job vacancy. Most organization has a continuing need to recruit new
employees to replace those who leave or are promoted and to permit organizational of growth. it
includes the examination of the vacancy the consideration of sources of suitable candidates and
attracting applicants from them and employing the selected ones.
Recruitment is the first process to get the needed manpower for and organization. Organization can
achieve their goals of the required amount and types of employees are made available to them.
(Sherman, 1988, 127).
According to Kempner [2004:65] the initial step in the process cease with placement of the
candidates and it is the process of meeting process of meeting the human resource demand of an
organization is human resource planning. “Those human resource planning leads to the recruitment
process when there is shortage of man power ‘’.[ Kaswathapp, 2005,150]. If human resource
planning indicates a need for man power organizations should evaluate alternative to recruit
additional workers.
2.2 .Source ofRecruitment.
The main point that needs consideration orientation during recruitment is reaching for sources of man
power. Recruitment source are source where qualified individuals can be found. Two main sources of
recruitment are internal and external source.
2.2.1. Internal source ofrecruitment.
Internal source of recruitment are recruiting the workers from the existing staff of the organization.
Such as transfer of employees from one department of another department or from one job to
another job.
In order to carry out effective internal recruitment, organizations develop methods that are
applicable to their entire employee. There are some basic tools that are used for that are applicable
to their entire employee. There are some basic tools that are used for better internal recruitment
activity. These are
Job Posting:- It is a procedure for informing employee that job opening exist. In the job posting
was little more than use of bulletin board and company publication for advertising job opening.

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However, job posting has become one of the more innovative recruiting techniques used by
organization. It is an employee applies for transferring to a posted position and is turned down then
the person who posted the job is required to send the applicant specific feedback about why he or
she was not selected.
Job bidding:-It is a more effective when it is part of carrier development program in which
employee are made more of the opportunities are available to them within the organization.
Promotion :-It involves a change of assignment from a job at lower level to a higher level within
the organization The new job is normally are that provides employees with increases in play and
status and demands more interims of skills and abilities of individuals are effective [Sherman
1988:136].
2.2.2. External sources of recruitment.
External source are used to get fresh and experienced personal from outside the organization when
organizations expand or wish to improve their work force look they to find employees. A number
of methods are available for external recruiting like media advertising, employment agencies and
exclusives searching.
Media Advertisement:- One of the most common methods for contacting applicants is the
through advertisements while the most common way is using daily news paper. Organization also
advertises for people in trade professional publication. Other media used are radio, television, bill
boards and posters and designing recruitment advertising
Good recruitment advertising must meet the following criteria;
 It should clearly identify the organization and industry with its operation.
 It should offer a concise summary of the job and its major feature.
 Knowledge, experience …etc. expected of the job holder.
 It should details the personal characteristics expected of the job holder.
 It should details the main condition of employment.
 It should conform to all legal requirement .
More over the advertisement would be in the form of consistent with the wider public relation and objective
of the organization.
Employment agencies and excusive search firms: - Although both are similar in the purpose of
employment, agencies and executive search firms are different in important ways. Executives search firms
tend to concentrate in their efforts on higher level managerial skill while employment agencies concentrate
on wide level manager skill or blow. [Sharman, Bohlander, Chrwden, 1988, 161].
Advantage and Disadvantage of Internal Recruitment.
Recruitment may be internal or external to the organization and each approach has advantage and
disadvantage.

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Advantages of internal recruitment are:-
 Employers know their employee and employee know their organization.
 The employees are tried and tested assure them that their service is recognized and this help
in maintaining their motivation and moral.
 It reduce employee turnover as it give employees a sense of job security and opportunity
for advancement.
Disadvantage of internal recruitment are:-
 It limits the choice to few employees only.
 Leading to poor selection decision. [Krishn and Aqlinas 2004:71].
Alternative to recruiting.
An organizations human resource search alternative to recruitment Because the cost of the
recruitment may be use these alternatives such as : over time , employee leasing and temporary
employment.
Overtime:-When demand for production peaks, it may mean that employees needs to work
overtime. By having employees work overtime organizations avoid the cost of recruitment and can
also provide the employees with additional income. However there are potential problems like
fatigue increased accidents and increased absenteeism.
Employees leasing:-Employees leasing sometimes called staff searching involve paying of fee to
a leasing company that handles payroll. Employee’s benefits and routine human resource
managements function for the clients company. Leasing is especially attractive to small and
medium sized firms that nigh not otherwise are able to afford a full service human resource
department.
Temporary Employment:- One of the effective downsizing employees on temporary basis.
Temporary employee’s agencies were seen may as source of some skilled clerical help during peak
work periods. [wakap, 2005,15].
Advantage of External recruitment.
 Fresh talent and skilled comes in to the organization.
 New employees may try to change old habits.
 Highly qualified and experienced employees may help the organization .
Disadvantage of External Recruitment.
 It reduces the moral of employees.
 The recruiter may not be in a properly evaluate outside candidates. [ Krishna and aquinal
,2004:71].

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2.3. Recruitment policies.
A policy is a standing plan. Policy asserts the objectives of the recruitment programs and provides
a frame work of implementation of the recruitment program in the form of the procedure.
The essential policy formation may be listed as follow:
 Policy should be definite and clean.
 Policy should be translated into practice.
 Policy should be up on facts and sound judgment.
 To be consistent with the wider public relation aims of the organization. It is important
for member that potential employees are also actual or potential customers.
 Not to discriminate against people on the basis of sex,race,age, physical disability
and religion [Krisha and Aquinas , 2004,72].
2.4 Evaluating recruitment.
Recruitment can be evaluated using a number of methods that consider short term objective in
short term evaluation. It will be done in consideration of:
 The number of initial enquires are received which resulted in completed application forms.
 The number of candidates of various stages in their recruitment and selection process.
 The numbers of candidate are recruited.
 The position attracting applicants for main group within the labor market .[to ring ton hail
1998:27]
2.5. Factors affecting the recruitment.
There are various external and internal factors that can significantly affect the organizations
recruitment. These are:-
 Rule and policies which facilities and govern organization life.
 The demand for supply of skills in the labor market.
 Legal considerations and others [Wakapa, 2005:158]
2.6. Selection.
Selection is the process of picking individuals out of pool of jobs applicant with requested
qualifications and competence to fill jobs in the organization. Broad ally spiking there is not
much difference between recruitment and selection. In fact both aims at the same thing that Is
finding out the ideally suited candidates for the organization.
While recruitment refers to the process of identifying and encouraging prospect jobs, activities employees
to apply for jobs. Selection is concerned with picking the high candidate from pool of application. [Wakapa,
2005:156]

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2.7. Process ofselection.
There is various procedures that can be used to carry out selections. These procedures may vary
from organization to organization and from time to time.
There is no hard fast procedure which is adopted by the organization to select the workers.
According to [krisha and aquidas ,2004 :75] the following are the usual process that are used in the
selection of candidates .
1. Application received: - The recruitment department will divided applications in to two
groups. Thus who possess the required qualifications and those who do not thus helps in
the rejection of the applications of those applicants who are not suited for the organization.
2. Preliminary interview: - this interview is preliminary screening of applicants to decide
whether applicants are suited for the required job or not.
3. Black application from: - in a sense of application black is highly structured interview in
which the questionnaire standard is end and date remained in advances selected applicant
from the preliminary interview complete an application for employment.
4. Emplacement tests: - they are often used to assist in assessing applicant’s qualification and
potential for source.
5. Interview of applicants: - an interview is to face observation in which the interview and
applicants exchange information.
6. Checking reference: - the reference provided by the applicant and has to be cheeked. A
clear unbiased and compressive description of candidate‘s abilities and behavior by his/her
previews employer would be enormous value in selection.
7. Physical or medical examination: - the selection process may include a medical
examination of an applicant before selection decision is made.
8. Final interview and induction: - after the candidate is finally selected, the manager will
have see the job of his/her.
When a candidate successfully qualifies for the past, he/she would be giving the
appointment letter.
2.7.1. Who makes the selection decision?
In most large organization, the human resource department does the initial screening of applicants
with the head of department and personal manager will give the final selection decision. The
selection committee members and their responsibility including
1. Line and staff executives:-the responsibilities for accepting and rejecting candidates
should be shared.
2. Personnel department: - should eliminate all in successful candidate so that the time of
the line executives is ultimately vested with the authority either to accept or to reject the
candidate.
3. Person’s officer:- has a duty to see that the right type of personnel or selected and
placement done wisely.

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4. Department head: - if responsibilities will be final selection decision. [ rao vs prao
,1990:81]
2.7.2. Selectioncriteria.
Any effective selection system is an understanding of what characteristics essential for high
performance. This is where the critical role of job analysis in selection becomes most apparent
because that list characteristics should have been identified during the process of job analysis and
should now be accurately reflected in the job specification.
Thus from the performance perspectives of the goal of any selection system is to accurately
determine which applicant possess the knowledge skills and ability and other characteristics
dictated by the job.
2.7.3. Characteristicsofcriteria.
The criteria typically used by organization for making selection decisions can be summarized in
several broad categories, education experience and physical characteristics.
Reliability;-the main objective of selection is to make decision about people. This decision is
going to be correct. The techniques used them must yield reliable information .the reliability of
selection tool can be jugged in variety ways.
Validity; - for a selection tool, to be useful it is not sufficient for it to be replicable or stable. both
legally and organizationally. The measures that are yield must be valid. There are many ways of
assessing validity addresses two what question of what and whether the assessment technique
results in accurate prediction about the future success or failure of applicants
;[’Sherman,1988;161].
2.7.4. Follow-up.
The purpose of follow up induction program is to find out whether employee is reasonably
satisfied with the job. Once the selection has been made the successful applicant should be quickly
told. The unsuccessful applicant should be also politely informed that that on the occasion they
were not Selected and thanked their interest in the position .The successful applicant should be
promptly [dkrishan and aquins 2004; 75].
2.7.5 Environmental factor affecting the selection process
Like recruitment several internal and external factors an impact on the selection process and
manger must take theme in to account in making selection decision. According to Monday and
Noe [1990;2009] legal consideration speed of decision making organizational hierarchy and type
of organization are some of the environmental factor that affect the selection process. Expansion
and contraction of the labor market Influence on availability and the selection process The number
and quality of selection members and the amount of time available for the activity are additional
factors that the effectiveness of the selection process should b affected.

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CHAPTER THREE.
3 Researchmethodology.
3.1 Types of ResearchDesign.
Research design was a frame work or blue print for conducting the research project [w.zikm and
G: 1977:p289]
The researcher will employee the descriptive research types so as to describe the prevailing
problem and practices of recruitment and selection of employee of Enemor special woreda finance
and economic development organization office.
3.2 Source of Data
Both primary and secondary data source were used to collect the needed data from respondents. In
collecting primary data source close and open ended questionnaire was used to collect information
by distributing the questionnaires to respondents Close- ended questions:-direct persons answering
the question by saying yes or No’’ Open-ended questions:-questions are answering through
discussion and elaboration. Regarding secondary data source book, reports and documents were
used to gather reliable and accurate information.
3.3. Target population
Total employees that found in Enemor special woreda finance and economic development office
is 60 in number.
3.4. Sampling techniques and sample size
In this study the researcher will use simple random sampling technique to select respondents from
the total employees. By using this technique the researcher select 30 respondents from all
employees as a sample size .The reason behind to use this technique is considering the cost
constraints and time and it gives equal chance for all employees to participate in sample size
selection
3.5. Method of Data analysis
As the researcher explained before, the collection of data and method of analysis are based on
inferential statics method. Inferential statistics allow the researcher to examine causal
relationships. In many cases, inferential statistics allow researchers to go beyond the parameters of
their study sample and draw conclusions about the population from which the sample was drawn
(Geoffrey, et al., 2005). To see the effect of PMS on the employee performance finance employees
of study area will be test on regression analysis .

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4. Time Schedule and Budget Break Down
4.1 Time Break Down
No Activities/ Items Date
1 Preparing all necessary stationeries, materials January 1-30/2022
2 Distributing Questionnaires for participants February 1-30/2022
3 Collecting data from questionnaires march 1-30/2022
4 Data analysis and interpretation April11-30/2022
5 Giving suggestion for all participates and stockholders May1- 1-30/2022
6 Report writing and submitting June1-30/2022
4.2. Budget Break down
Roll No Activities/ Items Necessary Budget
Birr Cent
1 For stationary purpose 3,400 -
2 For conference& creating awareness for the participant 1,500 -
3 For transport purpose 3,000 -
4 For writing/ type writing purpose 1,700 -
5 For annuity 5,400 -
Total 15,000

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Reference
Chable NT (1998): Principles and practice of management delhis, vitalpublishing house
put.
Court, Johan (1976): Recruiting of employees in cost effectiveness: London institute of
personnel management.
D.Ph. Jain (1999): Business organization management India.
H.Johon Bernardino (1995). Human resource management, 3rd ed.Graw Hill.
LAN Bardwell (1994), Human Resource contemporary approach, 4thed Great Britain.
Johan Kempton (1995), Human Resource management, 4thed .MC Graw Hill.
KAS. Wathapp.(2005), Human resource management, 4thed .
Monday, R .W and R.Wnoe,(1990), Human resource management 4thed .
PsubbaRao (1990), personnel resource management, 8thed SHERMAN (1995), Human

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ARBAMINCH UNIVERSITY
FACULTY OF BUSINESS AND ECONOMICS. DEPARTMENT OF MANAGEMENT.
APPENDIX A
Questionnaire
A questionnaire developed to collect the data from employee. This questionnaire is designed to
collect data on the problem and practice of recruitment and selection In case of Enemor special
woreda office of Finance and Economics development. Therefore kindly requested to respond
confidentially while you are asked.
Instructions
 No need to write your name
 tick(√) Mark for your answer
 please give brief description for open ended questions for close ended questions give
your answer on the space provided
Respondents back ground
 Personal information
1 Sex Male [] female []
2 Age less than 18 years [] 18-36 year [] 36-54year[] 54-72year [] >72years[]
3 Marital status single[] married[] Divorce []
4 Educational background certificate [] Diploma [] 1st degree [] master and above
5 For how long you served in this organization?
<1year [] 1-5[] year 5-10 [] 10-15year[] >15 years[]

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APPENDIX B
The following questions are designed to questioning to employees on selection and recruitment.
1 From where place of work you assigned to your current positions?
From internal [] from external []
2 If your answer is from internal, how you are assigned from internal?
A________________________________________________________________
B_________________________________________________________________
3 Have you any work experience other than this works? Yes [] No []
4 If you have responded yes for questions 3"above mention other work experience.
A______________________________________________________________________
B ________________________________________________________________________
5 Do you know that there is procedure on recruitment and selection on this Finance and Economic
development office? Yes [] No []
6 if you respond yes for questions no_5; what are the procedures
A__________________ ________________________________________________
B____________________________________________________________________
7 Do you believe that this organization strictly follow the recruitment and selection procedure?
Yes []. No []
8.Do you agree with your selection criteria or methods of selection?
Agree [] neutral [] Dis agree []
9 Do you think pertinent bodies participate during selection process? Yes [] No []
10 Do you agree with the way of notifications for internal vacancy? Yes []. No []
11 Have you been interviewed during the selection process? Yes []. No []
12Does this Finance and Economic development office produce internal vacancy notifications
timely? Yes [] No []
13 If you said No why?
A____________________________________________________________________________

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B____________________________________________________________________________
14. What kind of notifications does the organization use for internal recruitment?
Circular [] Notice board []. E-MAIL [] Others []