Effect Of Recruitment and Selection on Employees’ Turnover of Nigerian Breweries Plc Awommama, Imo State
Abstract
The goal of this study is to look at how recruitment and selection affect employee turnover. The researcher used five research questions and hypotheses. The study's methodology was survey-based, with the questionnaire serving as the primary data collection technique. The data collected was presented as a percentage and examined using correlation analysis. The results indicated that there is a strong association between recruiting and employee turnover, since the calculated value of r, 1.15, was greater than 0.5. Selection is significantly related to employee turnover, as the calculated value of r, 1.1345, is greater than 0.5, hence the researcher accepted the alternative hypothesis while rejecting the null hypothesis. There is a strong association between placement and employee turnover, as indicated by the estimated value of r, 0.5, and the researcher accepted the alternative hypothesis. Recruitment is substantially associated to absenteeism, as indicated by the r-value of 0.591, which is greater than 0.5. There is a substantial relationship between selection and employee absenteeism; because the value of r, 1.0410, was greater than 0.5, the researcher accepted the alternate hypothesis. Based on the findings, the study suggests that human resource departments, particularly Nigerian Breweries plc, place a greater emphasis on the recruiting process by promoting available vacancies through various modes of communication in order to attract the suitable personnel. In other words, the positions should be open to everyone rather than limited to specific individuals. They should understand that the recruitment process should be conducted in a free and fair manner.
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Published in JOURNAL OF AFRICAN CONTEMPORARY RESEARCH
ISSN: 9783-7967
This article appears in our peer-reviewed academic journal
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