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TABLE OF CONTENTS
Title Page - - - - - - - - i
Declaration - - - - - - - - ii
Certification - - - - - - - iii
Dedication - - - - - - - - iv
Acknowledgment - - - - - - - v
Table of Contents - - - - - - - viii
Abstract - - - - - - - - xiv
CHAPTER ONE: INTRODUCTION
1.1 Background of the Study - - - - - - 1
1.2 Statement of the Problem - - - - - - 6
1.3 Objectives of the Study - - - - - - 9
1.4 Research Questions - - - - - - 9
1.5 Research Hypotheses - - - - - - 10
1.6 Significance of the Study - - - - - - 11
1.7 Scope of the Study - - - - - - - 11
1.8 Limitation of study - - - - - - 11
1.9 Definition of key Concepts - - - - - 12
CHAPTER TWO: LITERATURE REVIEW AND THEORETICAL FRAME WORK
2.1 Literature Review - - - - - - - 14
2.1.1 Recruitment - - - - - - - 14
2.1.2 Organisational Effectiveness - - - - - 23
2.2 Theoretical Frame Work - - - - - - 27
CHAPTER THREE RESEARCH METHODOLOGY
3.1 Research Design - - - - - - - 34
3.2 Population of Study - - - - - - 35
3.3 Sample and Sampling Procedure - - - - 35
3.4 Sources of Data Collection - - - -- - 35
3.5 Instrument of Data Collection - - - - - 36
3.6 Validity and Reliability of Research Instrument - - 36
3.7 Method of Data Analysis - - - - - 36
CHAPTER FOUR: DATA PRESENTATION, ANALYSIS AND DISCUSSION OF FINDINGS
4.1 Data Presentation and Analysis - - - - 38
4.2 Test of Hypotheses - - - - - 53
4.3 Discussion of Findings - - - - - 56
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary - - - - - - - - 58
5.2 Conclusion - - - - - - - - 59
5.3 Recommendation - - - - - - - 61
References - - - - - - - - 63
Appendices - - - - - - - - 67
LIST OF TABLES
Table 4.1: Distribution of Respondents by Sex - - - 38
Table 4.2: Distribution of Respondents by Marital Status - - 38
Table 4.3: Distribution of Respondents by Age - - - 39
Table 4.4: Distribution of Respondents by Educational Status - 40
Table 4.5: Distribution of Respondents by Religion - - - 41
Table 4.6: Distribution of Respondents by Rank/Position - - 42
Table 4.7: Distribution of Respondents by Income - - - 43
Table 4.8: Distribution of Respondents Showing Years of Work at Nigerian Immigration Service - - - - 43
Table 4.9: Perception on Types of Programmes Undergone in
Nigerian Immigration Service - - - 44
Table 4.10: Perception if Recruitment Improve Efficiency in
Nigerian Immigration Service - - - - - 46
Table 4.11: Perception of Respondents on Whether Recruitment was Fair - - 46
Table 4.12: Perception on Reasons for Unfair Recruitment - - 48
Table 4.13: Perception on Nigerian Immigration Service Management Strategies - - - - - - 48
Table 4.14: Perception on Needs to Improve Recruitment Strategies- 49
Table 4.15: Perception on Management Importance to Strategic Recruitment - - - - - - - 49
Table 4.16: Perception on Management New Innovations for Recruitment - - - - - - 50
Table 4.17: Perception on after Training and Organizational Goals 50
Table 4.18: Perception on Management Incorporation of Training New Recruit - - - - - - - 51
Table 4.19: Perception on adequacy of Recruitment Programmes in Nigerian Immigration Service - - - - 52
Table 4.20: Perception on Goal Achievement and Effectiveness in the Nigerian Immigration Service - -- - - 52
Table 4.2.1: The relationship between recruitment patterns and effectiveness in the Nigerian Immigration Service -- 53
Table 4.2.2: The relationship between recruitment pattern and organizaitonal goals of the Nigerian Immigration Service 55
For an organisation to be able to function properly in other to achieve its original set out objectives which brought about its establishment, one of the major things to put into consideration is the recruitment strategies or pattern to adopt in order to acquire capable employees or work force who have the potentials that fits into what the organisation needs in other to attain organisational effectiveness. Recruitment strategies contribute to the goal achievement and organisational efficiency of an organisation because an organisation's most important asset is its human resources (Work force), its successes or failures lies on them. In the Nigerian Immigration service as an organisation, certain recruitment strategies are employed in order to recruit suitable candidates to run the operations of the service. The main aim of this study is to examine the significant role recruitment strategies plays in achieving organisatonal effectiveness in Nigerian immigration service, Akwa Ibom State as a case study analysis. This study is anchored on the precept of the goal setting theory, and the findings of the study shows that recruitment strategies plays vital role in Organisational effectiveness and goals in the Nigerian immigration service with the following recommendations: The study advocates that recruitment processes should be participatory, it should go beyond the personnel management departments to involving other managers in the organisation, Recruitment should also follow the normal process of planning in that case which makes for efficiency and elimination of uncertainties. Newly recruited employees should be assessed, evaluated, and appraised based on their job, and personnel administrators should motivate and encourage workers to put in more efforts in order to achieve the objectives of the organisation.
1.1 Background of the Study
The Nigeria Immigration Service (NIS) is the government agency that has been charged with responsibility of migration management in Nigeria. Over the years the Nigeria immigration service has witnessed series of changes since it extraction from the Nigeria Police Force (NPF) in 1958.
The immigration department as it was known then, was saddled with the responsibility of immigration duties under the leadership of the Chief Federal Immigration Officer (CFIO) and the first to act in that capacity was Mr. E. H Harrison the department in its emergence inherited the immigration ordnance of 1958 for its operation. At inception, the department had a narrow scope and maintained a low profile and simple approach in attaining the desired goals and objective of the government. During this period, only the visa and business sections were set up.
On August 1st, 1963, immigration department came of age when it was formerly established by an Act of Parliament (CAP 171, Law of the Federation of Nigeria) the head of department then was the director of immigration. Thus the first set of immigration officers were former Nigeria police force officer, it became the department under the control of supervision or the Federal Ministry of Internal Affairs (FMIA) as a civil service outfit. Since that time the service has come a long way in its march towards reformation and restructuring to be better positioned for the implementation of the modern migration management, which major include the various recruitment strategies employed by the service in order to attain organizational effectiveness or goals.
The structure has been changed to accommodate added responsibilities as well as emerging regional and sub-regional political alignment. The implication was the introduction of the ECOWAS and African affairs/bilateral division. Similarly aces control and border patrol management were added to the responsibilities of the services and finally, they were solely responsible for the issuance of all Nigeria travel documents.
The Nigeria immigration service as a governmental organisation has aims and objectives which it strives to achieve, as was mentioned about. The term “organisation” as was defined by numerous scholars and authors alike, Chester Bernard (1986), defined it as a system of continuous coordination of an activity which involves 2 or more people. Hari-Das (2002) defined organisation as an abstract social entity. Social entity in this context means a structural group of two or more people brought together for the aim or purpose of achieving a specific objective.
An organisation can be conceptualized as a collection of individuals deliberately structured within identifiable boundaries to achieve pre-determined goals.
Further, organisation is the planned coordination of the activities of more than one person for the achievement or accomplishment of a common purpose or goal. This are accomplished through division of labour and functions and it is also in hierarchical structures in the sense that commands flow from the apex of the pyramid down to the bottom of the pyramid (Scheme, 1980).
According to Cute-word, field and Barrack (2013) organizations has the following characteristics;
i. Organizations are social entities
ii. They have structures
iii. They also exists in a relatively permanent basics
iv. They must have a specific goal.
v. All forms of organisation uses specific knowledge.
Organisation pervades every aspect of our lives. Organisations seem to be everywhere, we are born in organisations, educated by organisations and most of us spend our entire lives working for an organisation. After due examinations of the mandate, objectives and functions of the Nigeria Immigration Service (NIS) the Organisation is organized in such a way that it will perform its function of curtailing cross-border immigration violations, transactional crimes and also controlling of entry and monitoring of migrants, the Nigeria Immigration Service (NIS) has been restructured into 8 directorates and 7 units to actualize efficiency and those structures includes;
1. Human Resources Management
2. Finance and Account
3. Planning, Research and Statists
4. Passport and other travel Document
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