Recruitment and selection have become essential tools in organizations because individuals with a... more Recruitment and selection have become essential tools in organizations because individuals with appropriate qualifications need to be attracted in sufficient numbers and on a timely basis. It is indeed surprising that despite the innovations that have been brought about by the 21st century technological transformation in the structure and practice of the recruitment and selection some countries are still caged with their moribund practice of traditional system of recruitment which are not only ineffective but inefficient in all ramifications. The objective of this paper therefore, is to examine the recruitment and selection process and procedures in Nigeria with special reference to institutions of higher learning. This is an opinion paper which made use of secondary data and on point assessment of information from the critical sector. The study revealed that the recruitment and selection process in Nigerian higher institutions is clouded in subjectivity and not based on objective c...
Recruitment and selection have become essential tools in organizations because individuals with a... more Recruitment and selection have become essential tools in organizations because individuals with appropriate qualifications need to be attracted in sufficient numbers and on a timely basis. The objective of this paper therefore, is to examine the recruitment and selection process and procedures in Nigeria with special reference to institutions of higher learning. This is an opinion paper which made use of secondary data and on point assessment of information from the critical sector. The study revealed that the recruitment and selection process in Nigerian higher institutions is clouded in subjectivity and not based on objective criteria that make the whole activity both inefficient and ineffective. The authors therefore, recommend that there should be a reversal of this trend first, by making the application process less complex and cumbersome so that highly qualified candidates will be motivated to apply for vacant positions. Secondly, there should be some form of objective criteria in the selection process instead of basing everything on subjectivity. Thirdly, recruitment and selection should be based on manpower needs assessment and requirement. Finally, there should be transparency in the entire process of recruitment and selection rather than behind the scene recruitment and selection. When all these are done, there will be a robust recruitment and selection process that will ensure finding the right people that will not be difficult to lead and manage in a way that maximizes the level of their individual engagement.
University education is no longer a passport to secure employment for graduates. This requires yo... more University education is no longer a passport to secure employment for graduates. This requires young graduates to consider entrepreneurship and self-employment as a viable career option. While the number of entrepreneurship education programmes is growing, their impact is under-researched and studies paint an ambiguous picture of the impact of entrepreneurship education. Understanding the determinants of entrepreneurial intention, therefore, becomes important. Drawing on the theory of planned behaviour, this study investigates the impact of entrepreneurship education on the entrepreneurial intention of students in higher education in Nigeria. The descriptive survey design was adopted for the study. The sample for this study comprises of final year Business Administration and Marketing students from selected private Universities. The data collected was analysed using correlation analysis. The results show that participants (students) of entrepreneurship education programs are more li...
Recruitment and selection have become essential tools in organizations because individuals with a... more Recruitment and selection have become essential tools in organizations because individuals with appropriate qualifications need to be attracted in sufficient numbers and on a timely basis. It is indeed surprising that despite the innovations that have been brought about by the 21st century technological transformation in the structure and practice of the recruitment and selection some countries are still caged with their moribund practice of traditional system of recruitment which are not only ineffective but inefficient in all ramifications. The objective of this paper therefore, is to examine the recruitment and selection process and procedures in Nigeria with special reference to institutions of higher learning. This is an opinion paper which made use of secondary data and on point assessment of information from the critical sector. The study revealed that the recruitment and selection process in Nigerian higher institutions is clouded in subjectivity and not based on objective c...
Recruitment and selection have become essential tools in organizations because individuals with a... more Recruitment and selection have become essential tools in organizations because individuals with appropriate qualifications need to be attracted in sufficient numbers and on a timely basis. The objective of this paper therefore, is to examine the recruitment and selection process and procedures in Nigeria with special reference to institutions of higher learning. This is an opinion paper which made use of secondary data and on point assessment of information from the critical sector. The study revealed that the recruitment and selection process in Nigerian higher institutions is clouded in subjectivity and not based on objective criteria that make the whole activity both inefficient and ineffective. The authors therefore, recommend that there should be a reversal of this trend first, by making the application process less complex and cumbersome so that highly qualified candidates will be motivated to apply for vacant positions. Secondly, there should be some form of objective criteria in the selection process instead of basing everything on subjectivity. Thirdly, recruitment and selection should be based on manpower needs assessment and requirement. Finally, there should be transparency in the entire process of recruitment and selection rather than behind the scene recruitment and selection. When all these are done, there will be a robust recruitment and selection process that will ensure finding the right people that will not be difficult to lead and manage in a way that maximizes the level of their individual engagement.
University education is no longer a passport to secure employment for graduates. This requires yo... more University education is no longer a passport to secure employment for graduates. This requires young graduates to consider entrepreneurship and self-employment as a viable career option. While the number of entrepreneurship education programmes is growing, their impact is under-researched and studies paint an ambiguous picture of the impact of entrepreneurship education. Understanding the determinants of entrepreneurial intention, therefore, becomes important. Drawing on the theory of planned behaviour, this study investigates the impact of entrepreneurship education on the entrepreneurial intention of students in higher education in Nigeria. The descriptive survey design was adopted for the study. The sample for this study comprises of final year Business Administration and Marketing students from selected private Universities. The data collected was analysed using correlation analysis. The results show that participants (students) of entrepreneurship education programs are more li...
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