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  • International Journal of Business and Management Tomorrow Vol. 2 No. 5

    ISSN: 2249-9962 May|2012 www.ijbmt.com Page | 1

    Issues and Problems Faced by Organizations in

    Recruitment;

    A Case of Telecom Sector in Pakistan

    Dr Shaukat Malik, Institute of Management Sciences, Bahauddin Zakariya University, Multan

    Abdul Waheed, Institute of Management Sciences, Bahauddin Zakariya University, Multan

    Sajid Tufail, Institute of Management Sciences, Bahauddin Zakariya University, Multan

    Hashim Zameer, Institute of Management Sciences, Bahauddin Zakariya University, Multan Mehboob Hussain, Institute of Management Sciences, Bahauddin Zakariya University, Multan

    Abstract Human resource department is very important for any organization. There are different objectives and roles

    which HR department play, mainly selection of the employee, training of the employees, implementing the roles

    and regulations, deciding salaries and all benefits packages related to the employees who working within the

    organization. Recruitment is one of very critical and important decision taken by the Human resource

    department. This paper helps to understand the issues and problems faced by organizations of Pakistan in

    recruitment. This paper also identified that prejudice has its higher affect and considered as a major issue in

    employee recruitment in Pakistan and selection standards is considered as a least affecting issue. Further, in

    public sector, environment is major issues and in private sector again prejudice is considered as major issue of

  • International Journal of Business and Management Tomorrow Vol. 2 No. 5

    ISSN: 2249-9962 May|2012 www.ijbmt.com Page | 2

    recruitment. So, HR department will be able to hire right person for right job by resolving these issues and

    problems of recruitment.

    Keywords: Human Resource Department, Recruitment Problems, Telecom Sector

    1. Introduction Recruitment is very crucial and important for any organization because its very necessary for an organization to

    select a right person for right job. The employees of the organizations directly effect on the performance of the

    organization and its important decision like to select right person for right job on right time. When HRM

    department will hire a suitable person for required vacancy then obviously that person will perform his/her task

    and job obligation in more effective and efficient way. So, in the way of right recruitment or selection different

    organizations face different issues and problems to hire a right person. our objective is to see these issues and

    problems in the context of Pakistan. For that purpose, Telecom Sector of Pakistan is being selected. HR

    managers are targeted as respondents. We know Human resource department is very important for any

    organization. HR department was renamed from personal department to human resource department during

    the late 1970s and early 1980s. There are different objectives and roles which HR department play like its main

    objective is to meet organizational needs of organizations. This department is responsible to play the responsibilities of the selection of the employee and to take interview and train the employees. Human Resource

    Department is also liable to implementing the roles and laws, salary as well as the benefits packages of the

    employees. According to one researcher, HR department also clarify & sets the goals for the company (Handy

    1999). It is liable to organize the employee of the entire company and plans as well as objectives of people and

    the company. The HR department is also very important because, it perform all activities related to the

    employee like; it is responsible to manage the holidays offer, ending of the year incentives, salary increment,

    awards, provision of flexible work hour and career development for the employee to provide better satisfaction.

    Telecom sector of Pakistan is considered as a major service sector. This sector is considered more developed

    sector in Pakistan. Telecom sector also contributed the significant amount in gross domestic product (GDP). The

    number of subscriber is also increasing in each year. Furthermore, according to the Pakistan Telecom Authority

    (PTA) the subscriber of this sector is exceeded up to 95 million. Telecom sector of Pakistan is growing in a fast way. According to survey the growth of cellular industry during last five year broke the all global records in

    numbers of subscriber. There are five major telecom companies are working in the Pakistan like Ufone,

    Mobilink, Telenor, Warid and Zong. Some other companies are also working like PTCL, world Call, Wateen

    Telecom etc

    The objectives to conduct this research are to find out the issues and problems faced by organizations in telecom

    sector of Pakistan. Through making questionnaire and some interviews, primary data is collected and result

    shows that interview, environment, reference, selection standard, prejudice as well culture are those issues and

    problems which have affect and are issues of recruitment in Telecom sector of Pakistan. But among those, some

    factors like prejudice is a major issue which affect while recruiting the employees.

    Comparatively, if we analyze public sector and private sector then environment is an issues which is highly

    affect in recruitment is public sector. And public sector needs to focus on this factor to control and to resolve

    this issue as compare to other recruitment issues. The least issue which exists in public sector is reference which

    is also issue but has least impact rather than interview, environment, selection standards, prejudice and culture.

    Private sector and result shows that the higher issue is prejudice which is faced by private sector of Telecom

    industry as compare to other factors like; interview, reference, selection standards, environment and culture.

    Selection standards is least considered issues in private sector having less affect in recruitment as compare to

    interview, environment, reference, culture as well as prejudice.

    2. Literature Review HR department have vital importance in any organization. HR department is responsible all responsibilities

    related to humans of the organization. According to researcher HRM practices shape firm performance through

    three key channels; increase employees knowledge, skills, and abilities (KSAs), motivate employees to leverage their KSAs for the firm benefits and empower employees to do so (Huselid 1995). According to researcher

    weather some practices have stronger affect rather than others and whether complementarities among such

    practices can further enhance organization performance (Baird and Meshoulam 1988). HR department is

    affected by different factors but if HR department is following the HR practices & policies then it may enhance

    the value of organization like according to researcher HRM practices have a larger influence on the firm

    performance rather than other well-researched factors such as the independence of a firms board of directors

    (Dalton, Daily et al. 1998). According to others researchers the HRM practices have great impact over the firm

  • International Journal of Business and Management Tomorrow Vol. 2 No. 5

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    performance than other well researched factors like CEO incentive compensation (Tosi, Werner et al. 2000).

    There is great importance of right selection like according to researcher who discuss that right selection is the

    set of activities used to obtain a sufficient number of the right people at the right time from the right places and

    its purpose is to select those who is best meet the needs of the work place, and to develop and maintain a

    qualified and adequate workforce though which an organization can fulfil its human resource plan (Briggs 2007).

    2.1 Recruitment Problems According to different researcher the different issues and problem of recruitment are identifies like; reference

    (Moran and Morgan 2003), , prejudice (Schmidt and Hunter 1998), recruitment timing (Rynes, HENEMAN III

    et al. 1980), delays in recruitment (Rynes, HENEMAN III et al. 1980) invalid standards (Briggs 2007), environmental influence like; technology, social, economic demand, political (Briggs 2007), methods or sources

    of recruitment (Basu 1994), unavailability of skills needed (Manchester 1998), lack of independencies,

    increasing pressure from the applicant, sources of recruitment (Briggs 2007), culture (Segalla, Sauquet et al.

    2001), skills and abilities are not directly observed (Moran and Morgan 2003), poor interview (Lunenburg

    2010), unfamiliarity with job (Fry 2006), emphasis on negative information, personal biases, unfamiliarity with

    job and hiring quotas are also recruitment problems (Fry 2006), , selection cost (Myrna L. Gusdorf 2009), ,

    selection cost (Myrna L. Gusdorf 2009), selection cost (Myrna L. Gusdorf 2009), flexibility in recruiting process

    (Im and Chee 2005) and premature decision (Fry 2006) etc. selection cost (Myrna L. Gusdorf 2009), flexibility

    in recruiting process (Im and Chee 2005) and premature decision (Fry 2006) etc.

    For this research certain variables are selected to check in the context of Pakistan context and among those

    variable one is dependent variable which is recruitment and others are independent variables which are; reference (Moran and Morgan 2003), selection standards (Briggs 2007), environmental influence like;

    technology, social, economical, political (Briggs 2007), culture (Segalla, Sauquet et al. 2001), interview and the

    predictor of interview are; personal biases, emphasis on negative information, personality, free talk as well as

    the premature decision.(Lunenburg 2010), prejudice (Schmidt and Hunter 1998), So, it is checked in context of

    Pakistan that how these variables effect in recruitment of employee and which have greater effect over the

    recruitment.

    3. Methodologies For survey purpose the questionnaire are developed for primary data collection and secondary is collected by

    studying different research journals, books and some other kind of literature.

    3.1 Sample Size

    The research sample is 130 of different human resource personnel in telecom sector. All questionnaires were distributed among HR managers and 110 sample size is selected for data analysis. The data will be collected

    from 3 major cities of Pakistan like Lahore, Islamabad, and Multan. So, in telecom sector we visited different

    head offices and regional offices Telecommunication companies of Pakistan given in Table-1.The questionnaire

    is distributed in different managerial level like top level, middle level, lower level managers and some other

    employee of Human resource department who are directly related to the recruitment process of the

    organizations. Further, the objective to select the sample size of Human resource managers is to identify the

    issues and problems which are being faced by the organizations of Pakistan at the time of recruitment in

    Telecom sector.

    Table: 1

    Telecommunication Companies

    O1 Pakistan Telecommunication Company Ltd (PTCL)

    O2 Wateen Telecom, Pakistan

    O3 World Call Telecommunication company

    O4 Mobilink Jazz

    O5 Telenor Pk

    O6 Warid Telecommunication

    O7 Zong Telecom

    O8 U-Fone

    3.2 Tools

    5 point likert scale is used and questionnaire is divided into two sections. First section help to measure the basic information about the respondent and second section consist the perception of the respondent about our survey.

    All questions in questionnaire assessed using the five point likert scale form strongly agree to strongly disagree.

    Data is collected from different cities and different companies of telecom sector in Pakistan. Basically, for data

    collection two sources are used in this research which is primary data and secondary data collection.

  • International Journal of Business and Management Tomorrow Vol. 2 No. 5

    ISSN: 2249-9962 May|2012 www.ijbmt.com Page | 4

    3.3 Primary Data

    For primary data collection questionnaire is being used for survey purpose and some interviews of Human

    resource managers are taken for the collection of primary data. Questionnaire is based on likert scale, ordinal

    scale and some questions are base on nominal scales. Likert scale is based on strongly agree to strongly disagree

    and for analysis purpose 1 is taken as strongly disagree and 5 is taken as a strongly agree in SPSS.

    3.4 Secondary Data

    For secondary source of data different articles, books, and other literatures is being studied.

    3.5 Tests

    For analysis purpose descriptive techniques are used to check frequency and demographic findings of the data

    and further statistical tools is being used for further analysis like; Reliability test, AHP (Analytic Hierarchy

    Process) test, and ANOVA post-hoc test. All these tools are being used for the purpose of analysis and getting

    result of the research. Questionnaire is developed to collect data in different cities and mostly questions having

    the 5-point likert scale some based on nominal and ordinal scales.

    Table 2: Demographic Findings

    3.6 Analysis

    In this research, the basic objective is to identify the issues & problems faced by different organizations of

    Pakistan in recruitment. It is also identified that which recruitment factor are most widely faced by Public/Semi

    Govt. sector and Private sector of Telecom industry in Pakistan. Further, to get most appropriate and accurate

    results the SPSS software, MS Excel software and Internet to global weights index for AHP (Analytic Hierarchy Process) test is being used. Research data is qualitative is nature but further for data analysis purpose, Different

    statistical tools and tests are used which are following discussed with interpretation of each test in detail.

    The above table of demographic factors including age, gender, qualification, managerial level and work

    experience shows the ratio of different human resource managers who gave me responses. Above demographic

    based table shows that from the sample of 110 respondents only 47 or 42.7% HR manager are those who have

    20 to 25 year of age, 46.4% are HR managers who have 26 to 30 year of age and remaining 10.9% are those

    who have more than 30 year of age.

    The result shows that from the sample of 110 respondents 98 or 89.1% HR manager are those who are male and

    10.9% or 12 are HR managers who female. This result shows that ratio of male respondents is higher than the

    ratio of female respondents.

    Table shows that from the sample of 110 respondents 5...