Abstract

The aim of this study is to advance prior knowledge on recruitment by empirically investigating how this phenomenon is affected by globalization in the context of manufacturing firm in South Eastern Nigeria It adopts the survey design The population and the sample size is 271 The sources of data were both primary and secondary The instruments for data collection are the questionnaire and semistructured interview for the primary data while text books journals magazines and the internet were used for the secondary data The questionnaire was designed along the five point likert scale A content validity approach was adopted The test-retest method was used for the reliability test which gave a reliability coefficient of 80 which suggested a high degree of consistency The data collected were analyzed and the hypotheses were tested using analysis of variance ANOVA while the significance test of the F value was determined by the correlation ratio CE at P 05 The result of the study revealed that manpower planning policies and preparations associated with recruitment differ significantly with the effects of globalization Training and professional development do not differ with the effects of globalization reward and compensation differ significantly with the effects of globalization The study concluded that hiring good people is the key source of competitive advantage and as such organization must approach recruitment from a rigorous strategic and objective point of view through international best practices It recommended that organizations should use manpower audit and planning adequately to identify major manpower gap and proper time bound programs for filling the gaps that recruitment policies and procedures should be integrated to form part of overall corporate strategy that organizational management should take training and professional development of their employees seriously