Agabi, Paul Tsunabavyon2023-12-112023-12-112019-06-13A DISSERTATION SUBMITTED TO THE SCHOOL OF POSTGRADUATE STUDIES, NASARAWA STATE UNIVERSITY, KEFFI IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE AWARD OF THE MASTER OF SCIENCE (M.Sc.) DEGREE IN PUBLIC ADMINISTRATION.https://keffi.nsuk.edu.ng/handle/20.500.14448/2665The research was necessitated by the need to assess the effects of recruitment of workers on employees’ performance in the Federal Polytechnic Bida, Niger State, Nigeria. Over the years, Federal Polytechnic Bida has recruited employees’ into the polytechnic using both internal and external sources of recruitment to increase staff strength but the performance of employees’ has not improved. The study adopted survey research design using structured questionnaire administered to both academic and non-academic staff of the polytechnic. The population of the study is the entire Federal Polytechnic, Bida staff which stood at 1,606 and Yaro Yamane formula was used to select the sample size to 320. The statistical tool adopted is simple percentages using manual computations, the study found out that despite the fact that the polytechnic has a laid down recruiment policy of which even the staff are aware of, it was not strictly adhered, to in the recruitment exercise during the period under review (2012-2018). It was found out too that no adequate advertisement was made of job vacancies. Another finding is that, no interview and aptitude test conducted for the applicants. We also found out that functional heads of the institution were not consulted for determining suitable qualified candidates. It was equally disheartening to find out that staff are frequently absent at work, no regard for punctuality, sluggish in output, low standard in terms of quality of work, lack of initiative and imagination, avoidance of responsibilities among others. Other findings includes cooperation among staff, sensitivity of staff to each other’s feelings, butthat staff are harsh and unapproachable to students. Staffs therefore, are of the opinion that as a disciplinary measure and. staff whose output, quality of work and any other measurement of performance is very low should not be promoted. The study then recommended among others that, in designing and instituting recruitment criteria in future, the polytechnic should ensure that quality is not compromised. Another recommendation is that to minimize the anomalies in future recruitment exercise, examinations and interview should be conducted by Human Resource Management Consultant. Furthermore, the study also recommend that since inadequacies in recruitment exercise affect employees ’ performance greatly, the polytechnic must ensure that laid down procedures or policies for recruitment are adhere to strictly. The study therefore, concluded by saying; given that the right type of labour is hard to come by, and that organization environment is ever changing, the polytechnic management is implored to constantly evaluate the institution’s recruitment methods on the basis of their validity, impartiality, scope of usage and cost.enThesis