Journal of Education and Practice www.iiste.org ISSN 2222-1735 (Paper) ISSN 2222-288X (Online) Vol.5, No.31, 2014 64 Recruitment, Selection and Placement of Human Resource in Adult Education Organisation: Implications for the Management of Adult Education Borno State Nigeria Dr. Aminchi Daniel 1 Dr. Amina Abba Sanda 1 Andrew Salau Midala 2 1.Continuing Education and Extension Services University of Maiduguri, 2.Mathematics and Statistics University of Maiduguri Abstract Recruitment, selection and placement of human resource is a major part of an organization overall resourcing strategies which identify and secure people needed for the organization to survive and succeed. Better recruitment and selection procedure results in improved organisational outcomes. The more effectively an organization recruits and select candidates particularly in adult education organization the more likely they retain satisfied personnel. In view of the critical importance of the personnel in the achievement of Adult Literacy Learning Programme (ALLPS). This paper therefore attempts to discuss the procedure of recruitment, selection and placement of adult education staff and the implications for the management of adult education in Nigeria. The paper concludes that it is important to determine the strategy by which the recruit, select and place organization employee and the contingent workforce in terms of their skills and technical abilities, especially in adult education organization. Introduction Every organization is made up of two major components the human and material resources. Without suitable and adequate human and material resources, the objectives of any organization will be difficult to achieve. Human and material resources are input into the system through process in order to achieve the desired output. Human and material resources are important because it comprises the workforce of organizations. Rogers (2006) noted that limited success of many adult literacy programmes is often attributed to inadequate resources as well as the utilization of the resources available. Thus, the quality, effectiveness and overall success of adult literacy learning programmes (ALLPS) depends on the provision of adequate resources. Even if adequate materials resources are available, the qualification, experience and commitment of personnel are critical to the success of adult education programmes in Nigeria. According to Adebayo (2000), the functions of a personnel department and personnel manger includes recruitment, selection, training and development, job evaluation and formulation of manpower policies in an organization. In view of the critical importance of personnel in the achievement of the objectives of adult literacy programme, in Nigeria therefore, this paper discusses the meaning, procedure of recruitment, selection and placement of adult education in Borno State Nigeria. Meaning and Procedure of Recruitment Recruitment is an important process in the success of any organization particularly in adult education organization. It involves a number of issues. First, there must be determination of the projected number of positions to be filled in an organization. This is on the basis of required number of personnel, needed in the organization. The personnel department has the support and expertise of employment specialist who assist the recruiting officer with the procedure to ensure that, the management are making wise decision in the recruitment processes. Singer (1990) and Ojo (1998), sees recruitment as a process of actively identifying. Potentially qualified employee and encouraging them to apply for position in the organization. Aminu A.A (1995), stated that the main purpose of recruitment is to provide an organisation with a pool of potentially qualified candidate to select from. Sheila M. Rioux et al (1999), sees recruitment as the processes of identifying and attracting potential candidates from within and outside the organization to begin evaluating them for future employment. Once candidate are identified, an organization can begin the selection process. This includes collecting, measuring and evaluating informations about the candidates’ qualifications for specific positions. Stuart-Greenfield, (2009), a contributor to the American society for public administration, sees recruitment process as the best way to achieve success of any organization, he further stated that implementing more effective processes to recruit candidates and select the best and the brightest will improve one’s ability to meet the organizational human resources needs. Gomez-Mejia, Balkin and Candy (2004), also described recruitment as the process of generating a pool of qualified candidates for a particular job. The processes involves determining the characteristics required for