Omofowa M. S.

This study was carried out to examine the effect of recruitment and selection exercise on employees’ performance. In order to actualize the objectives of the study, various literature and theoretical issues were discussed. The instrument used for the purpose of this research was the primary research instrument (questionnaire). The mass of information generated from the questionnaires was summarized in form of table and analyzed using frequency, simple percentage, mean, regression techniques. The researcher administered one hundred and fifty (150) questionnaires to respondents, out of which same number (150) were retrieved for the purpose of presenting and analyzing responses to issues raised in the questionnaires. The Statistical Package for Social Sciences (SPSS, Version 24.0) was employed to empirically examine the relationship. The findings from the analysis revealed among other things that; The study showed that there is a positive and a significant relationship between job satisfactions and employee’s performance, the study also revealed that there is a positive and a significant relationship between employee competency and employee’s performance. and so on. The study recommends amongst others Jobs should be well described and analysed to selected candidates to aid performance. Refresher courses should be organized for employees for them to beabreast with trends in the ever-growing market.: among others.

Conflict is inevitable in every organization. This paper aims to determine the effect of industrial conflict management on employees' performance. The study was seeking to fulfill the objectives which was to determine the effect of organizational culture as an aspect of conflict management on employee performance in the Non-Academic Staff of University of Benin, Benin city, Edo State, Nigeria; the effect of organizational structure as an aspect of conflict management on employee performance in the Non-Academic Staff of University of Benin, Benin city, Edo State, Nigeria, the effect of training and development as an aspect of conflict management on employee performance in the Non Academic Staff of University of Benin, Benin city, Edo State, and to determine the effect of organizational leadership style as an aspect of conflict management on employee performance in the Non-Academic Staff of University of Benin, Benin city, Edo State, Nigeria. The population of the study was comprised of employees in the Non- Academic Staff of University of Benin, Ugbowo Campus, Benin City, Edo State, Nigeria. The focus was on 135 Non- academic staffs of the University of Benin, Ugbowo Campus, Benin City, Edo State, Nigeria. Data was collected using the questionnaire which the researcher administered face to face to the respondents. 100 copies of questionnaire was administered to the respondents. The analysis was based on the data obtained from response to the questionnaire administered. The findings found out that organizational culture increases employee job satisfaction which made organizational culture a major explanatory variable of worker's morale, satisfaction and productivity. It was also concluded that training allows employees to acquire new skills and sharpen existing ones. Training and development reduces the cost of money to be spent on recruitment as a result of Improved productivity. Financial incentives are important as it affects employee’s performance as it ensures employees have a relatively higher productivity level so as to boost their morale for higher productivity. The study also concluded that Industrial conflict management boosts employee's performance and better position employees to be more productive thereby achieving organizational goals faster and smarter. And recommends that for a calm and peaceful organizational atmosphere, there should be good and healthy working relationships between management and employees to prevent and resolve conflicts. Conflicts should not be allowed to spiral out of control as it can be managed easily to prevent disagreements that will negatively affect decision making and employee performance. It was also recommended that organizations and their management to ensure they adequately pay their employees with incentive packages and bonuses to promote smooth operation and improved performance by employee.