It was found that there was significant relationship between recruitment, selection, placement and employee performance there was significant joint influence of recruitment, selection and placement on employees’ performance there was significant independent influence of placement and employee performance, there was no significant independent influence of recruitment and selection on employee performance. The covid-19 pandemic necessitated online questionnaire administration to the participants using Google form. The study population was the University of Ibadan, teaching and non-teaching staff, male (mean = 26.39, SD = 4.47), female (mean = 26.73, SD = 5.63). Ability to have workforce that are suitable for global best practice is contingent on good recruitment, selection and placement strategy of the organization. P>Effective organizational sustenance is predicated on employees’ job performance. The model produced will represent the basis for further analysis techniques in order to predict the employees' performance through formal qualifications even in the selection stage, using algorithms. Confirmatory Factor Analysis led to a model to validate the statistical significance between the above factors. Exploratory Factor Analysis revealed four main factors for positioning and performance criteria. Statistical analysis, showed important statistical correlations between employees' formal qualifications and parameters connected to performance. Results showed that employees consider formal qualifications, such as education, training and job experience, very important to evaluate candidates for the best matching to the appropriate positions, including authority positions.
Our aim was to investigate the employees' opinion about the variables used for personnel selection, promotion and performance, revealing their possible important statistical correlations.
In the Greek public sector, a research was conducted about the criteria used for personnel evaluation for positioning and performance. Proper personnel selection for recruitment and positioning, including authority (managerial) positions, may affect significantly total organizational performance. Human capital is considered as the most valuable resource for an organization.
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