CHAPTER ONE
1.1 BACKGROUND OF THE STUDY
The practice of staff selection and induction in most organization had been seen as most importance functional activity of personnel department in the organization which the purpose is to a collection of familiar items or persons from which some are taken or accepted and also to give employees at all level sufficient instruction and guidelines to enable them to be productivity, effectively and efficiently for promotion.
According to Agbo (2001) in the larger organization, there is likely to be several different jobs and position vacant at a particular time and there are many applicants who are interested in employment with the organization so that the selection program should be designed to provide qualified personnel on a continuing basis for a wide variety of jobs while the matching of talent and job specifications at best is often a compromise, it is essential to building an efficient and productivity work force. Applicants who have been selected carefully usually learn job tasks easier, become better producers and are usually happier in their jobs than those who are selected on causal basis. Obviously the induction and selection process is intimately connected with the over all manpower system.
Some organization particularly those with limited promotional opportunities emphasize selection. They seek fully trained employees capable of staring to work at once, many professional organization example, schools, consulting firms, banks etc fit into this category with short-run job.
Graham (1981) defines “induction” as the process of introducing employee to the activities, customers and tradition of the organization.
Nevertheless, the progress of many organization being it service oriented or otherwise depends on their level of productivity.
The high productivity and efficiency is depends on the quality of employee or staff recruited into such organization.
This is highly affected by the policy of the organization as regards staff selection. It is apparent that the management of any organization should map out a nice strategy in selecting their staff. This will enhance both the quality of the staff and their performance.
More so, it does not end in selecting the staff. The performance of some on depends freely on his conversant with the new environment as well as their work rules.
The essence of induction is to familiarize the staff with the new environment in their place of work (offices).
After staff selection, induction and recruitment, the newly recruited staff and strangers in the organization are look like novice. This will definitely affect their performance.
Induction is then carried out to expose them to the environments, the organization work rules and a lot of other needed information. It was on this background that the researchers have chosen to carryout this research on this topic, the practice of staff selection and induction using Union Bank as her case study.
The concept of God father inNigeriatoday is absolutely eating into the bone marrow of every system in the society including the practice of selecting and induction staff.
The issue has remained WHO Do You Know? WHO is Your God Father and not quality or merit anymore, it should be realized that the Banking System is expected to be above board in selecting their staff.
Their practice should be different from other service organization because of nature of work. Quality and competence should be their watchword. Godfather syndrome should not be welcomed. It is on this basis that the researcher has decide to place the emphasis in this study on the practice of selection and induction in this recent time, which has prompted many organizations in closing very appropriate places for conducting seminars lectures for the benefit of the staff.
This study will be carried out using Union Bank of Nigeria Plc, formerly known as Baclays Bank International, which come into the country in the year 1971 as one of the commercial banks.
Baclays Bank was formed by a goldsmith family inBritainas an up giant of the goldsmith receipt used as a exchange on the dealing involving trade by barter.
However, the era of indigenization open (second phase) in 1917 made in mandatory that foreign owned company should diversity their ownership based. Bank which were classified among the service sectors be longs to the owners ratio of participation of 60%Nigeriaquote in “Union Bank” came into existence until when the name was changed from Baclays Bank to Union Bank of Nigeria Limited in 1979 and then they came a quoted company in 1990 when it went public.
1.2 STATEMENT OF THE PROBLEM
The business challenges of an organization will be to realize the impacts of staff selection and induction, most especially in Union Bank of Nigeria Plc.
The problem of the study is to understand how staff selection and induction should operational in Union Bank of Nigeria Plc, setting.
It is easy to advocate policies but often difficult to implement them.
How does a business integrate staff and induction in its management with all the functional departmentalization that are found in the organization? This study will address the issues.
1.3 PURPOSE OF THE STUDY
The purpose of this study is to find out the followings:
- To find out if the staff of Union Bank are inducted.
- To find out the people’ responsibility for staff selection and induction in Union Bank.
- To determine if the staff of Union Bank understands the kind of induction exercise conducted in their bank.
- To determine the effect of staff selection and induction on the employees of union bank who has benefited from the programme.
- To determine whose duty, it is to conduct staff selection and induction in Union Bank.
1.4 RESEARCH QUESTIONS?
The following research question are formulated effective and comprehensive research work.
- How has union bank adequately practice staff selection and induction for her staff?
- Are the staffs satisfied with the provision of staff induction programmes?
- What are the challenges that pose against selection and induction.
- To what extend has induction helped in improving staff performance in the organization?
1.5 RESEARCH HYPOTHESIS
The followings hypothesis will be fested in line with this study.
Ho: Union Bank has not provided staff selection and induction for her staff.
Hi: Union Bank has adequately provided practice of staff selection and
induction for her staff.
Ho: There are no challenges that pose against selection and induction of staff
in bank industries.
Hi: There are great challenges that pose against selection and induction of
staff in bank industries.
1.6 SIGNIFICANCE OF THE STUDY
The practice of staff selection and induction programme plays an efficient and effective role with the employees discharging their functions or responsibility in order to achieve their organizational corporate objectives.
Organization thus try as much as possible to attain this corporate objectives by helping their employees to accomplish their own personal objectives.
They do by setting an ideal induction and selection programme for the benefit of their employees.
1.7 SCOPE OF THE STUDY
The researcher tends to understudy the human resources department of Union Bank of Nigeria Plc which takes care of selection and induction programmes in the bank. Despite the fact that Union Bank is very big bank with network of branches scattered across the nation and carrying out the study as a whole will be very time consuming and cumbersome. Hence, the researcher tried to cover human resources department of the bank based inGarden Avenue.
1.8 LIMITATION OF THE STUDY
In the course of this study, the researcher experienced some constrains. The constraints encountered by the research include the followings:
1. Time: A lot of time was required to enable the researcher to conduct an extensive survey of the activities of the staff selection and induction, with in the time given for the research work and at the same time perform other academic engagements.
2. Lack Finance: Another limitation to this study was lack of finance. A study of this type requires sufficient money to enable the researcher to travel from one place to another where those union banks are located in order to assess the activities of these union bank on the spot in order to obtain the relevant data for the study. Lack of adequate finance made it difficult for the research to assent the scope of the research to other states of the country to collect data on the practice of state selection and induction in the Union Bank of Nigeria Plc.
3. Another limitation to this study was the difficulty during the oral interviews conducted by the researcher with some of union bank staff, some of them were unable to supply relevant.
4. Finally, another major constraint was the sourcing of secondary data institutions and libraries in search of the data, which also gave the researcher a lot of problems.
1.9 DEFINITION OF TERMS
Practice: Practice actualize plans, it is a systematic repetition in carrying out or doing what has been planned.
Staff: A relationship in an organizational position where an incumbent task is to given some other person advice or council. According to Agbo.
Selection: This is the process if assessing candidates by various means and making a choice followed by an offer of employment.
Induction: According to Grahan “induction is the process of receiving an employees when he begins work, introducing him or her to the company and to his colleagues and informing him of his activities, customs and traditions of the company.
REFERENCE
Agbo O.G. (2001) Personal Management 1, Iyke Venture ProductionEnugu.
Agbo O.G. (2002) Human Resources Management 11, Iyke Venture Production Uwani Enugu.
GrahanM.E.(1981) Theory and Practice of Personnel Management, London.
