CHAPTER ONE
INTRODUCTION
INTRODUCTION
1.1 Background
of the Study
It is no doubt that the achievement of the corporate
objectives largely depends on the caliber of human resources or personnel
factors that make up such organization. Since, the survival of any ideal
organization is a function of the nature and quality composition of such
venture. This crucial fact influenced the recruitment and selection practices
with special emphasis to first Banks Plc,
In many organizations, the
reasonability for the choice of new employee is shared between line management
and human resource department. The human resource department should be
competent to advice on the most modem and best techniques and practices as well
as provide a professional support and monitoring service, while line management
is involved in the final decision as to who does or does not work in their
department. It is therefore very glaring that line managements must he trained,
and advised in selection matters.
The need for recruitment and
selection in any organization depends upon the number of existing vacancies to
be filled or new post to be created. Generally speaking, the conducts of
recruitment and selection processes are cost involved and such could be
advertising cost, testing cost, interviewing, placement and event employment
cost. In view of these, there is much need for any ideal organization to
exhibit the concept of seriousness, commitment, merit selection and
organizational diplomacy in the conduct of recruitment and selection exercises,
Once organizational yield to these facts, it would go along way to influence
the velocity of the attainment of corporate objectives and also reduce the rate
of labour turnover drastically First Bank Plc as the main focus. Recruitment
according to “Thomas H. Stone” is a systematic and organized procedure where
potential employees are obtained for selection and placement in the
organization through a variety of sources. The sources can be from the
following; Institutions e.g. universities, polytechnics, colleges of education,
recruitment agencies, such as Author Andrew, Omoloye and Associate etc, relative
and friends, labor exchange e.g. labour ministry i.e. ministry of labour and
productivity and internal labour market. After recruitment, selecton is the
next step in the employment process. The main purpose of selection is to choose
individuals that are most likely to succeed on the job.
The human element has been considered
the most crucial in the attainment of any organizations objectives. Therefore,
selection procedure involve the screening of candidates according to the
progressive series of steps designed to eliminate those who are unsuitable. It
involves submitting a comprehensive information or data on the applicant and
conducting physical or medical examination, aptitude test, interview and
reference checks on the applicant.
Once an individual has been deemed
fit to be employed, the person is offered an appointment letter and given the
conditions of his/her appointment and responsibilities. The individuals
acceptance of the appointment is implicitly a contract to seal and accept the
obligation of his/her appointment and perform his/her duties that assigned to
him/her for a certain remuneration.
1.2 Statement
of the Problem
The recruitment and selection
policies of first Bank Plc have been claimed to be inefficient and inefficient,
hence the research intends to seek remedies to this Occurrence.
Crime such as fraud, human efforts and time spend by customers in the bank before being attended to have become a major problem to the management. High labour turnover as a result of the new generation banks has equally become a teething problem. Hence the following questions are designed. What are the recruitment and selection problems in Nigeria particularly first bank Plc? Can recruitment and selection procedure have and effect on organizational performance? How can we achieve and selection process?
Crime such as fraud, human efforts and time spend by customers in the bank before being attended to have become a major problem to the management. High labour turnover as a result of the new generation banks has equally become a teething problem. Hence the following questions are designed. What are the recruitment and selection problems in Nigeria particularly first bank Plc? Can recruitment and selection procedure have and effect on organizational performance? How can we achieve and selection process?
1.3 Aims
and Objective of the Study
a. To ascertain the efficiency and
effectiveness of first bank of Nigeria Plc recruitment and selection policies
as well as comparing them to the practices.
b. To find out the effectiveness of
recruitment and selection pressures used. And recommend possible improvement.
c. To ascertain the employment of competent and
well qualified staff
that ere able, willing and capable of working with the best of their ability
toward achieving greater productivity as well as organizational objective
according to the required standard.
that ere able, willing and capable of working with the best of their ability
toward achieving greater productivity as well as organizational objective
according to the required standard.
d. To determine the total eradication of
bias and favouritism and also to
exhibit justice and fair play in terms of recruitment and selection exercise undertaking to fill in, the vacant spaces in an organization.
exhibit justice and fair play in terms of recruitment and selection exercise undertaking to fill in, the vacant spaces in an organization.
e. To determine the judicious maintenance
of both human and material resources in the organization.
1.4 Research
Questions
a. What are the efficiency and
effectiveness of first bank of Nigeria Plc recruitment and selection policies?
b. What are the effectiveness of recruitment
and selection process used by First Bank Nigeria Plc?
c. What are the criteria First bank used
in employment of competent and well qualified staff?.
d. How does First Bank eradicate biasness
and favouratism?
e. What are the ways of maintenance of
both human and material resources in the organization.
1.5 Statement
of the Hypothesis
This project is an attempt to find
out how recruitment and selection procedure is conducted in first Bank Plc. In
this regard, the researcher formulated hypothesis. These hypothesis are
classified into null and alternative hypothesis.
Ho:
Effective recruitment and selection
procedures have no effect on employees’
productivity.
1.6 Significance
of the Study
The importance of this study stems
from the fact that employment of workers involves first of all a deliberate
process of manpower planning to determine the right kind of workers and right
number of workers required for efficient and effective operation of the organization
work.
It also provide further lectures to
students and general public at large for a critical assessment of the
importance and vital role of recruitment and selection of workforce and its
impact on organization with particular reference to first bank of Nigeria Plc.
1.7 Scope
of the Study
The geography of this research work
is confined to the First Bank Plc Kaduna headquarter, kaduna. It will also
cover from 2010-2014.
1.8 Limitation
of the Study
In writing this research thus, one is
bound to be confronted by certain constraints which often become a “clog in the
wheel of progress”. The study is not exempted from these obstacles. Time
constraints, school schedules, financial handicap and all other culminates in
dwarfing my effort. At the bank again, getting the attention of the top
management, other staff and customers readiness divulge information often turn
difficult as most are completely engaged in their ever demanding duties.
Equally, the preparation and administering questionnaires all attracts cost
which constituted to limit its spray.
1.9 Definition
of Terms
To make a research work such as this
comprehensive to even an average reader, it became every important to define
some salient features involved in the theme These salient terms are defined as
follows:
a. MANAGEMENT:
The term management is defined as a process of planning, organizing, directing,
coordinating and controlling material and non-material resource toward achieving
organizational objectives.
b. RECRUITMENT:
Is the process of searching for prospective employees stipulating them to apply
for job in an organization.
c. SELECTION:
Is the process which involves series of activities aimed at identifying the
best candidate for job or positions from the pool of the recruits.
d. MANPOWER:
The number of workers needed or available to do a particular job.
e. POLICY: A plan of action agreed
or chosen.
f. PRODUCTIVITY: Unit of output per work
machine hour or total output/total input.
g. EFFECTIVENESS:
Is producing the result that is wanted or need in producing a successful
result.
h. ORGANIZATION:
Structure of relationship seas to get the work done.