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Format: MS WORD
| Chapters: 1-5
| Pages: 73
ABSTRACT
The study, the practice of staff selection and induction in Union Bank of Nigeria Plc, Enugu was chosen by the researcher to investigate the following: To find out if the Staff of Union Bank are induced. To find out the people’s responsibility for staff selection and induction in Union Bank. To determine if the staff of Union Bank understand 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. Also the method of data collection for this project are the use of questionnaires and oral interview which are classified as primary data, while the use of journals, textbooks, magazines classified as secondary data. Also in determining the sample size for this study, the researcher used Yaro Yamani. Formula for determination of the sample. After thoughtful investigation, the following are the findings. That Union Bank of Nigeria Plc do not adequately provide the practice of staff selection and induction. That absence of selection and induction of staff will affect staff performance. That induction and selection are conducted once a year. That there are inadequacies in selection and induction programme in union bank. That staffs are satisfied with provision of induction programme that selection and induction are based on qualification that the there are no challenges that pose against selection and induction of staff. Based on the findings above, the researcher then conclude that the practice of staff selection and induction should be introduced in our banking industries since majority of the respondents do not say no to the practice of staff selection and induction. Finally, from the findings and conclusions the researcher then recommends the following: that the practice of staff selection and induction should strictly be introduction in our banking industries that selection and induction in Union Bank Okpara Avenue should strictly be based on qualification. The management of the bank should maintained the level at which they eliminates discrimination during selection and induction process. The bank should strictly provide adequate practice of staff selection and induction as against the tested hypothesis since there are no challenges that pose against the programme.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO 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 (2011) 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.
The study, the practice of staff selection and induction in Union Bank of Nigeria Plc, Enugu was chosen by the researcher to investigate the following: To find out if the Staff of Union Bank are induced. To find out the people’s responsibility for staff selection and induction in Union Bank. To determine if the staff of Union Bank understand 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. Also the method of data collection for this project are the use of questionnaires and oral interview which are classified as primary data, while the use of journals, textbooks, magazines classified as secondary data. Also in determining the sample size for this study, the researcher used Yaro Yamani. Formula for determination of the sample. After thoughtful investigation, the following are the findings. That Union Bank of Nigeria Plc do not adequately provide the practice of staff selection and induction. That absence of selection and induction of staff will affect staff performance. That induction and selection are conducted once a year. That there are inadequacies in selection and induction programme in union bank. That staffs are satisfied with provision of induction programme that selection and induction are based on qualification that the there are no challenges that pose against selection and induction of staff. Based on the findings above, the researcher then conclude that the practice of staff selection and induction should be introduced in our banking industries since majority of the respondents do not say no to the practice of staff selection and induction. Finally, from the findings and conclusions the researcher then recommends the following: that the practice of staff selection and induction should strictly be introduction in our banking industries that selection and induction in Union Bank Okpara Avenue should strictly be based on qualification. The management of the bank should maintained the level at which they eliminates discrimination during selection and induction process. The bank should strictly provide adequate practice of staff selection and induction as against the tested hypothesis since there are no challenges that pose against the programme.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO 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 (2011) 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.
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