Minhaj University Lahore

THE PRACTICE OF STAFF SELECTION AND INDUCTION

IN BANK

SUBMITTED TO:

Mr.Zahid Nazeer
SUBMITTED By:
Syed Ahmad Mujjtaba Shah
Class: MBA (professional)
ROLL NO: 01

Year: 2015 – 2019

Cell :+923134729919
 THE PRACTICE OF STAFF SELECTION AND INDUCTION
IN BANK

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:
1. To find out if the staff of Union Bank are inducted.
2. To find out the people’ responsibility for staff selection and
induction in Union Bank.
3. To determine if the staff of Union Bank understands the
kind of induction exercise conducted in their bank.
4. To determine the effect of staff selection and induction on
the employees of union bank who has benefited from the
programme.
5. 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.
1. How has union bank adequately practice staff selection and
induction for her staff?
2. Are the staffs satisfied with the provision of staff induction
programmes?
3. What are the challenges that pose against selection and
induction.
4. 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.