TABLE OF CONTENTS
Title page i
Table of contents v
1.0 CHAPTER ONE: INTRODUCTION
Background information 1-10
Statement of the problem 11
Purpose of study 12
Relevant research questions 12
Research hypothesis 13
Significance of study 14
Limitation of study 14
Definition of terms 15
2.0 CHAPTER TWO: LITERATURE REVIEW
2.0 Introduction 17
2.2 Recruitment and selection defined 18
2.3 Systematic approach to recruitment and selection 19-31
2.4 Stages of staff recruitment 32-46
2.5 Internal perspective on recruitment and
2.6 Infrastructure and government support 48
2.7 Government regulation and legislation 49
2.8 Culture of the individual country 50
2.9 Foreign ownership of large organisation 50
2.10 Recruitment method 51-51
3.0 CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Research design 53
3.2 Area of study 53
3.3 Study population and
sample size 54
3.4 Instrumentation 54
3.5 Validity of instruments
3.6 Methods of data
Methods of data analysis 57-59
4.O CHAPTER FOUR: DATA ANALYSIS
4.1 General Characteristics of the respondents 60-66
4.2 Test of hypothesis 77-80
CHAPTER FIVE: SUMMARY, DISCUSSION
AND RECOMMENDATION 81
5.1 Summary 81
5.2 Discussion of findings 82-83
LIST OF TABLES
Fig. 4.1 Age
Distribution of Worker 55-56
Fig. 4.2 Sex
and Marital Status of Workers 56
Fig 4.3 Academic
Qualification of Respondents 57
Fig. 4.3a-4.3x Research
Questions and Answers 58-71
Fig. 5.1-5.3 Research
Hypothesis Stables 71-73
1.1 BACKGROUND INFORMATION
Within the context of the work
place staffing is an umbrella term used
to describe the following inter-related activities; job analysis and
description, human resources planning recruitment and selection, placement,
transfer and promotion.
Staffing is the
responsibility of all managers although the personnel manager has overall
coordinating role. Since the job has to be done, he must look for employees who
are capable of working effectively. In some formal sector, there are trade
unions representatives who may need to be consulted. Therefore, recruitment can
be defined as the process of attracting personnel from inside and outside and
challenging them through jobs within the organisation. The first step of recruitment is to define the job
that is vacant and define the sort of person likely to fill the vacancy. The information
must be thoroughly and completely described i.e. job analysis and job
description are often required and hence the
following information may emerge.
Duties to be carried out
Knowledge or previous experience required
Academic, technical or professional qualification required
Skills required e.g. typing, computing etc.
What age-group is appropriate.
The salary grade
So job analysis and description is asset in
the recruitment process and care must be taken not to employ a mediocre or even
the highest achiever in determining the standard required of all applicants.
United Bank for Africa
Plc was established in Nigeria in the year 1949, as a branch of the British and
French Bank London, an affiliate of Banque Nationale de Paris. Their issued
share capital =N= 4million and the under listed banks subscribed to it.
British and French Bank
AMRO Bank (Amsterdam & Rotterdam Bank Holland, which pulled out of
shareholding in 1973)
Bankers Trust Company New York
Banca Nazionale del lavolo Italy.
These five banks were
represented on the board and they have their staff working here in Nigeria. She
became incorporated on the 23rd February 1961 and then changed its
name to the United Bank for Africa Limited, inconformity with Nigerian
companies Incorporation act, 1960. The bank was among the first international
banks to be registered under Nigerian Law and it has been playing a leading
role in the implementation and achievement of Government objectives.
The bank was among the
first expatriate banks to sell its shares to the Nigerian public in 1971.
With the indigenisation
of the bank, it started integrating Nigerians into management positions. There
were about 55 expatriates and 16 Nigerian Officers.
From its inception, UBA
has had the capital support of several major overseas banks as earlier
mentioned and these banks contribute their technical expertise to UBA’s
operations. The share capital holdings were revised on the 30th
September 1976, and a number of revisions have since been made.
Table 1.1 shows UBA’s
share capita holdings by percentage.
citizen & associate
Nationale Depasis (intercontinental France)
Nationale Depasis Plc
International Corp New York
Nazionale del Lavolo Italy
dei Paschi di seina Italy
UBA has witnessed
phenomenal growth and expansion since its inception. Below are a few comparative
statistics showing the rate of growth of the bank since 1961.
Table 1.1: Below shows
the growth rate by providing some growth indicator.
UBA’s GROWTH INDICATORS
No of Branches 10
Capital Base =N=4.0
Total Assets =N=4.9
Pre-Tax Profit =N=2.2
Profit after tax =N=2.2
Within three decades of
its inception, UBA became one of the three leading commercial banks in the
country. In 1978. In UBA also was the first Nigerian bank whose assets reached
the billion naira marl. UBA’s outstanding performance in the past 39 years is
in part, attributable to the willingness to innovate the dual objectives of
providing first class banking services, and being a good corporate citizen.
In 40 years of its
existence, the bank has been taken a great giant stride to become the number
one bank in black Africa. This achievement has been acknowledged worldwide. For
instances, the July 1986 issue of the bankers’ magazine (an international
finance journal based in London) published its annual ranking of the top 500 Banks
is world, UBA was 360th, the highest for any Nigerian Bank. UBA Plc
is structured into six sectors each overseen by an Executive Director.
a. Treasury and Consumer Banking
Treasury and consumer-banking sector is geared towards deposit mobilization and
treasury management. It is charged with leverage the bank’s franchise to grow
deposits and fees in the retail areas. To achieve this, it places reliance
innovative product development and marketing to achieve customers loyalty. Such
products include UBA money-gram, Easy card, Value Card and Save for school.
The treasury arm of the
sector is charged with the effective management of interest, funding and
exchange rate as well as trading of local and foreign currencies. While the
financial institutions, treasury, marketing and federal Government deposits
mobilization units, are responsible for generating wholesale deposits.
The Corporate Banking
sector comprising four divisions, is responsible for on-going prospecting and
management of relationships at the high end of the market selling an entire
range of products services to leading corporate. The multinational, energy and
national corporate divisions service their customer through relationship
managers while a transaction service utilizes product managers.
The energy division
focuses specifically on the oil an gas industry exploring segment specific
competencies in service delivery in the upstream, downstream and oil service
sectors. The achievements of the division have confirmed the bank’s position as
a leading energy bank I Nigeria.
c. Commercial Banking
This sector is
responsible for the development of relationships in the middle market. It
enhances the development of its key relationship, using pricing, development of
new high yield products and value driven relationship management hinged on
target market definition and structured credit offerings.
Through these means and
its presence in major market centers, the sector has contributed to the growth
of many indigenous businesses allover the country. The sector has also
contributed to the bank’s position as the dominant player in the official and
autonomous foreign exchange markets and has supported the overall growth of the
deposit drive of the bank.
d. Credit Risk Management
The credit bank
management sector is possible for the overall management of the risk assets by
ensuring prompt review, analysis and approval of credit facilities. The sector
also ensures compliance with regulatory requirements and with the bank’s own
credit policies and guidelines.
e. Operations & IT
The primary vision of
the operations and information technology sector is to drive customer service
delivery. The operations division delivers the bank’s products to customers
through the branch network. The division has put in place automated clearing
processes and has centralized certain processes e.g. BA & CP processing and
cash sorting in Lagos. it has linked additional branches directly to the money
gram center in Denver, USA. It has also implemented a new general ledger and
improved the closure and reporting of its operations, the information
technology division continues in the modernization of the bank’s systems and
processes. The division intends to deploy SAP applications to the head office
and branches from October 1999. The division will also formalize polices and
standards that will ensure that IT projects embarked upon by the banks are
implemented based on acceptable standards and procedures.
f. Management Services.
The management services
sector comprises human resources management and training, industry relations,
medical services, classified assets management, legal services and the
The managing director
coordinates these six sectors. He also oversees divisions such as financial
control, inspection and strategic management, which are responsible for
assessing compliance with, controls, performance management, financial and
management reporting, as well as decision and information support.
Despite the challenging
economic environment the bank poised to reap the gains of restructuring and is
well positioned to maintain its leadership position in the banking industry by
leveraging on its size, client base, market goodwill, and customer confidence,
in concert with the increasing interest in Africa, recent developments such as
deregulation, liberalization, privatization as well as micro economy stability
have made the business environment. In Nigeria more attractive. UBA Plc as a
modern and forward-looking bank is an ideal strategic business partner for
investment and trade.
NUTURE OF BUSINESS
The nature of banks business is basically that
of funds mobilization and creation of asset from these polls of funds in form
of loans and advances. These banks generally mobilize funds from individual
groups, organisation and government agencies and channel these funds to
profitable investments, the banking industry is a very dynamic one, and one
essential characteristics of the modern day bank is the emergence of several
products and numerous services. It is a change that has brought banking to the
doorstep of customers and phased out aim’s length banking. The nature of
business of banks generally if focused on this development. The recent emphasis
on the principle and application for this concepts in banking has rather been
forced on other environment changes.
PRODUCT AND SERVICES
amongst bans, deregulation, market share and profitability has led to the
introduction of new products, improved services, and relationship marketing. In
recent times, banks regulation and technological innovation have made customers
to alter the services and products they desire. This has compelled banks to
come up with products and services that meet these needs. Such products in UBA
Plc includes; easy card, money gram, save for school, dial up e.t.c.
structure of the bank has under gone rationalization and reconstruction over
the years to meet the achievements of the bank’s objectives and mission. For
better and more effective management decision making, the revised
organisational structure for the bank is as stated above.
profitability: The bank’s growth, both in the terms of turnover and profitability over
the years ahs been attributed to the bank’s willingness to innovate, with the
dual objective of providing first class banking services and being a good
1.2 STATEMENT OF THE
and selection procedures can consciously or unconsciously affect the job
performance and commitment of a prospective employee. This study is therefore
aimed at assessing the impact of an organisation’s method of recruitment and
final selection on prospective job applicants, and how these methods goes a
long way in affecting the commitment of the employee on the job.
1.3 PURPOSE OF THE STUDY
It is believed that
unless and until an organisation stop hiring bad and incapable hands,
organisation development remains a mirage e.g. the wrong man on the wrong job
would only retard his/her growth as well as the progress of the organisation,
so the purpose of this study is to find a suitable and profitable method of
recruitment and selection, so as to avoid the danger inherent in it.
1.4 RELEVANT RESEARCH QUESTIONS
This would serve as a
guide to the solution of the problem being investigated.
What can make an employee resign from his job: is his reason related
to his disbelief, in and non-acceptance of the recruitment and selection
After the recruitment and selection exercise: Does the employee have
a strong desire to maintain membership of the organisation/
Is there a relationship between a successful or near perfect recruitment
and selection exercise and ones performance at work?
Does the employee believe in the recruitment and selection process
embarked by their banks?
What factors would determine a successful recruitment and selection
Does the source through which an applicant was recruited affect his/her
job commitment level?
Does the employee ordinarily be willing to exert effort on be half of
the organisation without being cajoled to do so or having prior knowledge about
the job types before recruitment affects his/her job performance.
These are just a few
questions that have to be addressed and would be needed subsequently for the
construction of the questionnaire.
1.5 RESEARCH HYPOTHESIS
order to meet our goal in this research work the following hypothesis s guides.
1. Ho: That having
accurate and complete information about a job type before recruitment affects
Hi: Having accurate and
complete information about a job does not necessarily affect subsequent job
2. Ho: The source
through which an employee was recruited affects his/her job performance and
Hi: The source through
which an employee was recruited does not affects/her job performance and
3. Ho: The mismatching
of persons and job tends to affect job commitment.
Hi: The mismatching of
persons and job does not affect job commitment.
1.6 SIGNIFICANCE OF STUDY
To ensure the optimum use of the human resources currently employed.
To provide for the future personnel needs in terms of skills, number and
Hence, an organisation
must ensure that it has the right quality and quantity of staff at the right
time, doing the right jobs for which they are economically most useful.
1.7 LIMITATION OF STUDY
Inadequate information as to the true method used in the selection
process of the individual employees.
This limited to some low level officers of the bank under study.
The non-uniformity of the process being employed on individual employees
especially during interviews.
The non-uniformity of the processes being employed by various banks is
its restrict and the extents to which generalizations based on the work can be
This study is only limited to the different methods of recruitment and
does not dwell on the training processes employed by these banks which
1.8 DEFINITION OF TERMS
Recruitment: This refers to a process of searching for prospective candidates for a
particular job offer and stimulating them to apply for such job(s).
Staffing: It is an umbrella term used to describe the following interconnected
activities: job analysis and description, human resources planning, selection
and placement, then transfers and promotions.
Selection: It is a process whereby the most suitable candidate is selected from a
pool of applicants.
Selection ratio: Refers to the numbers of applicant for job opening.
Entrants: New employees in an
Job Application: The expression on the part of the potential job candidate of the
willingness either in writing or oral from to work for a specific organisation.
Job Commitment: It is the willingness and determination to hold on to ones job, given
all-known negative environmental influences.
Job Analysis: It is a complete study of all the rudimentary task elements that make up a job.
Job Description: Is a summary of the functions of job analysis.
10. Job Requirement: They are the physical, educational and
experimental qualifications necessary for job success.
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