RECRUITMENT ADVERTISEMENT AND SELECTION DECISION

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RECRUITMENT ADVERTISEMENT AND SELECTION DECISION

CHAPTER ONE

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 modern 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 be trained, and advised in selection matters especially interviewing.

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, UBAPlc would be not be exemption.

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 minisry i.e. ministry of labour and productivity.
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 from these that are available or responded to the advertisement or limitation to apply for the job vacancies.

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 in some says 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 UBAPlc have been claimed to be inefficient and inefficient, hence the research intends to seek remedies to this occurrence.

Crime such as fraud, human errors and time spend by customers in the bank before being attended to have become a major problem to the management. High labour turn-over 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 UBAPlc?

– 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

to access the efficiency and effectiveness of UBAof Nigeria Plc recruitment and selection policies as well as comparing them to the practices.
To find out the effectiveness of recruitment and selection pressures used. And recommend possible improvement.
To access and ensure the employment of competent and well qualified staff that care 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.
To access and ensure 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.
To determine the judicious maintenance of both human and material resources in the organization.

1.4 STATEMENT OF THE HYPOTHESIS

This project is an attempt to find out how a recruitment and selection procedure is conducted in UBAPlc. 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.

Hi: Effective recruitment and selection procedures have effect on employees’ productivity.

1.5 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 UBAof Nigeria Plc.

1.6 SCOPE AND LIMITATIONS OF THE STUDY

The geography of this research work is confirmed to the UBAPlc Enugu headquarter. But however as a financial institution that have live above board for many decades, it has several branches both within and outside the state, but with its headquarters at Lagos. All branches are however answerable to

the headquarter as major managerial decisions are often initiated there. As such first hand information for this research for this research would have been readily available there.

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.

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