Recruitment and Training in the Banking Industry.
ABSTRACT
With the advent of recent economic recession in the country, most public and private companies have resorted to laying off workers in spite of the observed development, some sectors like the Banking sector and layoff as well as absorb employees.
Notwithstanding, such employees are given the opportunity of being trained and equipped adequately to effectively and efficiently perform well in their jobs. Consequently, the project examines human resource recruitment and training in the Banking sector, taking Access Bank and Eco bank as a case study.
In achieving the sole objective of the study, a number of research tools were employed; such as the questionnaire, oral and structured interviews and content analysis of relevant documents like the Banks recruitment policy manual.
In the course of the study, the researcher discovered that though the Banks’ recruitment and training methods are good enough, there is still need for improvement.
Based on the finding in recognition of the fact that human resource constitutes an integral part of any organization, the research proffered some suggestions.
Thus the need for periodic and system recruitment programmes, provision of checks and balance to streamline the imbalance and bureaucracy in the final nomination of staff for training.
It is conviction of the researcher that this research study will in no distance time provide a basis for improvement in the recruitment and training methods of Access Bank in the attainment of organizational objectives.
TABLE OF CONTENTS
Title page ii
Certification iii
Approval iv
Dedication v
Acknowledgements vi
Abstract vii
Table of Contents viii
CHAPTER ONE
1.0 INTRODUCTION 1
1.1 Background to the Study 1
1.2 Statement of the Problem 6
1.3 Objectives of the Study 7
1.4 Significance of the Study 8
1.5 Scope of the Study 8
1.6 Limitation of the Study 9
1.7 Research Questions 10
1.8 Hypothesis 11
1.9 Definition of Terms 12
References 14
CHAPTER TWO
2.0 LITERATURE REVIEW 15
2.1 Recruitment 15
2.1.1 Definition of Recruitment 17
2.1.2 Definition of Vacancy 18
2.1.3 Definition of the Job 19
2.1.4 Definition of the Person 20
2.2 Sources of Recruitment 22
2.3 Recruitment Methods 26
2.3.1 Effectiveness of Recruitment Methods 35
2.4 Factors Affecting Recruitment Methods Labour Availability 38
2.4.1 Organization Size 38
2.4.2 Constraints and Institutional Pressure 39
2.5 Types of Position and Industry 39
2.6 Employee Development and Training 40
2.6.1 The Role of the Trainer 41
2.6.2 Identifying Training Needs 42
2.6.3 Planning Training 43
2.6.4 Evaluation of Training 46
2.7 Overview of Selected Banks 49
References 51
CHAPTER THREE 3.0 RESEARCH DESIGN AND METHODOLOGY 58
3.1 Research Design 59
3.2 Population of Study 60
3.3 Sample of Study 60
3.4 Sampling Techniques 62
3.5 Questionnaire design 63
3.6 Administration of Questionnaire and Data Collection 63
3.7 Method of Data Analysis 64
3.8 Summary 65
References 66
CHAPTER FOUR 4.0 DATA PRESENTATION AND ANALYSIS 67
4.1 Data Presentation 67
4.2 Analysis of Data 68
4.3 Testing of Hypotheses 83
CHAPTER FIVE 5.0 SUMMARY, CONCLUSION AND RECOMMENDATION 58
5.1 Summary and Findings 58
5.2 Conclusion 58
5.3 Recommendations 59
5.4 Area for further Study 59
Bibliography 60
Appendices 61
1.1 Background to the Study
In every organization, manpower requirement has to be planned for; also certain amount of money must be budgeted for spending. Manpower planning therefore should not be seen in isolation, but in the context of the growth of the organization which can effectively boost the supply of the required human resources to equate various activities toward achieving organization corporate objective. The aim of recruitment is to ensure that the organization’s demand for employees is met by attracting potential employees (recruits) in a cost-effective and timely manner (G. A. Cole, 2004:338)
One of the major bottlenecks confronting management (case in point the banking industry) is the inability to distinctively and effectively carry people along. Obviously, it is pertinent to focus our attention on the precarious and complex area of resourcing which include recruitment, selection, orientation, training and utilization of the outfit.
BIBLIOGRAPHY
Churchill, G. A. (1979) Marketing Research: Methodology Foundations. London: N. J. Prentice Hall.
Cole, G. A. (2004), Personnel and Human Resource Management. London: Thomson Learning.
Cole, G.A. (2004), Management Theory and Practice. London: Thomson Learning.
Donald, D. Crane, (1974), Personnel Management a situational Approach. London: California: Wadsworth Publishers Company.
French, W. F. and Helinega, G. (1971), Personnel Management and Organization Development. New York: Honghon Mifflin Company.