RECRUITMENT SELECTION AND TRAINING IN A PUBLIC LIMITED LIABILITY COMPANY
(A CASE STUDY OF FIRST BANK OF NIGERIA PLC ENUGU BRANCH)
- Project Topics & Materials - Gross Archive
RECRUITMENT SELECTION AND TRAINING IN A PUBLIC LIMITED LIABILITY COMPANY
(A CASE STUDY OF FIRST BANK OF NIGERIA PLC ENUGU BRANCH)
ABSTRACTThis project work is an-depth study of recruitment, selection and training, which are seen to feature prominently as crucial elements of personnel management.
The overall objective of t his research work was to examine the institutionalized process of recruitment and selection as feared in a public limited companies; examine the practicability of the recruitment, selection and training processes as stipulated, appraise attempts by organization to increase employees’ performance and effectiveness through training efforts; and to examine practical problems emanating from these vital personnel management functions. It further aims to offer useful suggestions and recommendations for improvement.
First Bank of Nigeria PLC Enugu branch was selected as a case study because of its use of standard protocols in recruitment and selection and its standing policies on staff training.
The study is therefore an integrated picture of those very vital personnel management functions that involves in the selection and optimization of manpower by continuous training to be able to achieve the desired objective effectively and efficiently too.
In carrying out this project, data was derived from both primary and secondary sources and structured interviews were use to bring support to the study.
At the end of the study, it was evident that FBN PLV Enugu branch has been able to efficiently and effectively achieve organizational goal by formulating sound policies on recruitment and selection.
TABLE OF CONTENT
CHAPTER ONE
1.0 Introduction
1.1 Statement of problem
1.2 Objectives of the study
1.3 Significance of the study
1.4 Statement of Hypothesis
1.5 Scope of the study
1.6 Limitation of the study
1.7 Definition of terms
CHAPTER TWO
2.0 Review Of Related Literature
2.1 Introduction
2.2 Job Analysis
2.3 Job Description
2.4 Job specification
2.5 Recruitment
2.6 Source of Recruitment
2.7 Factors affecting Recruitment
2.8 Selection
2.9 Application forms/letter
2.10 Short-listing
2.11 Test
2.12 Interview
2.13 Medical/Physical Examination
2.14 References
2.15 Final Offers of Employment
2.16 Training
2.17 Phases in training Programs
2.18 Need for Training Staff
2.19 Why is necessary to Train Staff?
2.20 Methods of Training
2.21 Evaluation of Training
References.
CHAPTER THREE.
3.0 Research Methodology
3.1 Research Design
3.2 Sources of Data
3.3 Sample unit and sample size
3.4 Method of Investigation
3.5 Test of Hypothesis
CHAPTER FOUR
4.0 Presentation, analysis and interpretation of data.
4.1 Introduction
4.2 Need for recruitment
4.3 Frequency of Recruitment
4.4 Sources of Recruitment
4.5 Selection Procedure
4.6 Aptitude Test
4.7 Interview
4.8 Reference Report
4.9 Pre-employment Medical Examination.
4.10 Final Employment
4.11 Training in First Bank of Nigeria Plc
4.12 Methods of Training in FBN PLC
4.13 Hypothesis Testing
CHAPTER FIVE
5.0 Summary of Findings, Conclusion and Recommendations
5.1 Findings
5.2 Conclusion
5.3 Recommendations
Bibliography
Appendix (Questionnaire)
CHAPTER ONE
1.0 INTRODUCTION
Recruitment selection and training, which are the focus of this research, can be seen to feature prominently as being among the crucial traditional functions of personnel management. It is a unanimous contention today that men, not money, control the destiny of business organization. The existence of business in a dynamic environment like ours coupled with the increasing demand of society has created the need to simplify the process of reading the people. This in turn requires a formidable management than to plot and maintain the course of the organization toward actualizing its goals.
People with capacity and skill, coupled with the right attitude to work is, needed to perform functions relating to the successful accomplishment of the organization objectives. People have therefore been described as the biggest asset available to an enterprise since in actual fact they constitute an indispensable prerequisite for production. Consequently, the overall process of creating a large pool of applicants who are willing and able to work for the organization (i.e. recruitment), a thorough screening of these considered the most likely to have a greater chance of successful job performance (i.e. Selection) as well as further attempt to enhance efficiency productivity of job holders by organizing a programme of learning and acquisition of specified skills and knowledge for definite ends (i.e. Training) is paramount importance to the organization.
It must be noted however that recruitment, selection and training that has been discussed so far only represent a tip of the activities involved in personnel management. Personnel management is concerned with managing people at work and its objective is to assist the organization in the recruitment of a suitable labour force and to create a condition which will make the worker as effective as possible in the performance of his/her work. In summary, personnel management called is said to perform certain major function among which are.
- Formulation of personnel policies
- Recruitment, selection and placement
- Training of Employees
- Promotion and Transfer of Employees
- Collective Bargaining Negotiation
- Performance appraisal
- Preparation of job Analysis and Job Evaluation for each position in the organization.
These functions are interrelated and interdependent.
They interplay not only to ensure continuity of the organization, but also to contribute meaningful in the pursuit and achievement of organizational goals and objectives (FBN Journals).
HISTORICAL BACKGROUND
First Bank of Nigeria Plc, for over a century has distinguished itself as a leading banking institution and a major contributor to the economic advancement and development of Nigeria founded in 1894 by a shipping magnate from Liverpool. Sir Alfred Jones, the Bank Commenced as a small operation in the office of Elder Dempster and company in Lagos. It was incorporated as a limited liability company in London on March 31, 1894, with head office in Liverpool. It started business under the corporate name of the Bank for British West Africa (BBWA) with a paid up capital of 12000 (peunice).
With current 307 branches spread across the federation and a London branch, the Bank maintains the largest branch network in the country. At inception of operation in 1984, the Bank had a staff of six, comprising three Europeans and three Africans. Today, the Bank is fully Nigerianised in response to the aspiration and yearning of the Nigerian people and government. To reposition and take advantage of opportunities in the changing environment, the Bank undertook several restructuring exercises. In 1957 it changed its name from Bank for British West Africa to Bank of West Africa-In 1969, the Bank was incorporated locally as the standard Bank of Nigeria Limited in line with the Companies Decree of 1969. Subsequent changes in the name of the Bank also occurred in 1979 and 1991 to first Bank if Nigeria limited and first banks of Nigeria Plc. Respectively.
The Bank has improved tremendously judging from a number of parameters including number of branches, growth in deposit base, asset size, staff strength and size of loans and advances. Furthermore, its track record of profitability and reliability in sound banking operation has continually places the Bank in its leadership position. Presently it has its Head office at 208/212 Broad street; Lagos-Islanf Lagos Nigeria.
1.1 STATEMENT OF PROBLEM
Many organizations do have situations of putting square pages in round holes by employing unqualified personnel or staff to occupy positions they are not fit to handle in that organization. This problem offer, arise when there is poor or faulty recruitment and selection process.
These inadequacies in the recruitment and selection process which invariably leads to how productivity and general inefficiency in workers’ performance form the basis on which this research is premised: And First Bank of Nigeria Plc Enugu branch has chosen as the case study for the research work.
1.2 OBJECTIVES OF THE STUDY.
The main objectives of this research work are as follows:
1. To examine the institutionalized process of recruitment selection and training as operated in a banking industry.
2. To companc the theory of the recruitment, selection and training process to actual practice.
3. To appraise the efforts of the organization at increasing the effectiveness and efficiency of the employees through training programmes.
1.3 SIGNIFICANE OF THE STUDY
For any organization to achieve its corporate goals there must be an adequate work force that possesses the right knowledge and skill. There is unanimous agreement that an adequate number of qualified and competent manpower are move often than not fully responsible for the growth and success achieved by an organization given other important elements such as capital and material.
So also, it is obvious that when the right type of people are placed in the right jobs in the various business units/department, then there is a tendency for increased efficiency of operation and productivity. Therefore, the significance for this study is the need to present an integrated picture of those very vital personnel management functions responsible for the selection and continuous training of required manpower that is capable of achieving the desired objectives, effectively and efficiently.
RESEARCH QUESTIONS FORMULATED
The highlighted questions below are the major ones to be addressed in this research work.
1. Does there exist in a public limited company on institutionalized process of staff recruitment, selection and training?
2. What is the degree of adherence to such formalized procedures if they do exist-and how effective are they?
3. Has such procedures assisted the company in employing the best hands for its operations?
4. What are the criteria for determining the training needs of an employee?
5. Does training in anyway affect a worker’s productivity and efficiency?
6. Has the training programmes helped organizational growth in any way?
1.4 STATEMENT OF HYPOTHESIS
1. Ho: The formulations of relevant processes of recuritments and selections have enhanced the matching of individual capabilities with jobs attached.
H1: the formulations of relevant process of recruitment’s and selections have not enhanced the matching of individual capabilities with jobs attached.
. Ho: The adoption o various training techniques for the purpose of staff training and development have improve the proficiency and efficiency of employees (workers) performance over time.
H1: The adoption of various training techniques for the purpose of staff training and development have not improve the proficiency and efficiency of employees (workers) performance over time.
1.5 SCOPE OF THE STUDY
This study is intended to cover the entire workers of the organization in term of the mode of recruitment, selection and training. The research focuses on the human capital management department of the Head office as the primary source of information. This department is responsible for handling all matters relating to staff and staffing procedure.
i. There is an established institutionalized process of recruitment, selection and training as operated in a public limited company, with first Bank of Nigeria Plc Enugu branch as a case study.
ii. There is increase in the effectiveness and efficiency of the employees through the various training techniques and programmes adopted by the company.
1.6 DEFINITION OF TERMS:
Explanations on the meaning and interpretation of some terms as they are used in this study are given below:
1. Recruitment: This is the process of searching for and attracting applicants for jobs ad the need arises
2. Selection: This occurs after recruitment. It is the systematic effort that is made to identify the most suitable candidates to fill identified positions.
3. Placement: This is the process by which the exact positions and schedules that now employees should fill are determined including the process of adjudging which employees/positions should be transformed separated promoted or retained.
4. Training: This covers all the efforts of the company that are aimed towards the acquisition of basic skills that are required for the execution of the functions for which the employee is lined.
5. Staffing: This is the process of securing and maintaining an effective work force that will help a company an effective work force that will help a company achieve it aims and objectives.
6. Manpower Planning: This is the formulation of strategies for the effective acquisition, utilization, improvement and retention of an organization human resources.
7. Public limited liability company: This is a business company that often offers its shares for scale to the public on the stock exchange. A large capital base often characterized them.
TERMS AND CONDITIONS
Using our service is LEGAL and IS NOT prohibited by any university/college policies
You are allowed to use the original model papers you will receive in the following ways:
1. As a source for additional understanding of the subject
2. As a source for ideas for your own research (if properly referenced)
3. For PROPER paraphrasing ( see your university definition of plagiarism and acceptable paraphrase)
4. Direct citing ( if referenced properly)
Thank you so much for your respect to the authors copyright.
For complete Project
Visit www.grossarchive.com
Or call
+2348130686500
+2348093423853