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1.1 BACKGROUND OF THE STUDY
One of the most important function of personal or human resource management is staffing, recruitment or employment of the right caliber of workers to achieve the goals of an organizations. The cavities involved in carrying out this function range from the determination and dedication of job vacancy, placement of advertisement, job interview, selection, placement and induction. According to wand [2008:137) staffing is filling position in the organization structure through defining work force requirement enforcing work force, appraising, selecting, training and development of workers, also adequate supervision of their activities and the maintenance of sound human relation. The manager’s function of staffing is concerned exclusively with people as a result it introduce complexities that do not yield so well to the efficacy of logic. Thus, uncertainties in the selection and direction of people may lead to frustration of managers who known the important of staffing and at the same time recognize the limitation of the tool available for carrying out this function effectively according to Agbo, [2008;47] a good personal recruitment programmed requires that the organization should anticipate vacancies as fast as in advance. It should be properly planned and well operated. Poor recruitment effort could lead to the selection of poor applications because position are to be filled too quickly, it a satisfactory recruitment is not made a company may be force to lower its standards to accept marginal applicants.
Union Bank of Nigeria Plc is committed to equal opportunity and to a performance culture where recognition, promotion and rewards are based upon merits and demonstrated performance. Their employment policy is driven by generous staff welfare, career growth and industrial harmony. It is the policy of the bank that there should be no discrimination in considering applications for employment including those from qualified disabled persons. All employees whether or not disabled are given equal opportunities to develop. As at 31st march 2008, 6 disabled persons appeared in the employment of the bank.
According to Koontz H. (1998), performance management is the systematic pores by which an agency involves its employment as individuals and members of group in improving organizational effectiveness in the accomplishment of agency mission and goals.
According to George M.. (2002: 413) managers are responsible for acquiring developing, protecting and utilizing the resources that an organization needs to be efficient and effective. One of the most important resources in all organization is human resources. The people involved in the production and distribution of goods and service. Human resources include all member of an organization, ranging from LOT manager to entry. Level employees, effective managers lie Ricardo Semler in “A” managers challenge realized how valuable human resources are and organization build and fully utilize their human resources to gain a competitive advantages.
According to Jones R. (2006:123) Recommitment includes all the activities managers engaged into develop a pool of qualified candidate for open positions. Furthermore selection is the process by which managers determine the relative qualifications of job. Prior to actually recruiting and selection employees managers need to engaged in two important activates. Human resources planning and job analysis. Manager use recommitment and selection. The first component of an human resources management system to attract and hire new employees who have the abilities, skills and expends, for that will here an organization achieved its goals.
STATEMENT OF THE PROBLEM
Despite the effort of the personnel manager in ensuring credibility on areas of recruitment and selection exercise some applicator who seems to have godfather in such organization tend to manipulated there lay down process in order to suit their. Own candidate and as such resulting to more services problems in the organization based on the fact that incompetent staff has been recruited among the workforce, thus, when an applicable does not under go all the process involved before employment, it goes a long way in effecting such person performance in the position and as such affecting the organizational goals and objectives. The staff find it difficult to cause up with the organization standard.
The problem that the researcher will be addressing has to do with the consequence of not embarking on due processes of employment as well as other likely problem of staff performance in the organization.
OBJECTIVES OF THE STUDY
The objective of the study includes:-
To examine the employment process, practiced in union bank (study organizations).
To determine the infact of employment process in the perforamcnes of the employees.
To identify some of the challenges associated with employment processes or exercise.
1.4 RESEARCH QUESTIONS
what are the effect of the employment process in the performance of employee.
HO: Employment process is not practice in union bank plc Enugu .
Hi: employment process is practice in union bank PLC Enugu.
Ho; there are no mismanagement problem union bank in employment process.
Hi: there are mismanagement problem encountered by union bank in employment process
SIGNIFICANCE OF THE STUDY
The study will benefits union bank as well as other corporate firms that need the service of employee in terms of employment processes so as to maximize the best among the potential applicate/employees.
Moreso, the researcher will benefits from the study as a future manager to be in developing skills on employment process and it effect on employees performance.
Finally, the findings of the researcher can serve as references material to other forth coming researcher especially those that may research on the same study/topic.
SCOPE OF THE STUDY
The scope of the study centres on union bank of Nigeria PLC in Enugu in examining its employment process and the effect on employee performance.
1.8 LIMITATIONS OF THE STUDY
As one of those factor that imitated against the success of the study. The time allocated for this study is not all that enough couple with the researcher personnel work like demostive work, assignment etc.
Another constraint is finance there are other places that the researcher would have source for information but rather tend to limits due to financial incapability’s.
The attitude of some respondent is quite discouraging in terms of cooperation and sincerely.
1.9 DEFINITION OF TERMS
HUMAN RESOURCES UNFAMILIAR MANAGEMENT
Is the management function that deals with recruitment, placement, training and development of organization members (Stonenr and Freeman, 1992:374).
Compares an individuals job performance to standard or objectives developed for the individuals position (Norbert M. 2010:158).
It is concerned with developing a tool of job candidates in line with the human resources plan. (Norbert M.2010).
Involves using application forms resumes interviews employment and skills, test, and reference check to evaluated and screen job candidates for the managers who will ultimately select and hire a candidates. (Norbert, 2010:158).
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