The practice of staff selection and induction in most organization had been seen as most importance functional activity of personnel department in the organization which the purpose is to a collection of familiar items or persons from which some are taken or accepted and also to give employees at all level sufficient instruction and guidelines to enable them to be productivity, effectively and efficiently for promotion.
According to Agbo (2001) in the larger organization, there is likely to be several different jobs and position vacant at a particular time and there are many applicants who are interested in employment with the organization so that the selection program should be designed to provide qualified personnel on a continuing basis for a wide variety of jobs while the matching of talent and job specifications at best is often a compromise, it is essential to building an efficient and productivity work force. Applicants who have been selected carefully usually learn job tasks easier, become better producers and are usually happier in their jobs than those who are selected on causal basis. Obviously the induction and selection process is intimately connected with the over all manpower system.
Some organization particularly those with limited promotional opportunities emphasize selection. They seek fully trained employees capable of staring to work at once, many professional organization example, schools, consulting firms, banks etc fit into this category with short-run job.
Graham (1981) defines “induction” as the process of introducing employee to the activities, customers and tradition of the organization.
Nevertheless, the progress of much organization being it service oriented or otherwise depends on their level of productivity.
The high productivity and efficiency is depends on the quality of employee or staff recruited into such organization.
This is highly affected by the policy of the organization as regards staff selection. It is apparent that the management of any organization should map out a nice strategy in selecting their staff. This will enhance both the quality of the staff and their performance.
More so, it does not end in selecting the staff. The performance of some on depends freely on his conversant with the new environment as well as their work rules.
The essence of induction is to familiarize the staff with the new environment in their place of work (offices).
After staff selection, induction and recruitment, the newly recruited staff and strangers in the organization are look like novice. This will definitely affect their performance.
Induction is then carried out to expose them to the environments, the organization work rules and a lot of other needed information. It was on this background that the researchers have chosen to carryout this research on this topic, the practice of staff selection and induction using Union Bank as her case study.
The concept of God father in Nigeria today is absolutely eating into the bone marrow of every system in the society including the practice of selecting and induction staff.
The issue has remained WHO Do You Know? WHO is Your God Father and not quality or merit anymore, it should be realized that the Banking System is expected to be above board in selecting their staff.
Their practice should be different from other service organization because of nature of work. Quality and competence should be their watchword. Godfather syndrome should not be welcomed. It is on this basis that the researcher has decide to place the emphasis in this study on the practice of selection and induction in this recent time, which has prompted many organizations in closing very appropriate places for conducting seminars lectures for the benefit of the staff.
This study will be carried out using Union Bank of Nigeria Plc, formerly known as Baclays Bank International, which come into the country in the year 1971 as one of the commercial banks.
Baclays Bank was formed by a goldsmith family in Britain as an up giant of the goldsmith receipt used as a exchange on the dealing involving trade by barter.
However, the era of indigenization open (second phase) in 1917 made in mandatory that foreign owned company should diversity their ownership based. Bank which were classified among the service sectors be longs to the owners ratio of participation of 60% Nigeria quote in “Union Bank” came into existence until when the name was changed from Baclays Bank to Union Bank of Nigeria Limited in 1979 and then they came a quoted company in 1990 when it went public.
Ugwu, A. (2018). THE PRACTICE OF STAFF SELECTION AND INDUCTION (A CASE STUDY OF UNION BANK OF NIGERIA PLC). Afribary. Retrieved from https://afribary.com/works/the-practice-of-staff-selection-and-induction-a-case-study-of-union-bank-of-nigeria-plc-4437
Ugwu, Anderson "THE PRACTICE OF STAFF SELECTION AND INDUCTION (A CASE STUDY OF UNION BANK OF NIGERIA PLC)" Afribary. Afribary, 29 Jan. 2018, https://afribary.com/works/the-practice-of-staff-selection-and-induction-a-case-study-of-union-bank-of-nigeria-plc-4437. Accessed 06 Feb. 2023.
Ugwu, Anderson . "THE PRACTICE OF STAFF SELECTION AND INDUCTION (A CASE STUDY OF UNION BANK OF NIGERIA PLC)". Afribary, Afribary, 29 Jan. 2018. Web. 06 Feb. 2023. < https://afribary.com/works/the-practice-of-staff-selection-and-induction-a-case-study-of-union-bank-of-nigeria-plc-4437 >.
Ugwu, Anderson . "THE PRACTICE OF STAFF SELECTION AND INDUCTION (A CASE STUDY OF UNION BANK OF NIGERIA PLC)" Afribary (2018). Accessed February 06, 2023. https://afribary.com/works/the-practice-of-staff-selection-and-induction-a-case-study-of-union-bank-of-nigeria-plc-4437