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TABLE OF CONTENTS
Title page
Abstract
Table of Contents
CHAPTER ONE
1.0 INTRODUCTION
1.1 Background to
the Study
1.2 Statement of
the Problem
1.3 Objectives of
the Study
1.4 Significance
of the Study
1.5 Scope of the
Study
1.6 Limitation of
the Study
1.7 Research
Questions
1.8 Hypothesis
1.9 Definition of
Terms
References
CHAPTER TWO
2.0 LITERATURE
REVIEW
2.1 Recruitment
2.1.1 Definition of
Recruitment
2.1.2 Definition of
Vacancy
2.1.3 Definition of
the Job
2.1.4 Definition of
the Person
2.2 Sources of
Recruitment
2.3 Recruitment
Methods
2.3.1 Effectiveness
of Recruitment Methods
2.4 Factors
Affecting Recruitment Methods Labour Availability
2.4.1 Organization
Size
2.4.2 Constraints and
Institutional Pressure
2.5 Types of
Position and Industry
2.6 Employee
Development and Training
2.6.1 The Role of the
Trainer
2.6.2 Identifying
Training Needs
2.6.3 Planning
Training
2.6.4 Evaluation of
Training
2.7 Overview of
Selected Banks
References
CHAPTER THREE
3.0 RESEARCH
DESIGN AND METHODOLOGY
3.1 Research
Design
3.2 Population of
Study
3.3 Sample of
Study
3.4 Sampling
Techniques
3.5 Questionnaire
design
3.6 Administration
of Questionnaire and Data Collection
3.7 Method of Data
Analysis
3.8 Summary
References
CHAPTER FOUR
4.0 DATA
PRESENTATION AND ANALYSIS
4.1 Data
Presentation
4.2 Analysis of
Data
4.3 Testing of
Hypotheses
CHAPTER FIVE
5.0 SUMMARY,
CONCLUSION AND RECOMMENDATION
5.1 Summary and
Findings
5.2 Conclusion
5.3 Recommendations
5.4 Area for
further Study
Bibliography
Appendices
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.
CHAPTER ONE
INTRODUCTION
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. This is not just a....
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