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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