HUMAN RESOURCES MANAGEMENT IN COMMERCIAL BANKS

(A CASE STUDY OF UNION BANK OF NIGERIA PLC ENUGU)

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CHAPTER ONE

Introduction                                                                       1

• Back Ground of the study 1
• Statement of the problem 4
• Purpose of study 5
• Scope of the study 6
• Research question 6
• Null Hypothesis (H0₁) 7
• The significant of the study 8
• Definition of terms 9

CHAPTER TWO

Literature Review                                                                        11

2.1     The effect of lack of good relationship between

supervisors and their subordinates on the overall

performance of union bank                                               11

2.2     The effect of staff resignation on bank services                 18

2.3     The effect of staff involvement in fraudulent

activities on the banking sector                                25

2.4     The impact of industrial relations on bank services  30

2.5     Summary of the overage literature review                         32

CHAPTER THREE

Research Methodology                                                                34

• Research design 34
• Area of the study 34
• Population of the study 34
• Sample and sampling procedure 34
• Instrument for data collection 35
• Validity and reliability of the instrument 36
• Administration of instrument 37
• Method of data analysis 37

CHAPTER FOUR

• Data presentation and results

Summary of results/findings                                              39

CHAPTER FIVE

• Discussion, implication and recommendation 51
  • Discussion of findings 51
  • Conclusion 55
  • Implication of the results 56
  • Recommendations 57
  • Suggestions for further researcher 58
  • Limitations of the study. 59

Reference                                                                 60

Appendix                                                                 61

 

 

LIST OF TABLES

Table 4.1     Response analysis on Research question 1 to what extent do you agree on the existence of good relationship between Junior and Senior Staff of UBN plc?

Table 4.2     Test of Hypothesis 1.

Table 4.3     response analysis on research question 2, to what extent do you agree on resources adequate in  Union Bank for job satisfaction and motivation as it regards to the problem of bank staff resignation?

Table  4.4    Test of Hypothesis 2

Table 4.5     Response analysis on Research question 3, what are the general causes of bank staff involvement in fraudulent activities?

Table 4.6     Test of hypothesis 3

Table 4.7     response analysis on research question it, what is the position of industrial relationship in commercial Banks with particular reference to Union Bank of Nigeria Plc Enugu.

Table 4.8     Test of Hypothesis

 

ABSTRACT

This is a research work on human resources management in commercial banks a case study of Union Bank of Nigeria Plc.  It is aimed at ascertaining the extent of staff welfare, their training and development, and how it affects the growth of the bank.  Important of the study is to enable the bank render good and efficient services to their customers.  This could be done when the management might have identified and complied with areas of the work force that needed urgent attention. The findings are:

a.               There are good relationship between senior and junior staff of UBN Plc Enugu.

b.              There is no significance difference on the resources adequacy for job satisfaction and motivation as it regards to the problem of bank staff resignation.

c.               There is no significance difference on the general causes of bank staff involvement in fraudulent activities.

d.              There is no significance difference on the position of good industrial relation between senior and junior staff of Union Bank of Nigeria Plc Enugu.

CHAPTER ONE

 

INTRODUCTION

• BACKGROUND OF THE STUDY

Human resources management conters on the modern world of work with the emphasis on people which are the most critical and differentiating  resources for achieving future desired by every organization.  Labour being the production for not only the future success but also for the reinvention of organization.

For over the years the issue of manpower’s care and development had received and continued to receive less attention from the management of most organizations, inspire of th evital role they play in the realization f the firm’s objectives.

In some of the organizations, the staff are not paid as at when due, some work late hours after the closure of work without overtime payment, while some serve for many years without promotion.  Thus resulting in port attitude to work by the affected staff.  When you observe some able bodied youthful individuals wearing a sullen look, typists sleeping o their typewriters, secretaries enageing in idle gossip with other colleagues, middle management engaging in chat over groundnuts, bananas and oranges and in some cases reading their handouts, it shows they are not satisfied on their job.  This equally convinces one that  there is the need for better human resources management and utilization.

The banking industry especially Union Bank of Nigeria Plc., is not left out in this trend.  Here emphasis is placed on capital and material resources instead of human beings.  This is evident when there is a robbery incident in any of the branches and money is removed the management will not be concerned about the safety and or welfare of the affected staff.  Instead they will be seriously disturbed about the cash and equipment stolen by the bandits, despite the fact that staff may have gotten some bullet wounds.  Often times in such situations, the management will lock-up some staff with the police while investigation are carried out as for when and how the incident occurred.  Again there is this jargon in the bank which says “Cash Firs” showing that cash and other resources are proffered to human beings.

Some members of management recommend only their relations for further training or promotion at the expense of other staff. Most of the staff stay over 8 years without promotion and self actualization does not receive immediate reward.  Some work very late in the office daily without proceeding on annual leave, thus resulting frequent visits to hospitals, and the resultant increase in staff medical bills.  Some managers lack the required motivate employees.  For this reason, people behave as they like, absenteism, poor attitude to work, and strike actions become the order of the day.  Some of the staff who could not endure this ugly phenomenon are forced by circumstance to resign their appointment.  These posted for counter services pay less attention to the customers, hence they keep them waiting longer than necessary.

Poor supervision is practiced in every department and the supervisor is most unwilling to supervise.  He has a non-chalet attitude to his work, consequently the entire organization suffer some commercial banks maltreat their work force by embarking on outright sack of their members of staff, thus leaving them in the labour market without money, gratuity, and without hope.   In such a place, job insecurity abounds as workers discharges their duties with fear.  They are in constant fear and doubt as to whether services will still be needed in the next hour.

In 1998, Union Bank embarked on a re-engineering and repositioning exercise where in they instituted a voluntary retirement scheme which was the exit of 2500 staff of the Bank.  Though this scheme favoured the staff concerned, these therefore left the bank with few workers to attend to the numerous banking activities consequently, counter services become so tasking that one person now do the work originally meant for three persons before the reengineering exercise.

It is generally believed that banking enjoy good working conditions, and are well cared for in all its ramifications.  But one would want to know the truth in this assertion.  What really is the position of  human resources management in commercial Banks especially union Banks of Nigeria?

 

1.2     STATEMENT OF THE PROBLEM

          The human resources factor is indeed an essential factor in the making of any business organization.  But unfortunately, this all important resources inspite of the vital role it plays in the realization of the firms objectives, is being neglected as more emphasis is placed on capital and material resources instead of on human beings.  In Union Bank of Nigeria the same problem of staff neglect inadequate care for staff, and constant conflict between superiors a