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CHAPTER ONE
1.1 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 and their
subordinates, are lice which has eaten deep into the big, strong and reliable
bank. The central issues therefore revolves ground the following:
1. It has been doubtful on the nature of relationship existing between superior
and their subordinates as it regard human resources management in Commercial
Banks.
2. It has been difficult to understand why many workers do resign from the
banking industry.
3. It has been difficult to determine the nature of the causes of fraudulent
practice by bank staff.
4. The cause of constant industrial dispute in the bank
1.3 PURPOSE OF THE STUDY
This implies the aim
of the resources work. It therefore indicates the direction of the research and
what the study intends to achieve. The main purpose of this study is to
ascertain how the human factors the workers are cared for and or managed in
Union Bank of Nigeria Plc to achieve its set goods. This study therefore aim
to:
1. Determine the kind o relations that exist between superiors and their
subordinate
2. Determine why more people resign from the banking industries.
3. know why and the extend of staff involvement in fraudulent activities within
the banking sector.
4. ascertain the position of industrial relations in the bank.
1.4 SCOPE OF THE STUDY
The scope of this project boarders on how welfare of workers is being handled in commercial banks, a case study of Union Bank f Nigeria Plc Enugu
1.5 RESEARCH QUESTIONS
In order to achieve
the objectives of this study, the following research questions were formulated.
1. How can you describe the relationship that exists between superiors and
their subordinates in your bank?
2. what roles does
job satisfaction and motivation play towards the problem of bank
resignation
3. what are the problems of bank staff involvement in fraudulent activities?
4. what is the position of industrial relations in commercial bank with
particular reference to Union Bank Plc?
1.6 NULL
HYPOTHESIS (HO)
HO: There is no
significant deference (P>0.5) between the view of the superior and
subordinate on the existence of a good rapport among them.
HO2: There is no significant difference between the mean perception of junior
and senior staff of Union Bank of Nigeria Plc Enugu at (P > 0.5) on job
satisfaction and motivation as it avert the problem of bank staff resignation
H0¬3: There is no significant difference between the mean perception of junior
and senior staff of the bank at (P < 0.5) whether bad management and non
segregation of duties promotes bank fraud among staff?
HO4: There is no significant difference between the views of the senior and
junior staff of Union Bank of Nigeria Plc at (P < 0.5) on whether there is
good industrial relations among them.
1.7 SIGNIFICANCE OF THE STUDY
This refers to the
importance or the usefulness of the research to both the public and the bank
itself. The importance of the study are:
1. To help the management of Union Bank of Nigeria Plc see areas of the
workforce that needed urgent attention.
2. To enable the banks render good and efficient services to their customers.
3. It will help the bank adopt proper measures and means for checking of
frauds.
4. it will help curtail the rate of industrial dispute in the banking industry.
5. It will lead to profitability when the issue of staff welfare is properly
addressed.
6. It will enable other sectors see the need for more emphasis on staff care
and development.
7. It will form a base to be relied upon by subsequent researchers who may wish
to make further inquires into the cases and affect of bank frauds in Commercial
Banks.
The importance of the research work cannot be over emphasized the ability of
the Commercial Bank (especially Union Bank of Nigeria Plc) to perform its
duties efficiently and effectively on human resources management. It will help
both the management and the staff and the world at large.
1.8 DEFINITION OF TERMS
1. Egomaniacs: This
is the study of work and working conditions in order to improve people’s
efficiency.
2. Bandits: It implied group of armed gang that robs people of money materials
or even life.
3. Industrial Relations: Means dealing between the employers and employees
towards achievement of the organizational goals.
4. Human Resource: This involves the management of all the organization
objective, it increase the wealth of an organization. According to (Image and
Aurums 2000; 115) they said that human resource is indispensable, any
organization require human resources from time to time due to changes in the
work forces strategy technology and the environment of the organization
concerned.
REFERENCES
Armstrong, M. (2006).A Handbook of Human resource management practice. 10th edition.Cambridge University Press.
Boxall, P. & Purcell, J. (2003).Strategy and Human Resource Management. Basingstoke and New York: Palgrave Macmillan.
Guest, D. E. (1987).Human Resource Management and Industrial Relations.Journal of Management Studies, 24 (5), 503-521.
Hendry, C., & Pettigrew, A. (1990). Human resource management: An agenda for the 1990s. International Journal of Human Resource Management, 1, 17-43.
Lance, C. E. (1994). Test of a latent structure of performance ratings derived from Wherry’s (1952) theory of ratings. Journal of Management, 20, 757–771.
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