Thesis Abstract

Thesis Overview

<p> </p><p><strong>INTRODUCTION</strong></p><p><b><br><strong>1.1 BACKGROUND OF<br>THE STUDY</strong></b></p><p><b><strong></strong></b></p><strong><p>Human resources<br>management conters on the modern world of work with the emphasis on people<br>which are the most critical and differentiating resources for achieving future<br>desired by every organization. Labour being the production for not only the<br>future success but also for the reinvention of organization.</p><p>For over the years<br>the issue of manpower’s care and development had received and continued to<br>receive less attention from the management of most organizations, inspire of th<br>evital role they play in the realization f the firm’s objectives.<br>In some of the organizations, the staff are not paid as at when due, some work<br>late hours after the closure of work without overtime payment, while some serve<br>for many years without promotion. Thus resulting in port attitude to work by<br>the affected staff. When you observe some able bodied youthful individuals<br>wearing a sullen look, typists sleeping o their typewriters, secretaries<br>enageing in idle gossip with other colleagues, middle management engaging in<br>chat over groundnuts, bananas and oranges and in some cases reading their<br>handouts, it shows they are not satisfied on their job. This equally convinces<br>one that there is the need for better human resources management and utilization.<br>The banking industry especially Union Bank of Nigeria Plc., is not left out in<br>this trend. Here emphasis is placed on capital and material resources instead<br>of human beings. This is evident when there is a robbery incident in any of the<br>branches and money is removed the management will not be concerned about the<br>safety and or welfare of the affected staff. Instead they will be seriously<br>disturbed about the cash and equipment stolen by the bandits, despite the fact<br>that staff may have gotten some bullet wounds. Often times in such situations,<br>the management will lock-up some staff with the police while investigation are<br>carried out as for when and how the incident occurred. Again there is this<br>jargon in the bank which says “Cash Firs” showing that cash and other resources<br>are proffered to human beings.<br>Some members of management recommend only their relations for further training<br>or promotion at the expense of other staff. Most of the staff stay over 8 years<br>without promotion and self actualization does not receive immediate reward.<br>Some work very late in the office daily without proceeding on annual leave,<br>thus resulting frequent visits to hospitals, and the resultant increase in<br>staff medical bills. Some managers lack the required motivate employees. For<br>this reason, people behave as they like, absenteism, poor attitude to work, and<br>strike actions become the order of the day. Some of the staff who could not<br>endure this ugly phenomenon are forced by circumstance to resign their<br>appointment. These posted for counter services pay less attention to the<br>customers, hence they keep them waiting longer than necessary.<br>Poor supervision is practiced in every department and the supervisor is most<br>unwilling to supervise. He has a non-chalet attitude to his work, consequently<br>the entire organization suffer some commercial banks maltreat their work force<br>by embarking on outright sack of their members of staff, thus leaving them in<br>the labour market without money, gratuity, and without hope. In such a place,<br>job insecurity abounds as workers discharges their duties with fear. They are<br>in constant fear and doubt as to whether services will still be needed in the<br>next hour.<br>In 1998, Union Bank embarked on a re-engineering and repositioning exercise<br>where in they instituted a voluntary retirement scheme which was the exit of<br>2500 staff of the Bank. Though this scheme favoured the staff concerned, these<br>therefore left the bank with few workers to attend to the numerous banking<br>activities consequently, counter services become so tasking that one person now<br>do the work originally meant for three persons before the reengineering<br>exercise. <br>It is generally believed that banking enjoy good working conditions, and are<br>well cared for in all its ramifications. But one would want to know the truth<br>in this assertion. What really is the position of human resources management in<br>commercial Banks especially union Banks of Nigeria?</p><p><strong>1.2 STATEMENT<br>OF THE PROBLEM</strong></p><p><strong></strong></p><strong><p>The human resources<br>factor is indeed an essential factor in the making of any business<br>organization. But unfortunately, this all important resources inspite of the<br>vital role it plays in the realization of the firms objectives, is being<br>neglected as more emphasis is placed on capital and material resources instead<br>of on human beings. In Union Bank of Nigeria the same problem of staff neglect<br>inadequate care for staff, and constant conflict between superiors and their<br>subordinates, are lice which has eaten deep into the big, strong and reliable<br>bank. The central issues therefore revolves ground the following:<br>1. It has been doubtful on the nature of relationship existing between superior<br>and their subordinates as it regard human resources management in Commercial<br>Banks.<br>2. It has been difficult to understand why many workers do resign from the<br>banking industry.<br>3. It has been difficult to determine the nature of the causes of fraudulent<br>practice by bank staff.<br>4. The cause of constant industrial dispute in the bank</p><p><strong>1.3 PURPOSE OF<br>THE STUDY</strong></p><p><strong></strong></p><strong><p>This implies the aim<br>of the resources work. It therefore indicates the direction of the research and<br>what the study intends to achieve. The main purpose of this study is to<br>ascertain how the human factors the workers are cared for and or managed in<br>Union Bank of Nigeria Plc to achieve its set goods. This study therefore aim<br>to:<br>1. Determine the kind o relations that exist between superiors and their<br>subordinate<br>2. Determine why more people resign from the banking industries.<br>3. know why and the extend of staff involvement in fraudulent activities within<br>the banking sector.</p><p>4. ascertain the<br>position of industrial relations in the bank.</p><p><strong>1.4 SCOPE OF<br>THE STUDY</strong></p><p><strong></strong></p><strong><p>The scope of this<br>project boarders on how welfare of workers is being handled in commercial<br>banks, a case study of Union Bank f Nigeria Plc Enugu</p><p><strong>1.5 RESEARCH<br>QUESTIONS</strong></p><p><strong></strong></p><strong><p>In order to achieve<br>the objectives of this study, the following research questions were formulated.<br>1. How can you describe the relationship that exists between superiors and<br>their subordinates in your bank?</p><p>2. what roles does<br>job satisfaction and motivation play towards the problem of bank<br>resignation <br>3. what are the problems of bank staff involvement in fraudulent activities?<br>4. what is the position of industrial relations in commercial bank with<br>particular reference to Union Bank Plc?</p><p><strong>1.6 NULL<br>HYPOTHESIS (HO)</strong></p><p><strong></strong></p><strong><p>HO: There is no<br>significant deference (P&gt;0.5) between the view of the superior and<br>subordinate on the existence of a good rapport among them.<br>HO2: There is no significant difference between the mean perception of junior<br>and senior staff of Union Bank of Nigeria Plc Enugu at (P &gt; 0.5) on job<br>satisfaction and motivation as it avert the problem of bank staff resignation<br>H0¬3: There is no significant difference between the mean perception of junior<br>and senior staff of the bank at (P &lt; 0.5) whether bad management and non<br>segregation of duties promotes bank fraud among staff?<br>HO4: There is no significant difference between the views of the senior and<br>junior staff of Union Bank of Nigeria Plc at (P &lt; 0.5) on whether there is<br>good industrial relations among them.</p><p><strong>1.7<br>SIGNIFICANCE OF THE STUDY</strong></p><p><strong></strong></p><strong><p>This refers to the<br>importance or the usefulness of the research to both the public and the bank<br>itself. The importance of the study are:<br>1. To help the management of Union Bank of Nigeria Plc see areas of the<br>workforce that needed urgent attention.<br>2. To enable the banks render good and efficient services to their customers.<br>3. It will help the bank adopt proper measures and means for checking of<br>frauds.<br>4. it will help curtail the rate of industrial dispute in the banking industry.<br>5. It will lead to profitability when the issue of staff welfare is properly<br>addressed.<br>6. It will enable other sectors see the need for more emphasis on staff care<br>and development.<br>7. It will form a base to be relied upon by subsequent researchers who may wish<br>to make further inquires into the cases and affect of bank frauds in Commercial<br>Banks.<br>The importance of the research work cannot be over emphasized the ability of<br>the Commercial Bank (especially Union Bank of Nigeria Plc) to perform its<br>duties efficiently and effectively on human resources management. It will help<br>both the management and the staff and the world at large.</p><p><strong>1.8 DEFINITION<br>OF TERMS</strong></p><p><strong></strong></p><strong><p>1. Egomaniacs: This<br>is the study of work and working conditions in order to improve people’s<br>efficiency.<br>2. Bandits: It implied group of armed gang that robs people of money materials<br>or even life.<br>3. Industrial Relations: Means dealing between the employers and employees<br>towards achievement of the organizational goals.<br>4. Human Resource: This involves the management of all the organization<br>objective, it increase the wealth of an organization. According to (Image and<br>Aurums 2000; 115) they said that human resource is indispensable, any<br>organization require human resources from time to time due to changes in the<br>work forces strategy technology and the environment of the organization<br>concerned.</p><p><b>REFERENCES</b></p><p>Armstrong, M.<br>(2006).<i>A Handbook of Human resource management practice</i>. 10th<br>edition.Cambridge University Press.</p><p>Boxall, P.<br>&amp; Purcell, J. (2003).<i>Strategy and Human Resource Management</i>.<br>Basingstoke and New York: Palgrave Macmillan.</p><p>Guest, D. E.<br>(1987).Human Resource Management and Industrial Relations.<i>Journal of<br>Management Studies</i>, 24 (5), 503-521.</p><p>Hendry, C.,<br>&amp; Pettigrew, A. (1990). Human resource management: An agenda for the 1990s.<br><i>International Journal of Human Resource Management, </i>1, 17-43.</p><p>Lance, C. E.<br>(1994). Test of a latent structure of performance ratings derived from Wherry’s<br>(1952) theory of ratings. <i>Journal of Management</i>, 20, 757–771.</p></strong></strong></strong></strong></strong></strong></strong></strong> <br><p></p>