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A Comparative Study of the Recruitment and Selection Process at Ut Bank and Nib Bank Essay

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This chapter talks about the background of the study, problem statement, research aim, research questions, scope of the study, significance of the study, organization of the study and limitation of the study. BACKGROUND OF THE STUDY As it is a pre-requisite for the students to carryout project report at the end of their Degree about any organization of their choice for bridging the gap between theory and practice.

The project is documented and written in form of a report, based on theoretical and practical learning of the student. The undertaking concern of this report is to study and analyze employee recruitment and selection process at UT bank and NIB bank. The researcher wants to add suggestions and recommendations through this study in the final phase of the research report to improve the current recruitment and selection process at UT bank and NIB bank. Among the most crucial functions of an Industrial and Organizational psychologist is the issue of recruitment and selection.

This stems from the fact that every employer or organization seeking to hire people has a basic interest of getting the most competent and suitable individual, who has the characteristics that meet the demands of the particular job or position to be filled. It is therefore crucial for the right approach to be adopted in order to meet the employer’s requirement. The process of recruitment and selection are closely linked. Both activities are directed towards obtaining suitably qualified employees and recruitment activities lay the groundwork for the selection process by providing the pool of applicants from whom the selectors may choose.

Although HR managers may be responsible for designing employee recruitment and selection systems in many firms, all managers need to understand and use these systems. After all, attracting and hiring the right kind and level of talent are critical elements of business effectiveness. The ability to attract and hire effective employees is also a key element of a successful management career. As the Specialty Cabinets example demonstrates, managers may be in charge of recruiting or have a key role in the process. If they do not attract and hire the right people, managers can hurt the organization.

Recruitment is the process of attracting, screening and selecting qualified people for a job at an organization. Rue and Byars (2003) defined Recruitment as seeking and attracting a supply of people from which qualified candidate for job vacancies can be selected. Selection is the process of making a “hire” or “no hire” decisions regarding each applicant for a job. It can also be defined as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirement. PROBLEM STATEMENT PURPOSE OF STUDY

The main purpose of this study is to analyze the comparative process of Recruitment and Selection between UT bank and NIB bank. The primary purpose of selection activities is to prepare which job applicant will be successful if hired. During the selection process, candidates are also informed about the job and organization. The discrete selection process would include the following: initial screening interview, collection of the applications forms, employment tests, comprehensive interview, background investigation, conditional job offer, physical or medical examination and the permanent job offer.

OBJECTIVES OF THE STUDY UT bank and NIB bank require sound management and a high degree of technical expertise as well as competence and integrity. Recognizing that the quality of Human Resources will determine the future of UT bank and NIB bank, certain objectives have been laid down as the cornerstone of the recruitment policy that is: -Whether the UT bank and NIB bank adopt internal and external recruitment and selection methods to appoint qualified employees? -Whether the human resource departments of UT bank and NIB bank are compelled to recruit and select close relations of their officials? Ascertain why UT bank and NIB bank conduct internal and external recruitment and selection exercises? RESEARCH QUESTION The study will seek to answer the following questions; -Does the management of NIB use the right recruitment and selection process? -What impact does recruitment and selection have on employees’ performance in the organization? SIGNIFICANCE OF THE STUDY The research would offer the opportunity to learn more about recruitment and selection procedure, an important aspect of human resource management.

The research findings would be an addition to existing information and knowledge in the field of recruitment and selection, and for that matter strategic human resource management. It is believed that the research report would become a secondary source of information for students, researchers, lecturers and educational institutions. The recommendations in the report may become guidelines the UT bank and NIB bank as well as other organizations. This would in turn to enhance the employment procedures of Suitably qualified and capable people who can render quality service to society, thus promoting socioeconomic growth.

LIMITATION OF THE STUDY ORGANIZATION OF THE STUDY The research project will be presented as follows: Chapter one will comprise of the introduction of the study; Chapter two will review the relevant literature to the study; Chapter three will give the background of the study: Chapter four will detail the analysis and presentation of the data and summary of findings. Finally Chapter five will outline the summary, conclusion and give recommendations for policy decisions and future studies.