HUMAN RESOURCE MANAGEMENT IN BANKING INDUSTRIES IN NIGERIA
A STUDY OF UNION BANK OF NIGERIA PLC
The need to research into management of human resources in Banking industries in Nigeria can not be over emphasized.
Management of human resources which encompasses, selection, training, motivation reward etc. Primarily discusses how the banking industry utilizes this all embracing technique in the provision of qualitative services to the customers.
However, poor customers services provided by banks has been attributed to poor human resources management especially the training aspect of it.
In trying to find a solution to the above problem, both survey and historic research methods were used as they are most relevant to the problem in question.
An investigation was actually carried out on how the banks manages, their human resources/failure in the provision of qualitative service to the public. A study of union Bank of Nigeria PLC was undertaken. The research work revealed that the bank recruits people with varied educational backgrounds to perform banking activities, which they know little about. It also revealed that staffs are not adequately motivated. Not only that, staff are not used for the jobs they re trained for because of work place polities. All these has resulted to frustration and lack of performance on the part of workers.
Among the suggestions proposed to address the lapses, are that management should ensure that staff members are adequately motivated. They should as well ensure that recruitment is purely on merit
The above findings are not exhaustive but only and indication of problems that confront the banking industry
CHAPTER ONE
1.0 Introduction 1
CHAPTER TWO
2.1 Introduction 13
CHAPTER THREE
3.1 Introduction 48
5.1 Findings 76
Bibliography 87
CHAPTER ONE
The development of any organization depend largely on the calibre, organization and motivation of its human resources. The strategic importance of human resources to an organization and indeed to any nation can hardly be over emphasized. This notion is especially relevant to the banking industry which is service oriented. The need for a well trained and skilled manpower therefore becomes imperative in this regard. No wonder Olalusi F. (1989:270) rightly puts it that”
“constructive organization development must take cognizance of the need for investment in human beings as necessary assets for the successful accomplishment of organizational goals. Classified economists like Adams Smith and Alfred Marshall saw the need for investment in human beings which may not necessarily be reaped in the current accounting periods but in the future by way of increased output at lower costs”
This shows that in any organization, planning manpower requirements and the techniques for forecasting appropriate numbers and skills required is one thing, and ensuring that the force fits the plan, skill and ability to yet another.
Manpower planning, like any form of planning, is a means to an end. In this case, the end is a secured supply of manpower able to undertake all activities required to achieve the organization’s corporate objectives. In organization that have adopted. Corporate planning as the fundamental basis of management process, the manpower situation with its strengths and weaknesses would have been assessed in general terms at the top management level. The assessment would have led, where necessary, to an number of long term strategies for manpower aimed at securing sufficient and suitable employee for the achievement of the corporate plans as a whole. This represents the ideal context for the implementation of manpower planning.
Whatever the nature of the organization, if it is of a size where changes in the workforce will have a significant effect on business result, then it will need to understand some kind of manpower planning. In this case, manpower planning a rational approach to recruitment, retention, utilization, improvement and disposal of an organization’s human resources. It is as concerned with quality as it is with quantity. Thus manpower planning is not just a “numbers game” if anything, more time should be spent on the qualitative aspect, in particular the different requirements for knowledge and skills. Infact, manpower planning can only make sense when seen in relation to business objectives and the basic demand for people spring off from the organization’s need to continue to supply good services to its customers. It also seeks to define what the organization’s need for people are where they are to be found, and how they are to be obtained and utilized. It is concerned with the flow of people into, within and out of the organization. However, it is also a fact that manpower resources in themselves can have a vital influence on the organizational objectives and as such, must be handled with great care if the organization’s goals and objectives are to be achieved.
In trying to explain the importance of measuring human resources value in monetary terms, flamholtz (1972:1) argued that “failure to measure and report the value of human resources can conceal sub-optional decision making in the organization”
William (1976:2) in addition states that:
To understand the critical importance of people in the operation, and competitive position of a company, is to recognize the human elements and human activities. Most often, company failures is one people failure. People fail to accurately gauge the force of change and thus make wrong decision. People fail to find a need and meet it. It is people who employ, promote, organize, lead and decide which products are produced and advertised, and where the products will marketed. The decisive difference in services is determined by the people”.
Nowhere is this move desirable than in the banking industry, which calls for increased professionalism in its operations.
Bank management involves a lot of things like cohesive organizational structure tailored to the individual needs of the banks, credit risk management debt portfolios management, liquidity management corporate planning, strategies and objectives as well as manpower development. Bank management like the management of the most corporate organization depends heavily on the optimum utilization of its human resources. The need for a professional staff, well trained and dedicated comes to the fore. It is however, because of the central importance of human resources that this study wants to concern itself with the issue of human resources management and manpower development in Nigerian Banks.
Human Resources management entails among other things recruitment, selection, Remuneration, training and adequate motivation of the work force.
The low quality of manpower development in the financial services sector is capable of weakening the sector. This is because the quality of manpower in the finance industries is not yet satisfactory. This problem was compounded by human resource miss-allocation, including poor staffing (ratio), lack of adequate, training, motivation, high labour mobility etc rules appropriate policy to guide manpower management is evolved by the monetary authorities, the quality of manpower that would face emerging trends in the finance sector would be weak.
Manpower development in the banking sector has been facing serious problems overtime. With some banking experts blaming inept manpower for the distress in the sector.
Many banks have engaged in organizational restructuring and rationalization in order to strengthen their banks for faster services delivery and meeting the challenges of the next millennium. Some have been engaging in automation and as a result brough various computer types and sizes to improve their operations.
However, such machines may provide information and transaction convenience, but only manpower could provide the credibility creativity and care that would build long term customer satisfaction.
In pursuit of good customers relation, some reasonable number of banking institutions have also embrace total quality management (TQM) with the sole aim of creating better image before their customers and general public, to maintain valuable customers and possibly increase customers patronage. This leads to the expansion of banks operations, increase in turnover and profitability levels, and which gives good returns on investment and ability to offer better welfare packages to its valuable employee.
Good customers relation tends to establish cordial relationship between the banks employee. And its customers. This rapport starts usually at the entrance of the banks premises with neatly dressed security man down to the banking hall.
Behind the counters are corporately dressed officers with warm smiles on their faces ready to offer quick, effective and courteous banking services to customers that come to their counters. All these are done to create better image for the bank and maintain continuous patronage by its valuable customers.
To operate in an organization particularly the large and complex ones like banks require staffing with competent and well informed personnel. They should be well equipped to perform the job effectively. Therefore they should be trained in their fields of endeavours as well as adequately motivated.
“Aldag et al (1990:370 argued that;
“Training of employees and development of their careers has many advantages for their firm, not at least of which is helping their firm to its immediate human resources need. Over the long run, however it ensures that firm’s employee are ready to meet future challenges”.
Therefore the need for this studying could be seen in the light of recent happenings in the banking industry. Many commercial and merchant banks have become distressed as a result of so many factors like poor credit risk management, weak debt portfolio management, excessive board room crisis etc. These has seriously eroded the confidence people have in the banks generally. But the few that still patronize banks, shifted mainly to big banks, viz union Bank of Nigeria PLC, first Bank of Nigeria PLC, United Bank for Africa Plc and Afri Bank Plc. These Banks, consequently are witnessing a phenomenal increase in the number of customers who troop in daily to transact
Business. It would be interesting to know how the banks are coping with this influx
In order to attain a high level of efficiency, the management of Banks will not only hire the service of highly qualified and competent staff but also offer good incentive packages to ensure retention of such staff. One import and competent of the incentive package is the wage, which is the price of labour.
The Nigeria Banking industry is a typical services sector where labour constitute an invaluable factor of production. The soundness and profitability of any bank, especially in this era of distress in banking sector, are depended on the quality of its workforce, among other factors. As shall be seen from this study, bank that maintain highly qualified experience, motivated and competent staff, is likely to perform better in the area of profitability measured by the return on equity, soundness and safety than a bank that lacks such a team of workforce.
However, the ability of a bank to attract and retains such an enviable workforce will depend on the degree of sentivity of the management staff to staff welfare as set out in the incentive package of the bank. Where the incentive package is poor, possibilities of a high rate for labour turnover or frequent labour management disputes, or both are high. These may have a negative effect on the performance indices of the banks.
Since wage constitute an important component of this incentive package, and since workforce have to be motivated to be committed, a good understanding of what a worker expect from his employer in the performance of his job becomes important in order to allow management take pro-active measures to forestall disruption to moral banking services, ensures industrial harmony and guarantee a desired level of performance commitment is a function of the reward system.
Reward has been a determinant in achieving corporate goals and the success of any organization is determined to a large extent by the level of mobilization of employees’ efforts, as they can only give in their best services when their needs are satisfied. Workers have to be motivated to be committed.
Motivation is defined as the intent that makes people develop higher interest and arouse loyalty to the job towards efficiency and effective performance. It prompts an individual to act. Motivation like moral, covers many complete kind of human behaviour.. whereas motivations refers to the way in which urges, drives, desires aspirations, striving, or needs influence the choice of alternatives in the behaviour of human beings, moral descebes the state of individual or group attitudes, judgment and feelings about work, job, company, or supervisor etc.
It is interesting to note that satisfaction with the job is an individual reaction to the degree to which the rewards on the job have fulfilled work-related needs. Behaviour will continue in a given direction or change direction, or part on the basis of job satisfaction. If individual employee, for example, is constantly dissatisfied with pay or rewards from an employer, he or she may will be motivated to begin a search for a job that rewards better. This really motivated this study and we shall attempt to find out from workers in union Bank their attitude inal behaviour to work, the need profile, the mix of rewards offered by union Bank and the type of training the bank offers to its employee.
Recent distress syndrome and business failure have attracted world wide attention on the management of human resources as well as other resources in the banking industry in Nigeria.
The high rate of complaints, delays and mismanagement of customers funds as witnessed in most of the banks, can be attributed to lack of proper management of its human resources some banks neglect the human aspect of the organization and as such do not establish human resources departments. Where established, it is not usually given proper recognition.
One therefore, wonders if at all there is need for human resources in the banking industry. If the answer is in the affirmative, how are they being managed, trained and retained, motivated, rewarded and controlled. If the manpower is properly managed, we would want to know whether there is improvement in the quality of services rendered by Union bank staffers or are they deteriorating? Should the quality of services be deteriorating? What are the possible reasons?
There is the need to probe deeper and discover how (UBN) one of the surviving banks trains and manages it staff members.
It is therefore the urge to unravel the above problems that gave the researcher the motivation for this study.
This study is significant because it seeks to ensure.
This research work would have the following objectives to pursue:
This project work seeks to address the following research questions.
This study limits itself to an investigation into the management, training and manpower development programme of Union Bank of Nigeria PLC, how the Bank identifies the training needs of its staff, the department responsible for this, the various courses available as well as the various types/methods of training available, etc. as mentioned earlier, this study finds out why people complain about the services offered by the staff of the Bank and possible ways of remedying them
Download our android mobile app for more materials
ORDER NOW
COMPLETE MATERIAL COST N2,500 Or $10. FRESH PROJECT MATERIAL COST 50,000 NAIRA FOR UNDERGRADUATE, OTHERS 100,000 -200,000 NAIRA.
THE NATURE AND CONSEQUENCES OF JUVENILE DELINQUENCY IN NIGERIA: A STUDY OF ENUGU NORTH LGA, ENUGU STATE
Foreign Transaction For Dollars Payment :
Bank Name: GTBank
Branch Location: Enugu State,Nigeria.
Account Name: Chi E-Concept Int’l
Account Number: 0117780667.
Swift Code: GTBINGLA
Dollar conversion rate for Naira is 175 per dollar.
ATM CARD: YOU CAN ALSO MAKE PAYMENT USING YOUR ATM CARD OR ONLINE TRANSFER. PLEASE CONTACT YOUR BANK SECURITY FOR GUIDE ON HOW TO TRANSFER MONEY TO OTHER BANKS USING YOUR ATM CARD. ATM CARD OR ONLINE BANK TRANSFER IS FASTER FOR QUICK DELIVERY TO YOUR EMAIL . OUR MARKETER WILL RESPOND TO YOU ANY TIME OF THE DAY. WE SUPPORT CBN CASHLESS SOCIETY.
OR
PAY ONLINE USING YOUR ATM CARD. IT IS SECURED AND RELIABLE.
form>DELIVERY PERIOD FOR BANK PAYMENT IS LESS THAN 24 HOURS
CALL OUR CUSTOMERS CARE OKEKE CHIDI C ON : 08074466939,08063386834.
AFTER PAYMENT SEND YOUR PAYMENT DETAILS TO
08074466939 or 08063386834, YOUR PROJECT TITLE YOU WANT US TO SEND TO YOU, AMOUNT PAID, DEPOSITOR NAME, UR EMAIL ADDRESS,PAYMENT DATE. YOU WILL RECEIVE YOUR MATERIAL IN LESS THAN 2 HOURS ONCE WILL CONFIRM YOUR PAYMENT.
WE HAVE SECURITY IN OUR BUSINESS.
A STUDY OF UNION BANK OF NIGERIA PLC
ABSTRACT
The need to research into management of human resources in Banking industries in Nigeria can not be over emphasized.
Management of human resources which encompasses, selection, training, motivation reward etc. Primarily discusses how the banking industry utilizes this all embracing technique in the provision of qualitative services to the customers.
However, poor customers services provided by banks has been attributed to poor human resources management especially the training aspect of it.
In trying to find a solution to the above problem, both survey and historic research methods were used as they are most relevant to the problem in question.
An investigation was actually carried out on how the banks manages, their human resources/failure in the provision of qualitative service to the public. A study of union Bank of Nigeria PLC was undertaken. The research work revealed that the bank recruits people with varied educational backgrounds to perform banking activities, which they know little about. It also revealed that staffs are not adequately motivated. Not only that, staff are not used for the jobs they re trained for because of work place polities. All these has resulted to frustration and lack of performance on the part of workers.
Among the suggestions proposed to address the lapses, are that management should ensure that staff members are adequately motivated. They should as well ensure that recruitment is purely on merit
The above findings are not exhaustive but only and indication of problems that confront the banking industry
CHAPTER ONE
1.0 Introduction 1
- General Overview 1
- Background of the problem 6
- Statement of the problem 10
- Significance of the study 11
- Objective of the study 11
- Research Questions 12
- Scope of the study 12
CHAPTER TWO
- REVIEW OF RELATED LITERATURE 13
2.1 Introduction 13
- Organizational Resources 17
- Importance of Human resources Management 19
- Methods of Human Resources Management and other personnel functions 23
- Manpower Development and Management 38
- Purposes and functions of Training 43
- Identification of Training Needs 46
CHAPTER THREE
- RESEARCH METHODOLOGY 48
3.1 Introduction 48
- Types of Research 48
- Research Design 50
- Methods used in Data collection 51
- Data Analysis 53
- Sample size 54
- Summary 76
5.1 Findings 76
- Conclusion 79
Bibliography 87
CHAPTER ONE
INTRODUCTION
- GENERAL OVERVIEW
The development of any organization depend largely on the calibre, organization and motivation of its human resources. The strategic importance of human resources to an organization and indeed to any nation can hardly be over emphasized. This notion is especially relevant to the banking industry which is service oriented. The need for a well trained and skilled manpower therefore becomes imperative in this regard. No wonder Olalusi F. (1989:270) rightly puts it that”
“constructive organization development must take cognizance of the need for investment in human beings as necessary assets for the successful accomplishment of organizational goals. Classified economists like Adams Smith and Alfred Marshall saw the need for investment in human beings which may not necessarily be reaped in the current accounting periods but in the future by way of increased output at lower costs”
This shows that in any organization, planning manpower requirements and the techniques for forecasting appropriate numbers and skills required is one thing, and ensuring that the force fits the plan, skill and ability to yet another.
Manpower planning, like any form of planning, is a means to an end. In this case, the end is a secured supply of manpower able to undertake all activities required to achieve the organization’s corporate objectives. In organization that have adopted. Corporate planning as the fundamental basis of management process, the manpower situation with its strengths and weaknesses would have been assessed in general terms at the top management level. The assessment would have led, where necessary, to an number of long term strategies for manpower aimed at securing sufficient and suitable employee for the achievement of the corporate plans as a whole. This represents the ideal context for the implementation of manpower planning.
Whatever the nature of the organization, if it is of a size where changes in the workforce will have a significant effect on business result, then it will need to understand some kind of manpower planning. In this case, manpower planning a rational approach to recruitment, retention, utilization, improvement and disposal of an organization’s human resources. It is as concerned with quality as it is with quantity. Thus manpower planning is not just a “numbers game” if anything, more time should be spent on the qualitative aspect, in particular the different requirements for knowledge and skills. Infact, manpower planning can only make sense when seen in relation to business objectives and the basic demand for people spring off from the organization’s need to continue to supply good services to its customers. It also seeks to define what the organization’s need for people are where they are to be found, and how they are to be obtained and utilized. It is concerned with the flow of people into, within and out of the organization. However, it is also a fact that manpower resources in themselves can have a vital influence on the organizational objectives and as such, must be handled with great care if the organization’s goals and objectives are to be achieved.
In trying to explain the importance of measuring human resources value in monetary terms, flamholtz (1972:1) argued that “failure to measure and report the value of human resources can conceal sub-optional decision making in the organization”
William (1976:2) in addition states that:
To understand the critical importance of people in the operation, and competitive position of a company, is to recognize the human elements and human activities. Most often, company failures is one people failure. People fail to accurately gauge the force of change and thus make wrong decision. People fail to find a need and meet it. It is people who employ, promote, organize, lead and decide which products are produced and advertised, and where the products will marketed. The decisive difference in services is determined by the people”.
Nowhere is this move desirable than in the banking industry, which calls for increased professionalism in its operations.
Bank management involves a lot of things like cohesive organizational structure tailored to the individual needs of the banks, credit risk management debt portfolios management, liquidity management corporate planning, strategies and objectives as well as manpower development. Bank management like the management of the most corporate organization depends heavily on the optimum utilization of its human resources. The need for a professional staff, well trained and dedicated comes to the fore. It is however, because of the central importance of human resources that this study wants to concern itself with the issue of human resources management and manpower development in Nigerian Banks.
Human Resources management entails among other things recruitment, selection, Remuneration, training and adequate motivation of the work force.
The low quality of manpower development in the financial services sector is capable of weakening the sector. This is because the quality of manpower in the finance industries is not yet satisfactory. This problem was compounded by human resource miss-allocation, including poor staffing (ratio), lack of adequate, training, motivation, high labour mobility etc rules appropriate policy to guide manpower management is evolved by the monetary authorities, the quality of manpower that would face emerging trends in the finance sector would be weak.
Manpower development in the banking sector has been facing serious problems overtime. With some banking experts blaming inept manpower for the distress in the sector.
Many banks have engaged in organizational restructuring and rationalization in order to strengthen their banks for faster services delivery and meeting the challenges of the next millennium. Some have been engaging in automation and as a result brough various computer types and sizes to improve their operations.
However, such machines may provide information and transaction convenience, but only manpower could provide the credibility creativity and care that would build long term customer satisfaction.
In pursuit of good customers relation, some reasonable number of banking institutions have also embrace total quality management (TQM) with the sole aim of creating better image before their customers and general public, to maintain valuable customers and possibly increase customers patronage. This leads to the expansion of banks operations, increase in turnover and profitability levels, and which gives good returns on investment and ability to offer better welfare packages to its valuable employee.
Good customers relation tends to establish cordial relationship between the banks employee. And its customers. This rapport starts usually at the entrance of the banks premises with neatly dressed security man down to the banking hall.
Behind the counters are corporately dressed officers with warm smiles on their faces ready to offer quick, effective and courteous banking services to customers that come to their counters. All these are done to create better image for the bank and maintain continuous patronage by its valuable customers.
- BACKGROUND OF THE PROBLEM
To operate in an organization particularly the large and complex ones like banks require staffing with competent and well informed personnel. They should be well equipped to perform the job effectively. Therefore they should be trained in their fields of endeavours as well as adequately motivated.
“Aldag et al (1990:370 argued that;
“Training of employees and development of their careers has many advantages for their firm, not at least of which is helping their firm to its immediate human resources need. Over the long run, however it ensures that firm’s employee are ready to meet future challenges”.
Therefore the need for this studying could be seen in the light of recent happenings in the banking industry. Many commercial and merchant banks have become distressed as a result of so many factors like poor credit risk management, weak debt portfolio management, excessive board room crisis etc. These has seriously eroded the confidence people have in the banks generally. But the few that still patronize banks, shifted mainly to big banks, viz union Bank of Nigeria PLC, first Bank of Nigeria PLC, United Bank for Africa Plc and Afri Bank Plc. These Banks, consequently are witnessing a phenomenal increase in the number of customers who troop in daily to transact
Business. It would be interesting to know how the banks are coping with this influx
In order to attain a high level of efficiency, the management of Banks will not only hire the service of highly qualified and competent staff but also offer good incentive packages to ensure retention of such staff. One import and competent of the incentive package is the wage, which is the price of labour.
The Nigeria Banking industry is a typical services sector where labour constitute an invaluable factor of production. The soundness and profitability of any bank, especially in this era of distress in banking sector, are depended on the quality of its workforce, among other factors. As shall be seen from this study, bank that maintain highly qualified experience, motivated and competent staff, is likely to perform better in the area of profitability measured by the return on equity, soundness and safety than a bank that lacks such a team of workforce.
However, the ability of a bank to attract and retains such an enviable workforce will depend on the degree of sentivity of the management staff to staff welfare as set out in the incentive package of the bank. Where the incentive package is poor, possibilities of a high rate for labour turnover or frequent labour management disputes, or both are high. These may have a negative effect on the performance indices of the banks.
Since wage constitute an important component of this incentive package, and since workforce have to be motivated to be committed, a good understanding of what a worker expect from his employer in the performance of his job becomes important in order to allow management take pro-active measures to forestall disruption to moral banking services, ensures industrial harmony and guarantee a desired level of performance commitment is a function of the reward system.
Reward has been a determinant in achieving corporate goals and the success of any organization is determined to a large extent by the level of mobilization of employees’ efforts, as they can only give in their best services when their needs are satisfied. Workers have to be motivated to be committed.
Motivation is defined as the intent that makes people develop higher interest and arouse loyalty to the job towards efficiency and effective performance. It prompts an individual to act. Motivation like moral, covers many complete kind of human behaviour.. whereas motivations refers to the way in which urges, drives, desires aspirations, striving, or needs influence the choice of alternatives in the behaviour of human beings, moral descebes the state of individual or group attitudes, judgment and feelings about work, job, company, or supervisor etc.
It is interesting to note that satisfaction with the job is an individual reaction to the degree to which the rewards on the job have fulfilled work-related needs. Behaviour will continue in a given direction or change direction, or part on the basis of job satisfaction. If individual employee, for example, is constantly dissatisfied with pay or rewards from an employer, he or she may will be motivated to begin a search for a job that rewards better. This really motivated this study and we shall attempt to find out from workers in union Bank their attitude inal behaviour to work, the need profile, the mix of rewards offered by union Bank and the type of training the bank offers to its employee.
- STATEMENT OF THE PROBLEM
Recent distress syndrome and business failure have attracted world wide attention on the management of human resources as well as other resources in the banking industry in Nigeria.
The high rate of complaints, delays and mismanagement of customers funds as witnessed in most of the banks, can be attributed to lack of proper management of its human resources some banks neglect the human aspect of the organization and as such do not establish human resources departments. Where established, it is not usually given proper recognition.
One therefore, wonders if at all there is need for human resources in the banking industry. If the answer is in the affirmative, how are they being managed, trained and retained, motivated, rewarded and controlled. If the manpower is properly managed, we would want to know whether there is improvement in the quality of services rendered by Union bank staffers or are they deteriorating? Should the quality of services be deteriorating? What are the possible reasons?
There is the need to probe deeper and discover how (UBN) one of the surviving banks trains and manages it staff members.
It is therefore the urge to unravel the above problems that gave the researcher the motivation for this study.
- SIGNIFICANCE OF THE STUDY
This study is significant because it seeks to ensure.
- Proper articulation of identified training needs of the staff in such a way as to match performance and productivity.
- That the repeated complaints from the public on the poor customers service is minimized if not eliminated
- that other extraneous factors responsible for the observed lapses amongst staff is controlled.
- OBJECTIVE OF THE STUDY
This research work would have the following objectives to pursue:
- To discover the kind of training that the staff of UNB receive
- To find out how the bank assesses the training needs of its staff members and manages its human resources.
- To find out the effect (if any) of the Bank human Resources management towards efficient services.
- To consider whether adequate training or lack of it has any bearing on the provision of effective services rendered by the bank personnel, or how that generally affect performance
- RESEARCH QUESTIONS
This project work seeks to address the following research questions.
- Is there any improvement int eh quality of services rendered by Union bank staffers or are they deteriorating? Should the quality deteriorate?
- Are the human resources in Union Bank being over Used?
- Are the staff members given adequate motivation reward, training and re-training?
- How long does it take a staff to ascend the ladder of leadership?
- Is the reward commensurate with the imput of staffers.
- SCOPE OF THE STUDY
This study limits itself to an investigation into the management, training and manpower development programme of Union Bank of Nigeria PLC, how the Bank identifies the training needs of its staff, the department responsible for this, the various courses available as well as the various types/methods of training available, etc. as mentioned earlier, this study finds out why people complain about the services offered by the staff of the Bank and possible ways of remedying them
Download our android mobile app for more materials
ORDER NOW
COMPLETE MATERIAL COST N2,500 Or $10. FRESH PROJECT MATERIAL COST 50,000 NAIRA FOR UNDERGRADUATE, OTHERS 100,000 -200,000 NAIRA.
THE NATURE AND CONSEQUENCES OF JUVENILE DELINQUENCY IN NIGERIA: A STUDY OF ENUGU NORTH LGA, ENUGU STATE
MAKE YOUR PAYMENT INTO ANY OF THE FOLLOWING BANKS:
GTBANK
Account Name : Host Link Global Services Ltd
ACCOUNT NUMBER: 0138924237
Account Name : Host Link Global Services Ltd
ACCOUNT NUMBER: 0138924237
First Bank:
Account Name: Chi E-Concept Int’l
Account Name: 3059320631
Account Name: Chi E-Concept Int’l
Account Name: 3059320631
Foreign Transaction For Dollars Payment :
Bank Name: GTBank
Branch Location: Enugu State,Nigeria.
Account Name: Chi E-Concept Int’l
Account Number: 0117780667.
Swift Code: GTBINGLA
Dollar conversion rate for Naira is 175 per dollar.
ATM CARD: YOU CAN ALSO MAKE PAYMENT USING YOUR ATM CARD OR ONLINE TRANSFER. PLEASE CONTACT YOUR BANK SECURITY FOR GUIDE ON HOW TO TRANSFER MONEY TO OTHER BANKS USING YOUR ATM CARD. ATM CARD OR ONLINE BANK TRANSFER IS FASTER FOR QUICK DELIVERY TO YOUR EMAIL . OUR MARKETER WILL RESPOND TO YOU ANY TIME OF THE DAY. WE SUPPORT CBN CASHLESS SOCIETY.
OR
PAY ONLINE USING YOUR ATM CARD. IT IS SECURED AND RELIABLE.
form>DELIVERY PERIOD FOR BANK PAYMENT IS LESS THAN 24 HOURS
CALL OUR CUSTOMERS CARE OKEKE CHIDI C ON : 08074466939,08063386834.
AFTER PAYMENT SEND YOUR PAYMENT DETAILS TO
08074466939 or 08063386834, YOUR PROJECT TITLE YOU WANT US TO SEND TO YOU, AMOUNT PAID, DEPOSITOR NAME, UR EMAIL ADDRESS,PAYMENT DATE. YOU WILL RECEIVE YOUR MATERIAL IN LESS THAN 2 HOURS ONCE WILL CONFIRM YOUR PAYMENT.
WE HAVE SECURITY IN OUR BUSINESS.
Comments
Post a Comment