An Assessment of Recruitment Policies and Employee Performance in Union Bank Plc, Zamfara State

An Assessment of Recruitment Policies and Employee Performance in Union Bank Plc, Zamfara State

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Background of the Study

Recruitment policies are critical for ensuring that organizations attract and retain the right talent, which in turn impacts overall employee performance (Denton & Thoms, 2024). Effective recruitment policies identify the skills and qualifications required for each position, establish fair hiring practices, and ensure diversity and inclusivity (Adeleke & Adeola, 2023). In a competitive banking environment like Union Bank Plc, it is essential to have a robust recruitment policy that enables the bank to hire skilled personnel who can contribute to its performance and long-term success.

Union Bank Plc, one of Nigeria’s leading financial institutions, has developed a recruitment policy that emphasizes fairness, transparency, and competency (Ismail & Oladipo, 2023). The bank has aimed to employ highly qualified individuals with the right skills to enhance operational efficiency and customer service. However, the relationship between recruitment practices and employee performance is not always straightforward, as factors such as job satisfaction, organizational culture, and training opportunities also play significant roles in employee productivity (Bamidele et al., 2024).

This study seeks to assess how Union Bank’s recruitment policies affect employee performance in its Zamfara State branches, considering both internal and external factors that may influence the recruitment process and its outcomes.

Statement of the Problem

While Union Bank has implemented recruitment policies to attract the best talent, it is unclear whether these policies effectively translate into enhanced employee performance. The problem is that ineffective recruitment practices, such as biases in hiring, lack of alignment between the job requirements and candidates’ skills, or inadequate employee orientation, may result in poor job performance, higher turnover, and lower employee morale. Without a comprehensive understanding of the relationship between recruitment policies and employee performance, Union Bank may struggle to maintain a high-performing workforce. This study aims to investigate the effects of recruitment policies on employee performance at Union Bank in Zamfara State.

Objectives of the Study

1. To evaluate the recruitment policies of Union Bank Plc in Zamfara State.
2. To assess the impact of these policies on employee performance.
3. To identify challenges in the recruitment process that affect employee performance at Union Bank.

Research Questions

1. What recruitment policies are implemented by Union Bank Plc in Zamfara State?
2. How do these recruitment policies affect employee performance?
3. What challenges hinder the effectiveness of recruitment policies in enhancing employee performance?

Research Hypotheses

1. Effective recruitment policies positively affect employee performance at Union Bank Plc.
2. Recruitment policies that align with job requirements lead to improved employee productivity.
3. Ineffective recruitment practices result in poor employee performance at Union Bank.

Scope and Limitations of the Study

The study will focus on Union Bank Plc’s recruitment policies and their effects on employee performance within Zamfara State. Limitations include potential biases in self-reported data and limited access to internal recruitment documentation.

Definitions of Terms

• Recruitment Policies: The set of guidelines and practices used by an organization to attract and hire suitable candidates for job positions (Denton & Thoms, 2024).
• Employee Performance: The level of achievement of job responsibilities and tasks as set by an organization (Adeleke & Adeola, 2023).
• Job Satisfaction: The degree to which employees are content with their jobs, which may impact their performance (Bamidele et al., 2024).

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