Recruitment in the banking industry
Traditional view of employee resounding concentrated on obtaining people with the right range of skills and attitude for the organization. Creating innovation and flexibility are the key issues in today’s modern business environment and new thinking is not likely to result from people who display the same characteristics from those within the organization (Walter 2001). 1. 2. 1 Profile of the Barclay Bank of Kenya B. B. K opened its doors in 1916 and has been in operation since then. It is currently the largest business unit in the Barclay Africa family in terms of contribution to refits and size of operation.
The Bank has 69 outlets across the country with the Queensland house branch in Nairobi being the largest. Barclay Kenya was listed in the Nairobi Stock Exchange in 1986. 1. 3 Statement of the problem In the Banking industry, a major challenge has been recruiting candidates with the right academic qualifications, experience and who can be trained on the Job to become a company asset. The researchers’ desire is to find out the factors that affect banking industries in the recruitment process. 1. 4 Objectives of the study 1. 4. 1 General objectives
The general objective of the study was to assess the effect of recruitment process in the B. B. K. 1. 4. 2 Specific objectives I. To assess the effect of staff turnover on recruitment process in the banking industry. I’. To determine the effect of competition on recruitment process in the banking industry. Iii. To establish the effect of wages on the recruitment process in the banking industry. ‘v. To examine the effect of training on recruitment process in the banking industry. V. To analyze the effect of working condition on the recruitment Research questions process. 1. 5 I.
How does staff turnover affect recruitment? It. What are the effects of competition on recruitment process? Ill. How do wages affect the recruitment process? ‘v. What are the effects of training cost to recruitment process? V. How do working conditions affect recruitment process? 1. 6 Significance of the study 1. 6. 1 The organization The study enables the researcher to discover knowledge and to find out what gaps recruitment in the banking industry By Titus in relation to the current organizational situations aimed at enhancing employee commitment to work. 1. 6. 2 Management of B. B. K
Managers would be able to take corrective measures so as to increase the level of recruitment. 1. 7 Limitations of the study 1. 7. 1 Fear of factorization Some respondents felt like the exercise was a waste of their time, thus causing a delay in information gathering. The researcher assured the respondents that the information was for a school research project. 1. 7. 2 confidentiality Getting information regarded as confidential posed a major challenge due to the fear of it being released to the public. Using questionnaires was the best strategy to gather such information. 1. 8 Scope of the study
The study was limited to the factors affecting the recruitment of employees in the Banking industry with a particular reference to B. B. K. The research study targets the employees of B. B. K (Nairobi Branch), which included Human Resource and Management. CHAPTER TWO LITERATURE REVIEW 2. 1 Introduction In this chapter which is related to and consistent with the objectives of the study, has reviewed important theoretical and practical problems pertaining to the challenges facing recruitment of employees in the banking industry with specific reference from Barclay Bank of Kenya. 2. 2 Review of past studies
It has been suggested that there is a mismatch between the skills and opportunities available in the banking sector. 2. 2. 1 Staff turnover According to Page(2001), he said that the escalation in the rate of labor turnover is a big concern for business and clearly impacts an organizations performance. The solution lies in offering better career reward structures to retain staff, something which many organizations are struggling to achieve. A high turnover of staff can be an indication of ineffective recruitment and selection practices, inappropriate selection criteria which can lead to rapid turnover. 2. 2 Competition The high labor market makes it difficult for organizations to find, recruit and select talented people. There are fewer qualified applicants available in the market which makes it more important for organizations to be able to effectively attract, select and retain quality candidates. Candidates are seeking organizations that can offer them various kinds of benefits, the potential to advance and an environment in which they can learn and thrive (Cole, 1997). 2. 2. 3 Wages Recognition of a Job well done fills the employees need to receive positive, honest feedback for their efforts.
Recognition should be part of the organization’s culture because it contributes to both employee’s satisfaction and retention. Organizations can avail employee turnover by rewarding top performers. A Harvard university study concluded that organizations can’t avoid the retaining of top performers (Yoghurt, 2003) 2. 2. 4 -ratting Training is skill oriented and usually intended for the short-run welfare of the motivating various kinds of positive reinforcement. Well trained workers take more pride in their work, provide fewer supervision problems, are more productive and show a high degree of concern to the organization.
A healthy approach is to adopt a policy that whenever a decision is taken to meet training need. Plans should also be drawn to evaluate the same (Bennett, 1998) 2. 3 Critical Review According to Kali 2002, training is a systematic modification of behavior through learning that occurs as a result of education, instructions and planned experience. Training helps the organization achieve its purpose by adding value to its key resources. The study therefore intends to find out how training affects recruitment. Green, 2011 says that wages is the regular amount of money that you earn for work one.