CHAPTER ONE
1.1            BACKGROUND OF THE STUDY
The practice of staff selection and induction in most organization had been seen as most importance functional activity of personnel department in the organization which the purpose is to a collection of familiar items or persons from which some are taken or accepted and also to give employees at all level sufficient instruction and guidelines to enable them to be productivity, effectively and efficiently for promotion.
According to Agbo (2001) in the larger organization, there is likely to be several different jobs and position vacant at a particular time and there are many applicants who are interested in employment with the organization so that the selection program should be designed to provide qualified personnel on a continuing basis for a wide variety of jobs while the matching of talent and job specifications at best is often a compromise, it is essential to building an efficient and productivity work force.  Applicants who have been selected carefully usually learn job tasks easier, become better producers and are usually happier in their jobs than those who are selected on causal basis.  Obviously the induction and selection process is intimately connected with the over all manpower system.
Some organization particularly those with limited promotional opportunities emphasize selection.  They seek fully trained employees capable of staring to work at once, many professional organization example, schools, consulting firms, banks etc fit into this category with short-run job.
Graham (1981) defines “induction” as the process of introducing employee to the activities, customers and tradition of the organization.
Nevertheless, the progress of many organization being it service oriented or otherwise depends on their level of productivity.
The high productivity and efficiency is depends on the quality of employee or staff recruited into such organization.
This is highly affected by the policy of the organization as regards staff selection.  It is apparent that the management of any organization should map out a nice strategy in selecting their staff.  This will enhance both the quality of the staff and their performance.
More so, it does not end in selecting the staff.  The performance of some on depends freely on his conversant with the new environment as well as their work rules.
The essence of induction is to familiarize the staff with the new environment in their place of work (offices).
After staff selection, induction and recruitment, the newly recruited staff and strangers in the organization are look like novice.  This will definitely affect their performance.
Induction is then carried out to expose them to the environments, the organization work rules and a lot of other needed information.  It was on this background that the researchers have chosen to carryout this research on this topic, the practice of staff selection and induction using Union Bank as her case study.
The concept of God father inNigeriatoday is absolutely eating into the bone marrow of every system in the society including the practice of selecting and induction staff.