Human resources
management conters on the modern world of work with the emphasis on people
which are the most critical and differentiating resources for achieving future
desired by every organization. Labour being the production for not only the
future success but also for the reinvention of organization.

For over the years
the issue of manpower’s care and development had received and continued to
receive less attention from the management of most organizations, inspire of th
evital role they play in the realization f the firm’s objectives.
In some of the organizations, the staff are not paid as at when due, some work
late hours after the closure of work without overtime payment, while some serve
for many years without promotion. Thus resulting in port attitude to work by
the affected staff. When you observe some able bodied youthful individuals
wearing a sullen look, typists sleeping o their typewriters, secretaries
enageing in idle gossip with other colleagues, middle management engaging in
chat over groundnuts, bananas and oranges and in some cases reading their
handouts, it shows they are not satisfied on their job. This equally convinces
one that there is the need for better human resources management and utilization.
The banking industry especially Union Bank of Nigeria Plc., is not left out in
this trend. Here emphasis is placed on capital and material resources instead
of human beings. This is evident when there is a robbery incident in any of the
branches and money is removed the management will not be concerned about the
safety and or welfare of the affected staff. Instead they will be seriously
disturbed about the cash and equipment stolen by the bandits, despite the fact
that staff may have gotten some bullet wounds. Often times in such situations,
the management will lock-up some staff with the police while investigation are
carried out as for when and how the incident occurred. Again there is this
jargon in the bank which says “Cash Firs” showing that cash and other resources
are proffered to human beings.
Some members of management recommend only their relations for further training
or promotion at the expense of other staff. Most of the staff stay over 8 years
without promotion and self actualization does not receive immediate reward.
Some work very late in the office daily without proceeding on annual leave,
thus resulting frequent visits to hospitals, and the resultant increase in
staff medical bills. Some managers lack the required motivate employees. For
this reason, people behave as they like, absenteism, poor attitude to work, and
strike actions become the order of the day. Some of the staff who could not
endure this ugly phenomenon are forced by circumstance to resign their
appointment. These posted for counter services pay less attention to the
customers, hence they keep them waiting longer than necessary.
Poor supervision is practiced in every department and the supervisor is most
unwilling to supervise. He has a non-chalet attitude to his work, consequently
the entire organization suffer some commercial banks maltreat their work force
by embarking on outright sack of their members of staff, thus leaving them in
the labour market without money, gratuity, and without hope. In such a place,
job insecurity abounds as workers discharges their duties with fear. They are
in constant fear and doubt as to whether services will still be needed in the
next hour.
In 1998, Union Bank embarked on a re-engineering and repositioning exercise
where in they instituted a voluntary retirement scheme which was the exit of
2500 staff of the Bank. Though this scheme favoured the staff concerned, these
therefore left the bank with few workers to attend to the numerous banking
activities consequently, counter services become so tasking that one person now
do the work originally meant for three persons before the reengineering
exercise. 
It is generally believed that banking enjoy good working conditions, and are
well cared for in all its ramifications. But one would want to know the truth
in this assertion. What really is the position of human resources management in
commercial Banks especially union Banks of Nigeria?

1.2 STATEMENT
OF THE PROBLEM