THE IMPACT OF RECRUITMENT METHOD ON NIGERIA CIVIL SERVICE A CASE STUDY OF KADUNA STATE CIVIL SERVICE COMMISSION
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THE IMPACT OF RECRUITMENT METHOD ON NIGERIA
CIVIL SERVICE
A CASE STUDY OF
KADUNA STATE CIVIL SERVICE COMMISSION
ABSTRACT
Procurement of personnel is the first
operative function of personnel department.
Effective personnel administration is geared towards acquisition,
accumulation and stable knowledge of job requirement in each organisation and
to ensure that their requirement are met through requirement, selection and
placement i.e it is the responsibility of the personnel department to recruit,
select and place staff in each section of the organisation. Again it is the
responsibility of the personnel officer to determine and locate personnel
officer to determine and locate personnel requirement, including qualification
and experience in relation to the general personnel policy.
The main objective of this project, is
to enable the researcher know what actually recruitment, selection and
placement is all about and enable him to
know whether Kaduna State Civil Service Commission is utilizing the principle
of recruitment, selection and placement during the course of its exercise
because it seems as not all the tribe in the local governments in the state
have equal number of officer or filled their quota in the state civil service
and if not why.
The chapter is divided in to five
chapters. Chapters one comprises the introductory part while chapter two review
related literature on the subject matter, chapter three narrated the method use
in gathering data while chapter four analyse and interpret the data collected.
Finally chapter five review the whole chapters and makes conclusion and
recommendations.
TABLE OF CONTENTS
Title
page i
Approval page ii
Declaration iii
Dedication iv
Acknowledgement v
Abstract vii
Table of Contents viii
Chapter I
Introduction 1
Background of the Study 1
Statement of the Problem 8
Aims and Objectives of the
Study 9
The Significance of the
Study 10
Scope and Limitation of the
Study 10
Limitation of the Study 11
Statement of Hypothesis 11
Definition of Key Concepts 12
Chapter II
Literature
Review 14
Introduction 14
Definition of Personnel
Management 15
Method of Filling Vacancies 18
Condition of Services 25
Chapter III
Research Methodology 27
Introduction 27
Research Method 27
Research Population 27
Method of Data collection 28
Method of Data Analysis 32
Chapter IV
Data
Presentation and Analysis 33
Research Findings and
Hypothesis Testing 42
Chapter V
Summary, conclusion and Recommendation 43
Summary 43
Conclusion 45
Recommendations 46
Bibliography 49
CHAPTER
I
INTRODUCTION
BACKGROUND OF THE STUDY
The concept
of personnel management is a common term to mean management of staff in an organisation. The conceptual approach refers to the
administration of staff matters in an organisations. The operational approach
deals with what personnel officers naturally do. The major functions of
personnel management deal with the general administration perform by personnel
officers such as staffing, training programs, salary, administration,
motivation of workers, integration of the worker force and separation matters.
Personnel management is also responsible for handling staff
matters such as recruitment, selection and placement of employees in their
various places of work in organisation, compensation, fringe benefit,
integration of workers or brings together the interest of the worker with that
of the organisation objectives, so that worker don’t pursue their personal
goals, motivation or understanding the needs of the workers which brings better
integration and separation of workers through retirement, termination,
dismissal of appointment and death.
It is much easier to describe what
personnel officer do than it is to define difference between an effective and
an ineffective one. The personnel
officers often conduct his operating function without yardstick of excellence
and merely rate himself/herself against certain checklists of activities which
are carried on my many personnel officers have been excessively concerned in
recent years with activity and some what less about input. The system of
management by (MBO) proposes that the first step in managing would be a clear
definition of output expected. This would then followed by taking count of
limited resource available to achieve the objective and then the conduct and
control of activities. Because of the
importance to personnel management in an organisation especially the teachers
have choose this topic with a case study of Kaduna State Civil Service
Commission and also that their various instruments of data collection will be
explored and these includes, the questionnaire, interview and documentary
method.
HISTORICAL
BACKGROUND OF THE KADUNA STATE CIVIL SERVICE COMMISSION
The
present Kaduna State Civil Service Commission came into being since the
creation of Kaduna State in 1976 after the abolition of North Central State by
the Murtala Regime.
The
Civil Service Commission has a constitutional right of existence as provided
for in section 197 of the constitution of the Federal Republic of Nigeria of
1999, and the appointment of the chairman and members, except in the case of
ex-officio members or where other provisions are made in this constitution, the
chairman of this constitution, be appointed by the Governor of the State, and
the appointment shall be subjected to confirmation by resolution of the House
of Assembly of the State.
The
membership of the civil service commission are appointed from suitable
qualified citizens, whose wealth of management, and proven integrity are not in
doubt, particularly from the retired senior public servants.
They
(members) shall hold office for a tenure of 5 years and shall not be dissolved
until found wanting by 2/3 of the members of the State House of Assembly or
until the tenure expires.
POWERS,
FUNCTIONS AND RESPONSIBIITIES OF THE COMMISSION
The
Kaduna State Civil Service Commission is vested with among others, the powers
of appointment of all persons into the State Civil Service, confirmation of
appointment, discipline, promotion, retirement, withdrawal of service,
advancement, transfer of service, acceptance or otherwise of resignation of
appointment as established by the provision of the Federal Republic of Nigeria
constitution 1999. In exercising these
powers, the commission is guided by the provision of the scheme of service,
civil service rules, civil service regulations, establishment circulars and any
other rules and regulations that might be enforced from time to time.
Delegation of Powers
In pursuance of these duties, the
civil service commission delegates the power of control and discipline, regarding
and upgrading, confirmation of appointment of officers either on temporary,
permanent or acting basis on GL 01 to 06 permanent Secretary and heads of
departments. The exercise of these powers is subject to the approval of civil
service commission. The delegation could be withdrawn if the commission
observes that the powers have been abused.
Department of the Civil Service
Commission
The
commission has three (3) departments, these are, administrative and finance
department, planning research and statistic department and recruitment and
training department.
The
commission is consisting of a chairman, commissioner, in which they have
commissioner I, II, III and commissioner IV. The commission also have the
permanent secretary and all the department have directors and some others
schedule officers in the commission. We have executive officers, accountants
etc, civil service commission is a purely advisory body and it has no authority
to enforce its recommendation which considering the work of the commission, it
is important to appreciate the distinction between the commission and the staff
of the commission which consist of a number of public servants who prepare
papers for the consideration of the commission and subsequently take executive
action on those matters. The staff the
commission prepares briefs on the numerous subjects, which are referred to the
commission. These are submitted to the commission by the Secretary. The commission then considers the briefs at
one of its meetings and makes its recommendations to the governor. His decisions on the recommendation are
conveyed to the commission and the Secretary arranges executive action on
these.
The
commission is requested to advice on the confirmation of the appointment of all
officers in the executive and technical grades and in the professional and
administrative grades who are on the permanent establishment. In the case of officers in the clerical and
manipulative grades, it advice is sought only if confirmation is not
recommended
Discipline: The advice of the commission is sought in the
case of all except minor discipline matters. These case range from loss of
stores and money to absence without leave and conviction for a variety of
offences.
ORGANOGRAM OF CIVIL SERVICE
COMMISSION
IN KADUNA SOUTH
CHAIRMAN
THE COMMISSIONER
PERMANENT SECRETARY
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STATEMENT OF THE PROBLEM
It is the responsibility of the personnel
department to recruit, select and place staff in the various sections in line
with the general personnel policy of the organization.
It is apparent that recruitment officers
in Kaduna State Civil Service were not able to recruit employees due to embargo
placed on employment into government organisation with that circular, they do
not seem to determine and locate its personnel requirement and are not given
first hand to effectively recruit, select and place employee from identifiable
sources for efficient performance in order to attain the set objectives.
The research desire is to find the
methods and processes that recruitment, selection and placement could be
personnel policy. This study is
addressing the following problem question
(1) Does civil service commission occasionally
have vacancies to be filled?
(2) What are the methods of filling these
vacancies?
(3) What are the sources of personnel for
filling these vacancies?
(4) Does civil service commission fill the
vacancies available quotably within the local government in the state?
(5) Does civil service recruit, select and place
employees to fill these vacancies?
(6) Has it clearly defined recruitment policy?
(7) Does it conduct the preliminary interview?
(8) Does it shortlist applicants for interview?
(9) Doe sit conduct employment interview?
(10) Is recruitment, selection, and placement in
civil service mostly by internal advertisement?
(11) Does the staff responsible for recruitment,
selection and placement have enough knowledge of selection process?
(12) Is there enough trained personnel in the CSC
engaged in the recruitment, selection and placement process?
(13) Does proper recruitment, selection and
placement enhance productivity?
AIM
AND OBJECTIVES OF THE STUDY
The research work is aimed at examining
critically the procedure or policies that might exist during the course of
exercising the recruitment, selection and placement exercise in Kaduna State
Civil Service Commission and also to enable know the system they are operating
on:
(1) To identify the problems concerning
recruitment, selection and placement in Kaduna State.
(2) To explain recruitment, selection and
placement according to finding from civil service commission, Kaduna.
(3) To distinguish between recruitment,
selection and placement.
(4) To discover whether civil service commission
Kaduna is making use of quota system or fair representation among their local
government in state civil service.
THE
SIGNIFICANCE OF THE STUDY
The major significance of this research
is that it will serve as an addition to advance the research on recruitment,
selection and placement in various states, civil service, parastatals etc. It will also serve as a foundation for
further research by students and other researchers.
SCOPE
AND LIMITATION OF THE STUDY
This study is limited to Kaduna State
Civil Service Commission and especially the personnel management and its
responsibility in recruitment, selection and placement of employees and to see
its effectiveness and efficiencies.
It is the scope of the research to find
out how recruitment, selection and placement standard are, and between 1997 to
1999.
LIMITATION
OF THE STUDY
The research while collecting the data
for this research work, the researcher encountered so many problems some of
them are:
(1) The management of Kaduna State Civil Service
was not willing to give us data on some of their activities and especially of
their annual reports.
(2) The researcher also faced a problem
compiling the data on the historical background of the case study (Kaduna State
Civil Service).
(3) The researcher has to use his case study
office at Kaduna because some of the information needed could not be found.
STATEMENT
OF HYPOTHESIS
To achieve the purpose of this study,
the researcher have to formulate or put forward the following hypothesis or
assumption, which would be tested by investigation, so as to either accept or
reject the hypothesis.
Ho : The
method of recruitment, selection and placement by the civil service commission
Kaduna has adequately satisfied the personnel policy of the ministries and
department in the state.
HI :
That recruitment, selection and placement by the civil service
commission Kaduna has not improved the personnel objectives of the Ministries,
board and parastatals in the state.
DEFINITION
OF KEY CONCEPTS
Compensation:
Entitlement given to workers at the end of
the month as salary or on the retirement of worker as pension and gratuity
Integration: Coordination of workers from various
departments to achieve the organisation goals.
Motivation: An incentive given to workers as a resort of
inducement to be more effective in their worker
Personnel
Department: It is
the department that is charged with the responsibility of recruitment,
selection and placement, promotion, training, termination, dismissal, transfer
etc.
Placement: When a new applicant is recruited in an
organization, he/she will be placed or assigned to a position suitable to
his/her qualification or placed in a vacant place.
Recruitment: When employed in service of suitable
candidate or person to fill a vacant position in an organisation i.e taking a
new member.
Selection: A series of steps which an organisation
establishes for each job applicant to successfully complete before a final
hiring decision can be made.
Separation:
This is where a staff is no longer to live together with his organisation
either as a result of retirement, dismissal, termination of appointment,
withdrawal/resignation etc.
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