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THE IMPACT
OF RECRUITMENT METHOD ON NIGERIAN CIVIL SERVICE
CHAPTER ONE
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 Akwa ibom 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 AKWA IBOM STATE CIVIL SERVICE COMMISSION
The present
Akwa ibom State Civil Service Commission came into being since the creation of
Akwa ibom 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 RESPONSIBILITIES OF THE COMMISSION
The Akwa
ibom 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.
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 Akwa ibom 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?
AIMS 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 Akwa ibom 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 Akwa
ibom State.
(2) To
explain recruitment, selection and placement according to finding from civil
service commission, Akwa ibom.
(3) To
distinguish between recruitment, selection and placement.
(4) To
discover whether civil service commission Akwa ibom 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 Akwa ibom 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 Akwa ibom 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 (Akwa ibom State Civil Service).
(3) The
researcher has to use his case study office at Akwa ibom 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
Akwa ibom 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 Akwa ibom
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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