CHAPTER
ONE
INTRODUCTION
1.1 BACKGROUND OF STUDY
The term public organization is a broad
concept. It denotes according to the new encyclopedias “an organization
operating (or supposed to be operated) on commercial principles wholly or
partially owned and effectively controlled by public authority”. It main
function may be;
i.
The
provision of some infrastructural services i.e. social services.
ii.
Provision
of electricity, pipe born water, health care delivery system to the citizens
for the betterment of their welfare.
Every
organization (public or private) depends on the effective use of its available
resources in order to achieve its objectives. These resources (human and
material) should be in the right quantity, quality and time, if they are to be
effectively utilized. However, one of the resources of the organization which
is considered as the most vital, most valuable, most complicated and the least
predictable is the human resource. This is because it is the human resource
that processes the other resources of the organization so that the goals and
objectives of the organization are achieved. All over the world, the services
provided by governments are done through public servants. Public servants are
those that work in the public service of any country or state. In Nigeria,
public servants are made up mainly of senior and junior staff, as well as
executive, technical and administrative cadres who are largely distinguished
based on their educational qualifications, training, skills, ranks and the
duties they discharge (Yaro, 2014). The term Public Service covers agencies of
government (Federal or State) civil service, the legislature and judiciary as
well as their agencies and parastatals. It encompasses the civil service in the
strict sense of the ministries and departments of central or state government
and the field administration. It also includes local governments, the military,
the police and other security or paramilitary agencies. The Public Service is a
dynamic structure of government which operates based on rules that are reviewed
every five years in Nigeria so as to keep in tune with changing times to serve
the current needs of society and to provide for the future requirements of the
people (Yaro, 2014). The indigenization of the public service that accompanied
independence in the 1960s, which was coated with the perpetuated problems of
sectionalism, nepotism, tribalism and religion, could be traced from the
rationalization and popular purges which gave birth to competitions among
ethnic groups in the country who want to favour their ethnic cleavages. Ever
since then, these issues became and remain critical and never left the Nigerian
Public Service. The institutional arrangement for personnel
management in the civil service is derived from civil service practice
(Adebayo, 1982). The minister that make up the civil service, supervise the
practice in the public sector, civil service parastatals and other public
sector organizations. In Nigeria, both the federal and civil service control
the appointment, promotion, discipline and evaluation of staff performance in
exercise of its power (Armstrong, 1978). The civil service commission has
transferred or funds it necessary to delegate some of their functions to the
head of service, the permanent secretaries and head of extra - ministerial
department for effect performance of these various organizations. This shows
that the functions of the personnel management in the civil services are shared
between different bodies and civil service commission. This is why Banjoko S.A
(2006) submitted that the organization of public personnel function is
disjointed, fragmented and highly uncoordinated suggestion that there are
various organs, which are responsible for the personnel management functions in
the civil service. This includes:
i.
Ministry
of Establishment
ii.
The
Public Service Commission
iii.
Civil
Service Commission and
iv.
The Head
of Service
Moreover, there are several types of public
organizations. But basically, it could be classified into groups.
i.
Those
providing essential services
ii.
Those of
commercial nature
Those providing essential services or
utilities in Nigeria include National Electric Power Authority Now Power
Holding Company of Nigeria, Water Cooperation. These are run and operated with
the objective of promoting essential services, profit making is not a high
motive in the operation. Some examples of cooperation or public organizations
with economic motive are the Nigerian National Petroleum Cooperation etc. The
essence of making the social service for the people necessitated the like-hood
for the government to have forms of the most efficient size charged with the
provision of providing goods and services. One can now summarize by stating
that public organizations are owned by states or federal government normally
created by law, which stipulated its functions, types of managements and
relationship with government authorities. It is financed by government, and has
to be meeting its current cost and does not necessarily to make abnormal or
supernormal profit as in the case, especially those providing utilities, which
are expected to change social as distinct from economic cost. The
administrative of this essential establishment are vested in the hand of board
of management and ministers. The board is more of a number with a chairman and
general manager appointed by the board and charged with effective conduct of
the day-to-day business of the organization (Banjoko, 1991). This research effort is, therefore, an attempt at
focusing on the process of staff recruitment and selection into the public
service in Nigeria. This paper will also attempt to proffer some suggestions to
improve the process.
1.2 Statement
of the Problem
The
civil service is responsible for continuity of policy and such continuity is
possible under a parliamentary system of government. The concern of this project therefore is examined and emphasized
on problems battling with the civil service commission in the area of staff
recruitment. There are also the problems of lack of adequate and qualified, poor
administration of the day-to-day activities of the civil service commission
which is caused by poor management, lack of adequate funds to carry out its
objectives organizing training course and workshops on human development in all
its ramification and information handling the commission. The problem
confronting civil service commission in the process of staff recruitment is in
carrying out the decision and policy laid down by the political boss.
1.3 Research
Objective
The
broad objective of this study is to assess the staff recruitment system in
civil service commission with focus on Federal College of Agriculture Ishiagu
as a study. The specific objectives are:
Ø To
examine the impact of staff recruitment as a management tool on quality service
rendered by the civil service commission.
Ø To
identify the problem in the method of staff recruitment exercise of the civil
service commission.
Ø To
suggest possible corrective measures that could be taken consideration to
improve on the efficiency of workers and service delivery.
1.4 Significance
of the Study
The
significance of the study is for the research study to show the weakness of the
staff recruitment of the civil service commission Oyo State and suggest
alternative ways for improvement in the staff recruitment for better
effectiveness the comparison on their service delivery.
Replenishing
the stock of human resources are critical activities facing most modern
organizations. It is seen as a problem because under-utilization or
over-utilization of resources could lead to the liquidation of any company or
organization.
The
effectiveness of any organization in the course of service delivery could be
cause mainly by the staff recruitment a major problem in achievement of an
organization goal of both the public enterprise and private owned organization.
The
need therefore arises to study subject area for improved procedure for staff
recruitment.
1.5 Scope
of the Study
The
research study will be carried out on the system used in staff recruitment in
Federal College of Agriculture Ishiagu, Ebonyi State.
1.6 Statement
of Hypothesis
H0: There is no
significance relationship between the civil service commission and private
enterprises recruitment process.
H1: There is significant
relationship between the civil service commission and other private enterprise.
H0: Political influence
constraints recruitment in civil service.
H1: Political influence
does not constraints recruitment in civil service
H0: Civil servant is not
responsible for the continuity for formulating policy.
H1: Civil servant is
responsible for the continuity for formulating policy.
1.7 Limitations
of the Study
As
much as the researches intended to conduct a details work on this study, the
conduct of the field study will restrict or limited by some factors.
Constrains like shortage of funds,
time factors as the researcher would have other educative things to attend to
and lastly red-tapisms are the envisage limitation of this study.
1.8 Definition
of Terms
Recruitment: It
means searching for and obtaining the potential job candidate in sufficient
numbers and quality so that the organization can select most appropriate to
full its job needs.
Civil Service: Civil
service is indispensable department through which the government implements its
policies and programmes.
Civil Service Commission: Civil
Service Commission is an executive body established by the constitution to
guarantee its autonomy political neutrality.