Effect Of Nepotism In The Recruitment Process In Nigeria (A Study Of Imo State Civil Service Commission)

Project and Seminar material for Public Administration

Project and Seminar material for Public Administration


Abstract


This work was thoroughly done with the intention to provide a good text for case of understanding principle which are vital for the reading and enjoyment of the study. This work examines the effect of nepotism on recruitments process in the Nigerian civil service a case study of Imo State civil service.

The research work investigates the methods and procedures of recruitment and selections of staff adopted by the Nigerian Civil service as well as the factors that affect their choice of recruitment and selection process. in the course of this work, the research employees survey design and makes use of questionnaire to gather information on the research areas.

The five chapters in the work depict the range and depth of research that has been put to the oval subject matter. It defines the concept like nepotism, recruitment and selection process, the remaining four chapters of different topics are vital to the understanding and appreciating the effect of nepotism on recruitment process. in the Nigerian civil service a case study of Imo State civil service


Table Of Contents


Preliminary Page(s)

  • Title page
  • Approval page
  • Dedication
  • Acknowledgement
  • Abstract
  • Table of content

Chapter One

1.0 Introduction

  • 1.1 Background of the study
  • 1.2 Statement of the problem
  • 1.3 Objectives of the study
  • 1.4 Research questions
  • 1.5 Statement of hypothesis
  • 1.6 Significance pf the study
  • 1.7 Scope of the study
  • 1.8 Limitation of the study
  • 1.9 Definition of terms.

Chapter Two

2.0 Literature Review

  • 2.1 Introduction
  • 2.2 Nepotism and its effect of recruitment in Imo State civil service commission
  • 2.3 Meaning and methods of recruitment in the civil service
  • 2.4 The Imo State service and its recruitment process is law abiding
  • 2.5 Definition of section
  • 2.6 Employment interview
  • 2.7 Disciplinary control Imo State civil service
  • 2.8 Ways of improve the local government service commission
  • 2.9 The cadre in civil service

Chapter Three

3.0 Research Methodology

  • 3.1 Introduction
  • 3.2 Research design
  • 3.3 Sources/methods of data collection
  • 3.4 Population and sample size
  • 3.5 Sample techniques
  • 3.6 Validity and reliability of measuring instrument
  • 3.7 Data analysis technique

Chapter Four

4.0 Presentation and Analysis of Data

  • 4.1 Introduction
  • 4.2 Presentation of data
  • 4.3 Analysis of data
  • 4.4 Test of hypothesis
  • 4.5 Interpretation of result

Chapter Five

5.0 Summary, Conclusion and Recommendations

  • 5.1 Introduction
  • 5.2 Summary
  • 5.3 Conclusion
  • 5.4 Recommendations
  • References
  • Appendix
  • Questionnaires

Chapter One


1.0 Introduction

1.1 Background Of The Study

Nepotism is favoritism granted to relatives of friends regardless of merit. Nepotism means hiring one’s own family members or it can mean hiring unqualified or under-qualified family members based simply on the family relationship. The word nepotism stems from the lation word nepos, nepotics which means nephew.

Oxford advanced learners dictionary (7th edition) defined nepotism as giving unfair advantage to your own family if you are in a position of power especially by giving them jobs.

Nepotism describes favouritism shown to members of ones family, bestowal of patronage in consideration of relationship rather then of merit or legal claim.

On the other hand, recruitment according to itellrigal and Slocum (1996:43) is the process of searching both inside and outside the organization for people to fill vacant positions.

Obikeze and Obi (2004:41) sees recruitment as a process of attracting candidates to apply for vacant positions in organizations.

The civil service is a professional body of officials, permanent, paid and skilled. It is a system that offer equal opportunities to all citizens to enter the government service, equal political and bureaucratic.

The roots of the Nigerian civil service can be traced to the colonial civil service established by the British to govern Nigeria as a canonical territory in 1860. however, it was not until 1914 (amalgamation of the northern and southern protectorate) that there was a verified governmental structure in Nigeria and that years marked the beginning of a Nigerian civil service.

The efficiency and effectiveness of any work place (whether the private of the public sector) largely depend on the caliber of the workforce. The availability of a competent and effective labour force does not just happen by chance but through an articulated recruitment exercise.

Recruitment is a set of activities used to obtain a sufficient number of the right people of the right time from the right places. Its purpose is to select those who best meet the needs of the work force and develop and maintain a qualified and adequate workforce through which an organization can fulfill its human resource goal.


1.2 Statement Of The Problem

This research was conducted based on the fact that the recruitment process of the Nigerian civil service lacks equity and transparency, making it difficult if not impossible to recruit the best qualified applicants for favourable jobs in the service. The persuade problem of recruitment in the Nigerian civil service could largely be attributed to factors descriptive as nepotism.

The recruitment process in the Nigerian civil service requires monitoring nepotism and its impact on the recruitment exercise in order to attract broad range of potential applicants and screen out unsuitable applicants.

The researcher observed the following problems caused by nepotism in the recruitment process which promoted him to embark on this research. These problems include:

  1. Lack of skilled employees
  2. Wastage of resources
  3. Higher supervisory
  4. Dissatisfaction of employee

The study is to investigate nepotism as used by the personal management against the method and process of recruitment of personnel adopted by the Nigerian civil service.


1.3 Objectives Of The Study

This research work has the following objectives

  1. To have a resound knowledge on how nepotism is being adopted by the personnel management in the recruitment process of the Nigerian civil service.
  2. To explore the negative effects of nepotism on the Nigerian civil service system.
  3. To determine the extent to which nepotism has affected the recruitment process of the Nigerian civil service.
  4. To suggest how nepotism can be eradicated in the recruitment process of Nigerian civil service system.

1.4 Research Questions

  1. What effect does nepotism have on the recruitment process of an organization?
  2. Can nepotism cause wastage of resources?
  3. Can recruitment by nepotism result to ineffectiveness and inefficiency in an organization?
  4. Is nepotism an effective concept in personnel management?
  5. Can nepotism be eradicated?

1.5 Statement Of Hypothesis

The following will be tested on the research work to ascertain its validity.

  1. Hi: Nepotism serves as a major cause of low output in the civil service
    Ho: Nepotism does not serve as a major cause of low output in the civil service.
  2. Hi: Imo State civil servant are recruited on merit
    Ho: Imo state civil servant are not recruited on merit.

1.6 Significance Of The Study

This study will educate the stake holders on the need to appreciate the effect of recruitment in the performance of public administration and therefore the need to eliminate nepotism in the recruitment process of the civil service of Nigeria.

This study will expose the recruitment method adopted in the Nigerian civil service.

This study also shall acknowledge the problem facing recruitment process in the Nigerian civil service and solution proffered shall equip the civil service commission in their future recruitment. The study shall equally help the commission to see the need for experts. The work will also provide the government with scientific and useful information which will guide it in the formation of recruitment policies.

This study will serve as a reference material for both government and private researchers IT student who share the same research interest with this work. The findings of the work will add to the easing body of knowledge in the subject matter and will produce a report which may stimulate research on recruitment


1.7 Scope Of The Study

The scope for the study encompasses the effects of nepotism in the recruitment process of the whole Nigerian civil service (both federal and state civil service) but because of the nation’s vastness, the researcher will limit its scope to Imo State civil service.


1.8 Limitation Of The Study

In the course of carrying out this research work, the researcher encountered the following problems.

Non Accessibility Of Information:

This is as a result of the unwillingness of some respondent to give out information.

Limited Time Factor:

The researcher having being pre occupied with the other academic pursuit has limited time to carry out the full research work.

Financial Constraint:

The factors posed a heavy problem in course of carrying out this research as there was insufficient finance for gathering and collection of data.


1.9 Definition Of Terms

Nepotism:

This is giving unfair advantage to your own family if you are in position of power especially by giving them jobs (Nwosu 1998:67)

Recruitment:

Defines the process of attracting a sufficient number of individuals with the right profile in terms of qualifications, experiences, skills and other relevant attributed to indicate their interest in working for the organization (Ezeachi and Eziagn 2009:41)

Personnel:

This term is used to cover all persons collectively employed in a work or an organization.

Civil Service:

This is a body or organization of men and women employed to ensure that the policies and programmes of any government of the federation are carried out.

Civil Servant:

A civil servant is a person employed by the civil service commission and paid by government of the money voted for that purpose by the national assembly or state house of assembly.


Chapter Five


5.0 Summary, Conclusion And Recommendations

5.1 Introduction

The purpose of recruitment is based on its need to find qualified candidates to fill existing vacancy in an organization which included individual achievement and development. It also aimed at building a strong organization where effective team work and individual needs are reclined at the same time.

Thus, the effect of nepotism and recruitment will make the recruitment not to undergo the normal process in the civil service commission.


5.2 Summary Of Findings

In summary, the study investigated the effect of nepotism on recruitment process in the Nigeria public service. A study of Imo state civil service commission Owerri using three establishment, they are Ministry of Agriculture, Ministry of Education and Ministry of Health.

The chapter one of the study explains the background; objective, scope, statement, research questions, limitations and significance of the study.

In carrying out the research chapter two (2) was based on literature review which was done to gain the knowledge acquired was used to develop the questionnaires in the chapter three (3).

Finally, chapter four (4) presents the data presentation and analysis which shows the various research questions used for the presentation f the tables.


5.3 Conclusions

The researcher makes certain conclusion based on the findings as follows:

  1. That written aptitude and achievement tests are carried out on the applicants in the civil service.
  2. The civil service uses a systematically planned and executed recruitment and solution process in employing them or its works.
  3. It is the researchers opinion that the staff welfare policy of their workers has not been encoded the kind of recognition that it desired in order to increase workers productivity, efficiency and commitments to work.

Conclusively, this study has been able to make the researcher know the formal recruitment and selection strategies in the civil service.


5.2 Recommendations

Based on the finding of this study, the following recommendations were made in order to improve the effects of nepotism on recruitment in Imo state civil servants.

  1. Personnel department has to be professionally equipped into component personnel to make recruitment and selection processes a success.
  2. 2. Background investigation should be carried out in the employment of junior staff personnel as well as senior staff personnel to eliminate the possibility of employing wrong employees with questionable character. Before any one is employed in the civil service, the people in charge should know the biography, that is, know everything about the person before he or she is being employed as a civil servant.
  3. The application forms used for the recruitment should be carefully designed, administrated and integrated to get all that is required. The form should be self explanatory so that people will know what to fill without disturbing the personnel officer who shares the form.
  4. Strategic job opening or job position should be advertised for both serving employees and external candidates simultaneously to avoid the service the opportunity to choose candidate into talents and skills. In addition, the various sources of recruitment are also recommended by the researcher which include the followings;
a. Newspaper advertisements:

This is a very popular sources of recruitment. Though it is expensive, but it has a very wide reach in especially if it is a national newspaper. For instance, Tuesday guardian has therefore, become a very valuable asset for those looking for job opportunities. Most newspaper adverts about job vacancies usually contain the job specification and the needed qualification.

b. Educational Institutions:

Educational institutions being the source of recruitment in the countries where the unemployment levels are low organizations try to recruit management trainees and the staff from tertiary institutions.

c. Executive Search Firms:

There are inexistence today, many consulting firms that specialize in recruitment, electing and manpower training and development. These firms are used by organization that are interested in employing highly skilled man power because of their core competence in this area, they are often better suited to handle the business of recruitment firms that are desirous of hiring the best hands.

d. Employment Agencies:

In contrast with executive search firm employment agencies register those who are looking for jobs and help to secure jobs for them for free. Organization that wants to fill staff vacancies contracts them and they forward the resumes of job seekers to these organizations for consideration.


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