Politics Of Recruitment In The Civil Service (1999-2010)

Project and Seminar material for Public Administration

Politics Of Recruitment In The Civil Service (1999-2010)


Abstract


The availability of a competent and effective labour force does not just happen by chance but through an articulate recruitment and selection exercise. However, recruitment and selection procedures in the Nigerian public service have been severely politicized by both politicians and top bureaucrats. This research work examined politicization of recruitment in the Enugu State Civil Service 1999-2010. The data used in this study was collected from both primary and secondary sources.

The data analysis revealed that; the recruitment and selection procedures in public service in Nigeria are not strictly followed during employment of staff; politicization and other informal processes dominate the established recruitment and selection procedures during employment of staff; merit principle do not always count to secure employment in public service rather the use federal character, quota system, indigeneship, son of soil syndrome, etc. are mostly considered; there is an established relationship between inefficiency of the Nigerian civil service and weak recruitment and selection processes.


Chapter One


Introduction

1.1 Background to the Study

The efficiency and effectiveness of any work place (whether the private or 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 (Peretomode and Peretomode 2001). Recruitment is a set of activities used to obtain a sufficient number of the right people at the right time from the right place (Nickels et al; 1999), and its purpose is to select those who best meet the needs of the work place, and to develop and maintain a qualified and adequate workforce through which an organization can fulfill its human resource plan (Biobele, 2007). Recruitment of personnel for the civil service is one of the crucial tasks of modern government and lies in the heart of the problem of personnel administration (Basu, 1994). The state and federal civil service commissions serve as employment against for the civil services in Nigeria and they do the recruitment without a fee (Nwachukwu, 2000). Specifically, the authority for recruitment into the Nigerian federal civil service is the Federal Civil Service Commission (FCSC). However, the commission delegates power to federal ministries and extra-ministerial departments to recruit junior staff to posts grades GL 01-06 (AL-Gazali, 2003).

The Nigeria federal civil service system as well as that of the state level, emphasizes uniformity, standardization, and transparency (Babaru, 2003) in recruiting competent applicants. Despite these emphases, it is perceived that the recruitment process lacks equity and transparency, making it difficult if not impossible to recruit the best qualified applicants for the available jobs in the service. Okotoni (2008) noted that inspite the optimism that ushered in new the civil service at the Nigeria’s independence, today the Nigerian civil service has failed as a veritable agent of national development. Regrettably, the recruitment and selection of staff in the Nigerian civil service system has been characterized by unabated political interference, nepotism and favoritism rather than on merit principle. From the view point of Olowu (1996) Nigeria civil service has performed dismally as the veritable agent of development, and according to him, the poor performance of Nigerian civil service is mainly human cause. In a further analysis, Olowu noted that personnel management and administration in the civil service has been politicized leading to employment of amateur (ie less qualified, and less experienced employees). In other words, we cannot understand why this is the case outside the context of politicization of recruitment and selection of staff in the system. This study is therefore an attempt to investigate how politics of recruitment is carried out in the Enugu State Civil Service from 1999-2010.


1.2 Statement of the Problem

Civil services in developing countries have been confronted with a number of problems which militate against the effective performance of their functions. One of such problems as identified by Ozor (2003) is the politicization of recruitment, selection and placement in personnel management and administration. This problem has been noted by Orewa and Adewuni (1983) and Onah (2003) among others as one of the factors responsible for inefficiency civil service in Nigeria Orewa and Adewuni (1983).

Furthermore, most Senators, Ministers, Governors, House of Representative members and state houses of assembly, Commissioners, and Local Government chairman recruit and place their relations, friends and political sympathizers or party members into civil service without due regard to rules and regulations or in keeping with manpower requirement of the civil service system in Nigeria. The implication of the above is that the ramshackle inefficiency that characterized general poor service delivery in Nigeria civil service system especially in some states like Enugu state stems largely from the politicization of staff recruitment which results in the emergence of wrong candidates.

Okoli (2003) noted that in most of public bureaucracies in Nigeria, the incumbents at the lower positions may be more qualified than the incumbents of higher positions. This may be true considering the level of inefficiency of the civil service following incompetent manpower in the Nigerian civil service. It is on this note that that this study is structured to investigate the politics of recruitment in the Enugu State Civil Service from 1999-2010.


1.3 Objectives of the Study

The objectives are grouped into general and specific.

The general objective of this study is to examine the politics of recruitment in the Enugu state civil service.

Other specific objectives of the study are to:

  1. Determine and examine if there is a significant relationship between politicization of recruitment of staff and ineffective performance of Enugu State Civil Service.
  2. Examine if Bureaucratic corruption in Enugu State Civil Service induces politicization of recruitment processes.
  3. To determine if Politicization of recruitment of staff in Enugu State Civil Service leads to poor service delivery
  4. Suggest practical measures in order to reduce politicization of recruitment of staff in Nigerian civil service particularly in Enugu state.

1.4 Research Hypotheses

The following hypotheses have been formulated to guide this study:

Hypothesis One

Hi: There is a significant relationship between politicization of recruitment of staff and ineffective performance of Enugu State Civil Service.

Hypothesis Two

Hi: Bureaucratic corruption in Enugu State Civil Service induces politicization of recruitment processes.

Hypothesis Three

Hi: Politicization of recruitment of staff in Enugu State Civil Service leads to poor service delivery.


1.5 Significance of the Study

The significance of the study presents the value or contribution which the research will make to the existing knowledge. Obasi (1999:73), asserts that research is most important tool for advancing knowledge and enables man to relate more effectively to his environment. The significance of this study is categorized into theoretical and empirical significance.

Theoretically, this study has the potential of contributing greatly to the growth of existing theories in social science particularly in public administration by helping to enrich the bank of knowledge through its reliable findings on politicization of recruitment of staff in the Nigerian civil service system and its effect on administration of civil service in Nigeria. This is to say that our study would assist in improving frontiers of knowledge especially in the personnel management and administration in the Nigerian civil service system. This is important because it is only a viable manpower that can provide quality service delivery for grassroots development. This study also has the potentials of contributing immensely to the existing body of literature on this subject matter.

Empirically, this study will serve as a foundation or base for future researchers who may in due course of time wish to embark on the assessment of politicization of recruitment of staff in civil service in Nigeria. In other words, this research will serve the academic as a useful and veritable bibliographical reference which will stimulate research for other related studies in relation to politics of recruitment in the civil service in Nigeria and particularly in Enugu state.


1.6 Scope of Limitations of the Study

This study focuses on politics of recruitment in the Enugu State civil service from 1999-2010. In other words, this study will unveil the effects of politicization of recruitment and selection of staff in civil service.

Some information were said to be classified information and out of bound for non-staff. However, the researcher did not rely entirely on the information rather supplementary information were sourced from textbooks, journals, magazines and other materials found to be relevant to the study.


1.7 Definition of Terms

Effectiveness:

In a generic sense, effect means results or outcome. In this study, effectiveness is defined as the degree to which an organization realizes its goals. The effectiveness of an organization in this study implies the degree to which it attains it goals or the ability of the system as a whole to effect intended result.

Inefficiency:

This means the inability of the council to cope with the societal demand on it. Inefficiency may be determined from the low quality of services rendered by an organization and incompetence of its manpower to achieve the organizational goals and objectives.

Merit:

This means the criteria set up, which permit a reasonable and objective judgement of an applicant ability to perform a job.

Public Service:

Public service is a term used to cover all the organizations, institutions or bodies owned by the government. It also includes all the employees of government that work to execute its policies.

Recruitment:

Is the process to which organisation solicit, contact interest potential appointees, and establish whether it will be appropriate to appoint any of them.

Selection:

Selection is the processing and rank ordering of the applications and interviewing applicant in order to determine the offer of jobs.

Bureaucratic Corruption:

Bureaucratic corruption is seen as any form of inducement or gratification “given and taken” in order to do some official work or assignment which ought to be done as a normal routine, or to jump some official protocols or bend some rules and regulations.


Chapter Five


Summary, Recommendations and Conclusion

5.1 Summary

This study has attempted the assessment of politics of recruitment in Enugu State Civil Service 1999-2010. The study critically reviewed the importance of effective recruitment and selection procedures in ensuring efficiency of civil service especially in a developing country like Nigeria. In addition, this study covered the dominant issues and problems affecting effective application of merit principles in the staff recruitment and selection in Nigeria public service focusing on Enugu State Civil Service.


5.2 Conclusion and Recommendations

Findings were deducted from the data presentation above, and these findings are presented and discussed below. Recruitment and selection as we have found out are very sensitive processes through which organizations obtain the right people at the right time from the right places to fill the existing vacancies. However, findings showed that recruitment and selection procedures in the public service in Nigeria have been ineffective following the introduction of informal processes such as federal character, quota system, stateism, indigeneship, son of the soil, ethnicity, favourism, among others. Our observation showed that politicization of recruitment and selection has become the order of the modern day practice in Nigeria public service.

In practice, politicization perverts organizational processes (.i.e. bureaucratic principles) and civil service ethics are by-passed or completely ignored. From our in-depth interview with the employees who claimed unanimous, it was revealed that politicization of staff recruitment and selection is an unwritten norm and thus, pervasive in the civil service. Observation shows that under the above condition, the established procedures for employment become a mere charade or a theory not to be practiced.

Drawing inferences from the above, one can argue strongly that there seems to be the institutionalization of an administrative process for employment based on “cognitive melodrama” as proposed/postulated by Okoli (2003:16-17). Therefore, explicitly speaking the dominant mode of employment especially from the 4th Republic since 1999 still date is mainly through clientelism or client- patron relationship which implies a mediated and selective access to resources and market which others are normally excluded. The phenomenon is by no means intrinsic to democracy but its occurrence is likely to become more institutional contexts and information available in democratic regime.

Based on the findings of the study and taking cognizance of the importance of the subject matter under review, this report is inclined to make the following recommendations:-

Politicization of recruitment and selection of staff in Nigerian civil service constitutes an administrative ill which needs to be overhaul from the system. To achieve this, there is need to engage on massive campaign against all forms of ill-administrative behaviour that tend to create room for politicization of recruitment and selection of staff in our public bureaucracies.

There should be strict administrative ethics in checkmating the employment processes in the Enugu State Civil Service as well as in all other public bureaucracies in Nigeria. This process will help to reduce high incidence of politicization of recruitment and selection of staff in Nigerian bureaucracies by enforcing due process.
Effort should be made to restore meritocracy as the basis of recruitment and selection in the Nigerian civil service. The principle of meritocracy would help to eliminate the employment of mediocrity.

Workshops and seminars should be organized regularly in order to unveil the negative implications of politicization of recruitment and selection of staff in the administrative capacity and efficiency of civil service in Nigeria. In addition, the participants should be mainly the politicians and principal officers in the civil service since the issue of politicization of staff recruitment and selection is more peculiar within the executive and high administrative officers.


Complete Material For Politics Of Recruitment In The Civil Service (1999-2010)


Project Material Download

3,000 Naira


The Complete Material will be Sent to You in Just 2 Steps

Quick & Simple…


Step One Purchase

Make a Mobile Transfer or POS Payment of ₦3,000 to any of the Account Below

Access Bank PlcAccount No.: 0811003731
Name: Samphina Academy
Account Type: Current
Zenith BankAccount No.: 1225513212
Name: Samphina Academy
Account Type: Current

Or CLICK HERE To Pay With Debit Card

FOR CLIENTS OUTSIDE NIGERIA
CLICK HERE To Pay With Debit Card ($15)
GHANA – Make Payment of 60 GHS to MTN MoMo, 0553978005, Douglas Osabutey 

Step Two Purchase

Send the Following Details on WhatsApp ( 08143831497) After Payment

  • Payment Details
  • Email Address 
  • Politics Of Recruitment In The Civil Service (1999-2010)

The Complete Material Will Be Sent To Your Email Address After Receiving Your Details
T & C Apply


  Contact Our Help Desk


⚠️ Need a different topic? Perform a quick search



Get A Complete Business Plan For Any Business In Nigeria

Business Plan for Businesses in Nigeria

  Business Plans in Nigeria


Disclaimer


This research material “Politics Of Recruitment In The Civil Service (1999-2010)” is for research purposes and should be used as a guide in developing your research project / seminar work. For no reason should you copy word for word (verbatim) as samphina.com.ng will not be liable for any who copied the material.

The aim of providing this material is to reduce the stress of moving from one school library to another all in the name of searching for research materials. This service is legal because, all institutions permit their students to read previous projects, books, articles or papers while developing their own works. According to Austin Kleon “All creative work builds on what came before”.

samphina.com.ng is only providing this material “Politics Of Recruitment In The Civil Service (1999-2010)” as a reference for your research. The paper should be used as a guide or framework for your own paper. The contents of this paper should be able to help you in generating new ideas and thoughts for your own research. Use it as a guidance purpose only.

Samphina Academy

Samphina Academy is an Online Educational Resource Center that is aimed at providing students with quality information and materials to aid them in succeeding in their academic pursuit.