Staff Recruitment Policies And Procedures In The Federal Civil Service (A Case Study Of Federal Polytechnic Nekede, Owerri)

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Dedication


This work is dedicated to Almighty God for his guidance protection and provision all through my educational pursuit in this citadel of learning.


Acknowledgement


My profound gratitude goes to Almighty God for his kindness and Mercy upon my life. To my supervisor Mr. Patrick Oparaku N. for the knowledge and guidance she impacted on me and for her assistance towards the success of this project.

To those great men and woman whom their material were used as reference to this project, I say a very big thank you to you all. Am very much grateful to my parent, brothers and sister, uncles, cousins, friends and well wisher who blood by me and contributed to the success of my education in one way or the other may God bless you all.


Abstract


Recruitment is the process of seeking and attracting prospective employee for the purpose of filling vacant position in an establishment. The study of recruitment policies and procedures in federal civil service become necessary when one observes the unconventional processes certain organizations adopt and the tension generated by recruitment. Both in private and public sector of Nigeria state.

This work therefore set out whether recruitment in national population commission in particular in dependent on merit. It also identified the problems associated with recruitment and assesses the procedures adopted in recruiting workers in national population commission in particulars and federal civil service in general. To discover the trend of events in the scene and to uncover gaps in knowledge, a review of literature was carried out.

As a method of gathering data, a structured and close ended questionnaire was formulated, validated and administrated on a sample of 80 staff of national population commission, from level 01 – 17 these were all retrieved and analyzed using simple percentage. It was discovered that recruitment in national population commission was not based on merit it was equally discovered that the policies and procedures are good but its implementation has much to be desired, as this was characterized by political interference and nepotism.


Chapter One


1.0 Introduction

The federal polytechnic Nekede staff recruitment aims at the best person for each vacancy through fair, systematic, effective staff recruitment and selection procedures.

This will ensure that the institution continued to deliver a high quality learning experience to all student, maintains its first class reputation as research and teaching institution and continues to attract high caliber professional and support staff.

The institution values diversity and is comittement to eliminated unlawful and unfair discrimination. Staff appointment will always be on merit, within relevant legislative and statutory obligation.

The institution is committed to deliver the recruitment and selections of staff in a professional, timely and responsive manner. All efficiently, with respect and courtesy aim to ensure that the applicant experience is positive, irrespective of the outcome.

The institution conduct the best practice recruitment and selection staff with continually review and develop it practice to allow new ideas and approaches to be incorporated.


1.1 Background Of The Study

The Staff recruitment is the bed rock and foundation of any organization. This is because their success or efficiency in service delivery depends on the quality of its work force who was recruited. Staff recruitment policies and procedures sets out, as far as possible that the best people are recruited on merit and that recruitment process is free from bias and discrimination. Recruitment has been defined in various ways by various scholars. These definitions depends on the perspective of the author.

According to Flippo (1976:1,2,3) it is the process of searching for prospective employees and stimulating them to apply for jobs in an organization. It often turned positive because its objective is to increase selection ratio that is the number of applicant per job opening. An organization need to attract more candidates in other to increase selection ratio so as to select the most suitable out of all the candidates available . Beach (1980:210) recognized recruitment as the development and maintenance of adequate manpower sources. It involves the creation of a pool of available labour from which an organization can draw whenever it requires additional personnel.


1.2 Statement Of The Problem

The researcher tries to point out those problems associated with staff recruitment of federal polytechnic, Nekede. Staff recruitment in the federal civil service has been a controversial issue in this country. This is because of high rate of unemployment, as a result certain recruitment processes, policies and recruitment problems have been abused.

The federal civil services in particular the federal polytechnic, Nekede has been faced with the problem of recruitment starts favouring family members or friends or known persons often with no regards to the persons suitability for the job.

Staff recruitment procedures of federal civil services have been faced with political interference who is to be recruited.

The federal character has brought inverse lobbing in the federal civil service. Due to this, proper recruitment procedures and policies are not followed.

Recruitment in federal polytechnic, Nekede is based on merit.


1.3 Objective Of The Study

The goal of recruitment policies and procedures is to regulate the activities of recruitment and to ensure that right people are recruitment. To achieve these objectives, the following have be pursued.

  1. To review the existing policies of federal polytechnic Nekede.
  2. To find out the procedures used by federal polytechnic.
  3. To know if recruitment is based on merit.
  4. To identify the problems associated with recruitment in federal polytechnic Nekede.

1.4 Research Questions

The researcher questions for this study include:

  1. What are the recruitment policies of the federal polytechnic Nekede?
  2. What are the staff recruitment procedures of federal polytechnic Nekede?
  3. What are the problems associated with staff recruitment in federal polytechnic Nekede.

1.5 Statement Of The Hypothesis

The following hypothesis have been formulated to guide the researcher’s effort, they include the following:

  1. HO: Federal polytechnic Nekede does not have staff recruitment policies.
    H1: Federal polytechnic Nekede has staff recruitment policies.
  2. HO: Federal polytechnic Nekede does not follow staff recruitment procedures.
    H1: Federal polytechnic Nekede follow staff recruitment procedures.

1.6 Significance Of The Study

This research work will help in the following when completed.

  1. It will expose the problems associated with staff recruitment policy.
  2. It will equally create awareness among the staff of federal Polytechnic Nekede, as it will help them have a better understanding between them and management on recruitment issues.
  3. It will expose the inadequacies of staff recruitment polices.
  4. The research work will help the study and ordinary reader as it will provide an insight on various aspect of staff recruitment.

1.7 Scope Of The Study

The scope of the study covers staff recruitment policies and procedures in the federal civil service and it is delimited to federal polytechnic Nekede.


1.8 Limitation Of The Study

  1. The fear of infringing the act of secrecy makes a civil servant afraid of giving out information to the researcher especially when it concerns staff recruitment policies and procedures.
  2. Poor attitude of respondents to questionnaire and financial barrier were limitations to the study.
  3. Eliminating factor is another limiting factors. For a research work of this nature to be carried out along side with other academic activities like lecture and assignment time becomes eliminating factor.

1.9 Definition Of Terms

The following operational terms have been defined for clarity.

Recruitment:

It is the process of filling vacancies by searching and appointment of applications into establishment.

Manpower:

This is the number of people available for work.

Recruitment Policy:

This is to provide a sound framework for the recruitment and selection of staff base upon the principles.

Recruitment Procedure:

It involve analyzing the requirements of a job opening, attracting employees to the job, screening and selecting applicants, hiring, and integrating the new employee to the organization or establishment.

Balance Staffing:

This is when the total number of staff employed in equal to the total job available.

Overstaffing:

This is when an organization employ many staff in a particular department which may result to some staff having no office space provided for them.


I bet you, the complete material is fully loaded. This is just an excerpt. The Material is in MS-Word Format which you can easily edit and is comprehensive for a complete research work for this topic


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How to nail it on the head during your project defence


You are through with writing that project. Now what?

You have found yourself at that point where you have to defend what you have written. Of course you have to stand in front of your supervisor and other literary personalities to prove that you know what you wrote in your project paper. Unfortunately, the more you think about it, the more it looks like you are about to face a legion. It is not a war. But the emotion of dread welling up inside of you makes it look like one. So now you are asking yourself questions.

  • How am I going to start?
  • I hope I will do well enough to get an A.

You really want to nail it, but you need to come to terms with exactly how to get everything in perfect control. Especially your emotions of fear that seem to make a wreck of you every time you think about public speaking.
So here is the deal. I want to help you avoid that feeling that would ruin your precious moment if you dare to let it. And we are going to do it together.

I am going to highlight some very important tips to help you get in control for you to be comfortable enough to move from that feeling of DREAD to CONFIDENT; and making an awesome Impression for that great rating your supervisors should be giving to you so freely.

Consider these tips as you prepare for your defence. We will be taking them one after the other so here we go.


Watch Your Body Language And Keep It Confident:

Can you tell that a person is falling apart if they look confident? … If I can second guess you rightly, am sure you answered no to that question. Remind yourself that you need to come out that way. Now this might seem like a huge big deal when you are dealing with the foreboding. Maintaining a poise of confidence is very important. So find your most comfortable position, sitting or standing and draw up your body. You must exude confidence. It is something you need to do for yourself. People can only see what you allow your body language to show. So you must endeavour to put that out. Remember the story of David and Goliath? … At the end of your defence day, you want to be David.


Dress In Your Most Comfortable And Impressive:

Am sure this one is a no brainer. However I must highlight that you choose comfortable pieces. You don’t want to look so good and yet look like you were forced to wear something that does not belong to you. It’s great to ensure that as impressive as your clothes are on you, that they are also very comfortable.


Speak With Authority:

Going hand to hand with that aura of confidence is your most powerful asset:your words. If you look that confident, your words must not come out like whimpers. To be able to pull this off, you definitely need to speak as deliberately as possible in expressing yourself. Let them also hear what they see.


Use, Your Gestures:

I have often found this to come to my rescue in dealing with shyness and conveying my confidence. Usually it gives you an edge to also drive home your point. You must, however, ensure that you do not over use it. It doesn’t mean that your hands should be flying all over the place. That would be absolutely unnecessary. If you do this well, after a while you will realize that you are not as self-conscious as you used to be at the very start. For most situations, it would have completely disappeared altogether; leaving a really confident you talking.


Have A Good Opening And Closing Line:

Make sure you have perfected a good opening line. You should also be armed with a good closing line too. Try and rehearse it to a friend. If for the first time you presented it, your friend does not say “wow, that’s beautiful” or something like that; just know you need to keep refining it until you get the perfect line. Both opening and closing lines will go a long way in how impressed your panel gets to rate you high.


Make Sure You Know Your Work:

Certainly you should understand how important it is to know your own work from start to finish. Not having in-depth knowledge of your own work is tantamount to a suicide mission. Why should you kill yourself?
When all is said and done, this is what you came to defend in the first place. You should know your work from A to Z.


Prepare For The Questions:

Now this part is truly essential. You must be sure you do not floor all the good work you did on your presentation by not answering correctly. You must pay attention to the questions you are asked to be sure you will give the right answer. Many people get it wrong at this stage and spoil their good presentation. When you do not understand any question do endeavour to ask the person to expatiate what they mean before you answer.


These tips are by no means exhaustive, but applying these tips will give you some necessary advantage you need for a great outcome. Of course that outcome would mean that you eventually earn all your points on this project.

SAMPHINA

SAMPHINA

Samuel Obiora Blessed is the CEO and founder of samphina.com.ng a.k.a Nigeria Students Media, the youngest engineering graduate of Federal Polytechnic Nekede in 2017 and the engine brain behind this great platform. He is the man behind the scene, filled with many potentials. A musician as well as a developer with the interest of Nigeria students at heart. If you need a professional website, contact him via WhatsApp or phone call @ 08143831497 to get the best.

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