The Effect Of Nepotism In The Recruitment Process Of Nigerian Civil Service (A Case 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.

1. Non accessibility of information:

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

2. Limited time factor:

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

3. 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 Recommendation

5.1 Introduction

This chapter summarized the project work from chapter one to chapter five, concluded it and gave recommendation, on how to improve in the recruitment of civil service in Nigeria.


5.2 Summary

In summary the study investigated the effects of nepotism on recruitment process in the Nigeria civil service commission using Imo state civil service as a case study. The chapter one of the study explained the background of the study, statement of problem, objectives of the study, research questions, statement of hypothesis, significance of the study, and scope of terms.

In carrying out the research chapter two reviewed the literature which was done to gain knowledge of the existing studies in the related subject. The acknowledge was used to develop the questionnaire in chapter three.

Finally chapter four presented the data and analysis which shows the various research questions used for the preparation of the table.


5.3 Conclusion

This research work irrespective of its limitations follows a carefully designed procedure in gathering new data and using existing data from primary source for a new purpose of solving the problem of nepotism in the recruitment of Nigeria civil service system which Imo state civil service is the case study.

The Imo civil service commission which is the agency of government that overseas the recruitment of civil personnel in the state engages in nepotism. When the recruitment is based on tribal consideration and familiarity without observing the appropriate recruitment procedure which should be used on merit. This invariably leads to ineffective organization, wastefulness and misuse of manpower, corruption and other negative resultant effects.

Therefore for a nation to experience high performance, effectiveness and efficiency in public administration, attention should be focused on the process of recruitment and selection in the civil service. This is the only sure way to maintain the required quality of manpower in the civil service.


5.4 Recommendations

Based on the findings of this study the following recommendations were made in order to eradicate nepotism on recruitment of Imo state civil service.

  1. Personnel department has to be professionally equipped with technical know-how on recruitment procedures so as to ensure effectiveness and efficiency in recruitment and selection process.
  2. There should be awareness to existence of vacancies through advertisement in order to attract on large pool of potential applicants who posses the skills and knowledge the organization needs to achieve its objectives.
  3. There should be an education institution for manpower development
  4. There should be proper reference check on the applicants to job offer so as to employ the right people from the place and home.
  5. Recruitment of more than one applicant from a family into same state civil service should be discourse so as to limit nepotism.
  6. Employment into any grade should be strictly based on merit
  7. Recommendation by existing officials should not be regard as means of recruitment
  8. An applicant should posses the necessary certificate or qualification needed for the grade he is applying

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


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