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The Impact Of Recruitment Method On Nigerian Civil Service
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The commission is consisting of a chairman, commissioner, in which they
have commissioner I, II, III and commissioner IV. The commission also
have the permanent secretary and all the department have directors and
some others schedule officers in the commission. We have executive
officers, accountants etc, civil service commission is a purely advisory
body and it has no authority to enforce its recommendation which
considering the work of the commission, it is important to appreciate
the distinction between the commission and the staff of the commission
which consist of a number of public servants who prepare papers for the
consideration of the commission and subsequently take executive action
on those matters. The staff the commission prepares briefs on the
numerous subjects, which are referred to the commission. These are
submitted to the commission by the Secretary. The commission then
considers the briefs at one of its meetings and makes its
recommendations to the governor. His decisions on the recommendation
are conveyed to the commission and the Secretary arranges executive
action on these.
The commission is requested to advice on
the confirmation of the appointment of all officers in the executive and
technical grades and in the professional and administrative grades who
are on the permanent establishment. In the case of officers in the
clerical and manipulative grades, it advice is sought only if
confirmation is not recommended
Discipline: The advice of
the commission is sought in the case of all except minor discipline
matters. These case range from loss of stores and money to absence
without leave and conviction for a variety of offences.
STATEMENT OF THE PROBLEM
It is the responsibility of the personnel department to recruit, select
and place staff in the various sections in line with the general
personnel policy of the organization.
It is apparent that
recruitment officers in Akwa ibom State Civil Service were not able to
recruit employees due to embargo placed on employment into government
organisation with that circular, they do not seem to determine and
locate its personnel requirement and are not given first hand to
effectively recruit, select and place employee from identifiable sources
for efficient performance in order to attain the set objectives.
The research desire is to find the methods and processes that
recruitment, selection and placement could be personnel policy. This
study is addressing the following problem question
(1) Does civil service commission occasionally have vacancies to be filled?
(2) What are the methods of filling these vacancies?
(3) What are the sources of personnel for filling these vacancies?
(4) Does civil service commission fill the vacancies available quotably within the local government in the state?
(5) Does civil service recruit, select and place employees to fill these vacancies?
(6) Has it clearly defined recruitment policy?
(7) Does it conduct the preliminary interview?
(8) Does it shortlist applicants for interview?
(9) Doe sit conduct employment interview?
(10) Is recruitment, selection, and placement in civil service mostly by internal advertisement?
(11) Does the staff responsible for recruitment, selection and placement have enough knowledge of selection process?
(12) Is there enough trained personnel in the CSC engaged in the recruitment, selection and placement process?
(13) Does proper recruitment, selection and placement enhance productivity?
CHAPTER ONE -- [Total Page(s) 3]
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