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The Impact Of Recruitment Method On Nigerian Civil Service
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AIMS AND OBJECTIVES OF THE STUDY
The research work is aimed at examining critically the procedure or
policies that might exist during the course of exercising the
recruitment, selection and placement exercise in Akwa ibom State Civil
Service Commission and also to enable know the system they are operating
on:
(1) To identify the problems concerning recruitment, selection and placement in Akwa ibom State.
(2) To explain recruitment, selection and placement according to finding from civil service commission, Akwa ibom.
(3) To distinguish between recruitment, selection and placement.
(4)
To discover whether civil service commission Akwa ibom is making use of
quota system or fair representation among their local government in
state civil service.
THE SIGNIFICANCE OF THE STUDY
The
major significance of this research is that it will serve as an addition
to advance the research on recruitment, selection and placement in
various states, civil service, parastatals etc. It will also serve as a
foundation for further research by students and other researchers.
SCOPE AND LIMITATION OF THE STUDY
This study is limited to Akwa ibom State Civil Service Commission and
especially the personnel management and its responsibility in
recruitment, selection and placement of employees and to see its
effectiveness and efficiencies.
It is the scope of the
research to find out how recruitment, selection and placement standard
are, and between 1997 to 1999.
LIMITATION OF THE STUDY
The research while collecting the data for this research work, the
researcher encountered so many problems some of them are:
(1) The
management of Akwa ibom State Civil Service was not willing to give us
data on some of their activities and especially of their annual reports.
(2)
The researcher also faced a problem compiling the data on the
historical background of the case study (Akwa ibom State Civil Service).
(3) The researcher has to use his case study office at Akwa ibom because some of the information needed could not be found.
STATEMENT OF HYPOTHESIS
To achieve the purpose of this study, the researcher have to formulate
or put forward the following hypothesis or assumption, which would be
tested by investigation, so as to either accept or reject the
hypothesis.
Ho : The method of recruitment, selection and
placement by the civil service commission Akwa ibom has adequately
satisfied the personnel policy of the ministries and department in the
state.
HI : That recruitment, selection and placement by the
civil service commission Akwa ibom has not improved the personnel
objectives of the Ministries, board and parastatals in the state.
DEFINITION OF KEY CONCEPTS
Compensation:
Entitlement given to workers at the end of the month as salary or on
the retirement of worker as pension and gratuity
Integration: Coordination of workers from various departments to achieve the organisation goals.
Motivation: An incentive given to workers as a resort of inducement to be more effective in their worker
Personnel
Department: It is the department that is charged with the
responsibility of recruitment, selection and placement, promotion,
training, termination, dismissal, transfer etc.
Placement: When a
new applicant is recruited in an organization, he/she will be placed or
assigned to a position suitable to his/her qualification or placed in a
vacant place.
Recruitment: When employed in service of suitable
candidate or person to fill a vacant position in an organisation i.e
taking a new member.
Selection: A series of steps which an
organisation establishes for each job applicant to successfully complete
before a final hiring decision can be made.
Separation: This is
where a staff is no longer to live together with his organisation either
as a result of retirement, dismissal, termination of appointment,
withdrawal/resignation etc.
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