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AN EXAMINATION OF RECRUITMENT POLICY AS A PREDICTOR OF CIVIL SERVANTS PERFORMANCE IN NIGERIA ( A CASE STUDY OF JOS SOUTH LOCAL GOVERNMENT AREA OF PLATEAU STATE)

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AN EXAMINATION OF RECRUITMENT POLICY AS A PREDICTOR OF CIVIL SERVANTS PERFORMANCE IN NIGERIA ( A CASE STUDY OF JOS SOUTH LOCAL GOVERNMENT AREA OF PLATEAU STATE)

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

For an organisation to accomplish its goals, it is essential that its available resources be utilised efficiently. In order to ensure optimal utilisation, it is imperative that these resources be acquired in the appropriate quantity, quality, and timing. Human resources, on the other hand, are regarded as the most critical, valuable, intricate, and unpredictable. This particular resource is responsible for the processing of other resources so that the outcomes of these processes can serve as the organization's objectives (Mukoro, 2019). Therefore, it is essential for all organisations, irrespective of their scale, offerings, or nature, to actively seek and select candidates to occupy unoccupied positions. The efficacy and efficiency of any organisation, whether in the public or private sector, are predominantly determined by the calibre of its workforce. 

The presence of a proficient and efficient workforce is not coincidental, but rather the result of a well-defined job analysis and recruitment process. The workforce functioning within an organisation functions as the central axis around which all other resources progress. This facilitates the seamless operation of the organisation as a whole, enabling it to operate with greater effectiveness, efficiency, and economy. For this reason, well-structured personnel are essential in any organisation, as they ultimately serve as the financial pillars of the family and as agents of societal progress (Vickerstaff in Mukoro, 2019). 

Recruitment remains an essential aspect of any organisation for the duration of that organization's existence. Government-controlled sectors, such as the civil service, particularly those in third world nations, should consistently be reminded that a well-designed organisational structure does not automatically ensure effective performance. Therefore, it is imperative to ensure that organisations or the civil service are staffed with exceptionally competent and high-quality personnel in order to enhance overall performance. Without the necessary impetus given to systematic recruitment and selection mechanisms, target setting, performance measurement, and monitoring will indeed be compromised. The Nigerian civil service prioritises transparency, standardisation, and uniformity (Babaru, 2023) when it comes to recruiting qualified candidates. Notwithstanding the comprehensive provisions outlined in the constitution and the regulations governing the process of recruitment and selection for the civil service, an examination of the staff composition of the majority of Ministries, Departments, and Agencies (MDAs) demonstrates that individuals deemed mediocre or "quacks" are hired in contravention of the principles of merit and technical competence that are firmly grounded in Max Weber's ideal bureaucracy (Eneanya, 2019). Briggs (2020) estimated that the Nigerian civil service comprised approximately 220,000 personnel in 2007. Notwithstanding the considerable scale of the civil service, indications of diminished productivity persist as a result of personnel incompetence and administrators' unfavourable work ethic. 

1.2 Statement Of The Problem

The efficiency of a company's recruitment system has a direct impact on financial performance and productivity, but in public institutions, this remains a pipe fantasy due to the haphazard nature of the hiring process. The Nigerian civil service frequently deviates from established recruitment policies and procedures in favour of individuals with strong connections and technical expertise. As a result, governmental organisations have encountered human resources challenges and financial repercussions, including subpar performance, low employee morale, and ineffective operations due to incompetent personnel (Omah, 2018). 

The civil service recruitment process in the state of Plateau is tainted with irregularities. Frequently, individuals who lack competence are recruited on the basis of political allegiance or endorsements from prominent figures. The aforementioned influence negatively impacts productivity, job performance, and the quality of services provided to the general public. Those with limited financial means who lack alternative access to these services are disproportionately impacted. For decades, the absence of merit in the hiring process has persisted without interruption. This could potentially be the cause of the socio-economic challenges currently being faced by the nation. Although recruiting qualified personnel is crucial for improving organisational and employee performance, the majority of ministries, departments, and agencies (MDAs) are already overburdened with such personnel.

 Based on the aforementioned, this study seek to examine recruitment policy as a predictor of civil servants performance in Nigeria ( a case study of Jos South Local Government Area of Plateau State).

1.3 Objectives of the Study

The broad objective of this study is to examine recruitment policy as a predictor of civil servants performance in Nigeria ( a case study of Jos South Local Government Area of Plateau State). Specifically, this research set out to:

Determine the attributes of an effective recruitment policy in Nigerian civil servants

Determine whether there is a significant relationship between recruitment policy and job performance of civil servants.

Determine the extent recruitment policy influences the performance of civil servants  in Jos South Local Government Area.

Identify the factors affecting the implementation of an effective recruitment policy in Jos South Local Government Area.

1.4 Research Questions

The study will be guided by the following questions;

What are the attributes of an effective recruitment policy in Nigerian civil service? fairness, transparency, clarity of job descriptions, and effective communication channels.

Is there a significant relationship between recruitment policy and job performance of civil servants?

What is the extent recruitment policy influences the performance of civil servants  in Jos South Local Government Area?

What are the factors affecting the implementation of an effective recruitment policy in Jos South Local Government Area? tribalism, and nepotism. Fervouritism etc.

1.5 Research Hypothesis 

Ho: There is no significant relationship between recruitment policy and job performance of civil servants.

Ha: There is a significant relationship between recruitment policy and job performance of civil servants.

1.6 Significance of the Study

This study will provide important information which may be used by both private and public organizations to improve on their recruitment and staff performance policies. The study will add on the existing literature about Recruitment and Employee performance in organizations. The findings from the study can be used to influence policy change on recruitment to boost performance in organizations. There is also need to identify the cause of the poor staff performance which then affects the whole recruitment process.

1.7 Scope of the Study

The scope of this study boarders on recruitment policy as a predictor of civil servants performance in Nigeria ( a case study of Jos South Local Government Area of Plateau State). The study will be delimited to Jos South Local Government Area Of Plateau State.

1.8 Limitation Of The Study

Like in every human endeavour, the researchers encountered slight constraints while carrying out the study. The significant constraint was the scanty literature on the subject owing that it is a new discourse thus the researcher incurred more financial expenses and much time was required in sourcing for the relevant materials, literature, or information and in the process of data collection, which is why the researcher resorted to a limited choice of sample size covering only Jos South Local Government.

1.9 Definition of Terms

Policy; It is a written guide line of rules to be followed. 

Recruitment; These are activities in human resource management which are undertaken in order to attract sufficient candidates who have the necessary potential, competency, and traits to fill the job needs and assist the public service institution in achieving its objectives.

Performance; This is the measure of the given assignment basing on the key indicators set by company management.


This material content is developed to serve as a GUIDE for students to conduct academic research



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