Effect Of Federal Character Syndrome On Recruitment Tool In The Fed Civil Services
(A Case Study Of Eedc Plc Imo State)
The influence of the Federal Character Syndrome on recruitment practices within the Federal Civil Services is significant, shaping the composition and distribution of personnel across various sectors and regions of the country. This phenomenon, mandated by Nigeria’s constitution to ensure equitable representation of diverse ethnic groups and geopolitical zones, impacts the selection criteria and decision-making processes in hiring. While intended to promote inclusivity and national unity, it can sometimes lead to challenges such as nepotism, favoritism, and inefficiency in recruitment processes, as the emphasis on geographic and ethnic diversity may overshadow merit-based considerations. Consequently, the Federal Character Principle serves as both a mechanism for ensuring representation and a potential barrier to meritocracy within the recruitment framework of the Federal Civil Services, reflecting the complex interplay between identity politics, governance, and public administration in Nigeria.
This study looked at the effect of federal character syndrome on recruitment and selection with E.E.D.C plc, Imo state as a study. In this study, recruitment is defined as a process of searching for an employee(s) that is most suitable for a particular vacuum in an organization to say, the first process of filling a vacancy is known as recruitment. Selection on the hand is defined as a process of determining whom an organization of hires to fill an opening or vacancy. Selection is viewed as a continuum start with the definition of the kind of person needed to fill a vacancy and ends with the decision to hire the service of the person. In this work, the researcher designs questionnaires which were administered to a sample of workers of the organization under study (E.E.D.C plc) the data or information collected were analyzed using the percentage method the result gotten from the analysis can be found in the chapter of this rese
Title page
Approval page
Dedication
Acknowledgement
Abstract
Table of content
CHAPTER ONE
1.0 Introduction 1
1.1 Background of the study 1
1.2 Statement of problem 4
1.3 Objective of the study 5
1.4 Research Question 6
1.5 Significance of the study 7
1.6 Scope of the study 8
1.7 Limitation of the study 9
1.8 Definition of terms 9
CHAPTER TWO
2.0 Literature review 12
2.1 Introduction 12
2.2 The basis of Recruitment 13
2.3 The recruitment process 14
2.4 Selection Criteria 18
2.5 Selection process 21
2.6 The employment interview 22
CHAPTER THREE
3.0 Research Methodology 28
3.1 Introduction 28
3.2 Research design 28
3.3 Sources of data/methods of data collection 29
3.4 Population and Sample size 30
3.5 Statistical method of data analysis 31
CHAPTER FOUR
4.0 Data presentation and interpretation 33
4.1 Introduction 33
4.2 Data presentation table 33
CHAPTER FIVE
5.0 Summary of findings. Conclusion and
Recommendation 41
5.1 Summary of findings 41
5.2 Conclusion 42
5.3 Recommendation 43
5.4 Suggestion for further study 44
Bibliography 45
Appendix 47
Questionnaire 48
INTRODUCTION
1.1 BACKGROUND OF STUDY
Every organization depends on the effective use of its available resources in order to achieve its objectives. These resources, if they are to be effectively utilized, should be gotten in the right quantity, and the human resources is considered as the most important, most valuable, most complicated and the least predictable. It is this resource that processes other resources in order that the results of those processes would constitute the goals of the organization.
The personnel employed in an organization according to Vickerstaff (1979:201) serve as the hub around which other resources revolve. This allows the entire wheel of the organization to turn smoothly in other to perform more effectively, efficiently and economically. Therefore, attraction of the right caliber in as organization involves the setting up of efficient personnel of human resource or human capital department with dearly defined recruitment and selection policies. The effectiveness of a human resource department will therefore be measured by the extent to which it meets the need arid demand of all those who have a stake in the organization. It is therefore pertinent that organizations adopt and likely follow policies for the process of absorbing personnel in their work place with the aim of achieving maximum return on investment.
These policies are for identifying and solving organization structure recruitment and selection process. In support of this view, Drucker (1988:108) says that good organization structure does not by itself guarantee good performance. Indeed, target setting; performance measurement and monitoring will be affected without necessary impetus giving to systematic recruitment and selection mechanisms.
Ubeku (1995: 20) defined recruitment as the process of seeking and attracting a pool of people from which qualified candidates can be selected. On the side of slouch (1992:396), stated that recruitment is the process of searching both inside and outside an organization for employees to fill vacant positions. On the other hand, selection according to Jackson (1989:237), is the process through which representatives of an organization defines a job be filed, assess the person applying for that position and choose the applicant who has the greatest potential to perform the job successfully. It is also the process of picking individuals who have relevant qualifications to fill a particular position/ job in an organization.
Recruitment and selection are continuous process which must be
Carried on as the need arise. Recruitment and selection as any other management process, does not operates in a vacuum. Therefore it is affected by certain forces which should he known to the human, resources manager.
According to Dr. Agulanna and Awujo (2005:59), the factors that impact on recruitment are human resources plan, government relegations, labour unions and labour market.
1.2 STATEMENT OF THE PROBLEM
This research work is aimed at carrying out study on the effect of federal character syndrome on recruitment and selection in cooperation like E.E.D.C PLC. It is a fact that many problems affect their recruitment and selection exercise, it is therefore pertinent to ask some basic question that may be hindering the organization form recruiting and selecting sound and qualified work personnel.
i. Dose the present selection technique meet with the recru itment needs of the organization or should the organization search for alternative strategies?
ii. Can the federal character syndrome policy be adopted in an organization like Enugu electrical distribution Company of Nigeria (E.E.D.C) Plc without altering the objectives of the organization?
iii. Dose professionalism7 training and economy serve as guiding principles for recruitment and selection into public corporations like E.E.D.C?
It is the intention of the researcher to carry out an exploratory study of the various effects of federal character syndrome on the recruitment and selection of employees. That is to delve into the problem area mentioned above to find out how some of these problems have affected the performance of these corporations.
For the fact that the adoption of the federal character syndrome on recruitment and selection polio’ will definitely come with some implication these Implications are the research problems that are to be addressed.
1.3. OBJECTIVE OF THE STUDY
This is seen as how the study hopes to add or bridge knowledge and the areas the researcher hopes to make same contribution. The fact that E.E.D.C plays a vital role in the economic and social development of our country Nigeria this study aims at the following point:
i. To evaluate the performance of E.E.D.C against the backdrop of personnel recruitment and selection.
ii. Determine the best strategies that could be applied in the recruitment and selection of personnel
iii. To make sure that the guiding principles behind the recruitment and selection of personnel results to the achievement the corporation’s goals
iv. To make sure that the recruitment/selection actives should comply with the relevant laws of the country.
v. Investigation the range of recruitment and selection policies that have been implemented in Enugu electrical distribution company of Nigeria (E.E.D.C).
1.4 RESEARCH QUESTION
To effectively address the problem highllghted earlier, the following questions needs to be answered: –
i. Can the federal character syndrome be introduced in the E.E.D.C plc recruitment and selection process without altering its objective?
ii. Do the Enugu electrical distribution company of Nigeria plc have in place a sound/ quality recruitment and selection policy?
iii. How can a change in policy and selection affect the performance of E.E.D.C plc?
iv. Can professionalism, training and economy be used as a guiding principle for selection recruitment into the public corporation like E.E.D.C?
v. Can there be an improvement in the present recruitment and selection policy of E.E.D.C plc, to reflect on the current trends in the economic arid social development of the country?
1.5 SIGNIFICANT OF THE STUDY
The aim of this research work is to determine the effect of federal character syndrome on recruitment and selection with Enugu electrical distribution company of Nigeria plc as a spectrum of study.
Hopefully, this research work will be of immense benefit to the E.E.D.C’S board of directors as the finding of this study will expose
the effects of federal character policy on their performance. Also Y these finding will serve as a yard stick in measuring the influence of the federal government policy(ies) in other public corporation.
This study will also expose to public corporations, the detailed knowledge of the different selection and recruitment strategies.
This research work will be indeed, beneficial to both the academic community and the general public who would want to search deeper in this field of study.
1.6 SCOPE OF THE STUDY
The scope of this study is limited to investigate the effect of federal character syndrome on recruitment and selection of personnel. Bearing in mind that time is a limited factor, which is not in abundance this study is carryout in Owerri (Imo State) with a reference to E.E.D.C plc. This serves as a small spectrum through which generalization can be based on.
1.7 LIMITATION OF THE STUDY
In the course of carrying out this study, one was faced with some difficulties1 which includes,
i. Time constraints: the time available is not enough to gather more comprehensives report about the study.
ii. Inadequate Fund: lack of sufficient fund to go round the various area of coverage.
iii. Late response: most of the employees interviewed were afraid to give quick response to the questions for fear of been victimized by their employee.
1.8 DEFINITION OF TERMS
In a study of this nature, operational terms used are defined to show their clarity. As a matter of fact, the following terms will be defined;
FEDERAL CHARACTER: The Nigeria 1999 constitution describes this terms in the context of government conduct reflecting the federal character. This means the promotion of national unity and loyalty whereby a single or few ethnic groups are prevented from high-jacking the instruments of government, sports office and government employment at the disfavor of other groups.
PERSONNEL: this constitutes the manpower employed by an organization to carry out a specific and assigned task (Akpomuvire 2005:79).
RECRUITMENT: and selection the terms mean the positive action taken to find the right quality of personnel into an organizations Recruitment proceeds selection by paving the way for producing a smallest number of candidates who appear to the capable of either performing a task or of developing the ability to do within a period of time, duties acceptable to the employing organization (Tyson4989:58)
QUOTA SYSTEM: This is a device used to check the over flooding of a particular job or vacant job opportunities by people from a particular ethnic origin to ensure even representation of people from different background and geographical zones of a country or states.
ORGANIZATIONAL EFFECTIVENESS: This relates to the extent to which an organization attains its goals (Etzionic 1998:20).
SHARE PROJECT MATERIALS ON:
Effect Of Federal Character Syndrome On Recruitment Tool In The Fed Civil Services:
The term “Federal Character Syndrome” is not a widely recognized term in the context of civil service recruitment or governance. However, it’s possible you are referring to the concept of “Federal Character Principle” or “Federal Character Policy,” which is a concept used in some countries to ensure equitable representation of different regions or ethnic groups in the civil service and government institutions. I’ll provide information on how this principle, if implemented, can affect recruitment tools and processes in the federal civil service.
- Diversity and Inclusivity: The Federal Character Principle often seeks to promote diversity and inclusivity in government institutions. This can influence recruitment tools by emphasizing the need to design assessments and selection processes that do not discriminate against candidates based on their region, ethnicity, or other protected characteristics. Recruitment materials and assessments must be culturally sensitive and inclusive.
- Geographical Spread: The policy may require that civil service recruitment considers the geographical spread of candidates. Recruitment tools may include criteria that assess a candidate’s connection to or representation of underrepresented regions or areas. This could influence the weighting of certain qualifications or experiences in the selection process.
- Affirmative Action: In some cases, the Federal Character Principle may necessitate affirmative action measures to ensure that historically marginalized groups have equal access to civil service positions. Recruitment tools might include preferential treatment or quotas for such groups to address historical imbalances.
- Training and Sensitization: The use of recruitment tools in line with the Federal Character Principle may require additional training and sensitization for recruitment officers. They need to understand the principle and how it applies to recruitment processes to avoid biases and ensure fair representation.
- Monitoring and Reporting: Recruitment tools may include mechanisms for monitoring and reporting on the implementation of the Federal Character Principle. This could involve regular reporting on the demographic composition of the civil service and an assessment of whether the recruitment processes are achieving the desired diversity and representation goals.
- Transparency: To ensure compliance with the Federal Character Principle, recruitment tools and processes may need to be more transparent. This could involve making selection criteria, scoring systems, and evaluation methods publicly available to demonstrate fairness and adherence to the principle.
- Legal Framework: Governments may need to enact laws and regulations that provide a legal framework for implementing the Federal Character Principle. Recruitment tools and processes must align with these legal requirements.
It’s important to note that the application of the Federal Character Principle can vary significantly from one country to another, and its effectiveness and impact on recruitment tools will depend on how it is implemented and enforced. Additionally, it is essential to strike a balance between promoting diversity and ensuring that candidates are selected based on merit and qualifications to maintain the efficiency and effectiveness of the civil service.