Recruitment Policy And Job Performance Among Civil Servants

This study was carried out to examine recruitment policy and job performance among civil servants in Jos South Local Government Area Of Plateau State, Nigeria. The study was specifically set 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, and identify the factors affecting the implementation of an effective recruitment policy in Jos South Local Government Area. The survey design was adopted and the simple random sampling techniques were employed in this study. The population size comprise of civil servants in Jos South Local Government Area Of Plateau State. In determining the sample size, the researcher conveniently selected 119 respondents while 110 were received and 100 were validated. Self-constructed and validated questionnaire was used for data collection. The collected and validated questionnaires were analyzed using frequency tables and percentage, while the hypotheses was tested using Pearson correlation statistical tool, SPSS v23. The result of the findings reveals that there is a significant relationship between recruitment policy and job performance of civil servant. Furthermore, the study showed that the factors affecting the implementation of an effective recruitment policy in Jos South Local Government Area includes: tribalism, nepotism, and favouritism etc. The study recommends that public services in Nigeria should also upgrade their recruitment and selection procedures to meet up with the rising demands of the competitive labour forces. By so doing, professional will be recruited into the service and public service delivery will be enhanced. To mention but a few.

Introduction

1.1 Background of the 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 obtained in the right quantity, right quality, and at the right time. However,the human resources is considered as the most important, most valuable, most complicated and the least predicable. It is this resource that processes other resources in order that the results of these processes would constitute the goals ofthe organization (Mukoro, 2005). Thus, every organization regardless of its size, product or service must recruit applicants to fill vacant positions. The efficiency and effectiveness of any organization whether private or public sector largely depend on the calibre of the work force.

The availability of a competent and effective labour force does not just happen by chance but through an articulated job analysis and recruitment exercise. The personnel employed in an organization serve as the hub around which other resources revolve. This allows the entire wheel of the organization to turn smoothly in order to perform more effectively, efficiently and economically. This is the reason why the personnel employed in any organization who eventually becomes the bread-winners of his family and an instrument of progress for the society, have to be well structured (Vickerstaff in Mukoro, 2005).

Recruitment for any organization is very important right through the entire lifespan of that organization. In the civil service for example that is governmentally controlled, especially in third world countries, governments should ever be self advised that good organization structure does not by itself guarantee good performance. There is the need therefore to match organizations or the civil service with very sound and quality staff so that performance would become more effective. Indeed, target setting; performance measurement and monitoring will be affected without the necessary impetus giving to systematic recruitment and selection mechanisms.

The Nigerian civil service emphasizes uniformity, standardization, transparency (Babaru, 2003) in recruiting competent applicants. Despite the elaborate provisions in the constitution as well as the civil service rules and regulations as regards the mode of recruitment and selection into the service, the staff composition of most Ministries, Departments and Agencies (MDAs) reveals that mediocre and quacks" get recruited against the tenets of merit and technical competence rooted in Max Weber"s ideal bureaucracy(Eneanya, 2009). In 2007, the size of the Nigerian civil service was estimated to be about 220,000 (Briggs, 2007). Despite the large size of the civil service, the service still manifests signs of low productivity due to incompetence of personnel and poor attitude of bureaucrats to work.

1.2 Statement of the Problem

The effectiveness of an organization"s recruitment system influence bottom-line business outcomes, such as productivity and general performance however this remains like a dream at public institutions because the hiring process is being done haphazardly. It is a common practice in the Nigerian civil service not to follow a proper recruitment policies and procedure overshadowed by the principle of technical know-who - the well connected. Consequently, this has led human resources" problems and cost implications for government organizations like ineffective performance, employees" low morale and poor performance because of the incompetent staffs (Omah, 2014).

In Plateau state, the recruitment process in the civil service is marred with irregularities. Most times, incompetent people are hired based on political affinity or recommendation from high profile personalities. This influence has a negative implication for productivity, job performance and the services rendered to the public. The less privileged ones who have no alternative sources to these services are mostly affected. Lack of merit in the employment process has continued unabated for decades. This may be responsible for the socio-economic problems the country is experiencing. Despite the importance of recruiting qualified personnel to organisational and employee performance, most ministries, departments and agencies (MDAs) are crowded with qualified individuals. Based on the aforementioned, this study seek to examine recruitment policy and job performance among civil servants in Jos South Local Government Area Of Plateau State, Nigeria.

1.3 Objectives of the Study

The broad objective of this study is to examine recruitment policy and job performance among civil servants in Jos South Local Government Area Of Plateau State, Nigeria. 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?

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?

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 and job performance among civil servants in Nigeria. 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.

1.10 Organization of the Study

The study is categorized into five chapters. The first chapter presents the background of the study, statement of the problem, objective of the study, research questions and hypothesis, the significance of the study, scope/limitations of the study, and definition of terms. The chapter two covers the review of literature with emphasis on conceptual framework, theoretical framework, and empirical review. Likewise, the chapter three which is the research methodology, specifically covers the research design, population of the study, sample size determination, sample size, abnd selection technique and procedure, research instrument and administration, method of data collection, method of data analysis, validity and reliability of the study, and ethical consideration. The second to last chapter being the chapter four presents the data presentation and analysis, while the last chapter(chapter five) contains the summary, conclusion and recommendation.

Summary, Conclusions and Recommendations:

5.1 Introduction

This chapter summarizes the findings on recruitment policy and job performance among civil servants in Jos South Local Government Area Of Plateau State, Nigeria. The chapter consists of summary of the study, conclusions, and recommendations.

5.2 Summary of the Study

In this study, our focus was to examine recruitment policy and job performance among civil servants in Jos South Local Government Area Of Plateau State, Nigeria. The study was specifically set 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, and identify the factors affecting the implementation of an effective recruitment policy in Jos South Local Government Area.

The study adopted the survey research design and randomly enrolled participants in the study. A total of 100 responses were validated from the enrolled participants where all respondent are civil servants in Jos South Local Government Area Of Plateau State.

5.3 Conclusions

In the light of the analysis carried out, the following conclusions were drawn.

The attributes of an effective recruitment policy in Nigerian civil service includes: fairness, transparency, clarity of job descriptions, and effective communication channels.

There is a significant relationship between recruitment policy and job performance of civil servant.

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

The factors affecting the implementation of an effective recruitment policy in Jos South Local Government Area includes: tribalism, nepotism, and favouritism etc.

5.4 Recommendation

Based on the findings the researcher recommends that;

Applicants should of necessity be treated with fairness and equity and as much as possible, the elements of nepotism, tribalism, favouritism, gender discrimination, ethnicity, godfatherism and corruption must be eradicated thereby giving equal opportunities to all qualified applicants.

Public services in Nigeria should also upgrade their recruitment and selection procedures to meet up with the rising demands of the competitive labour forces. By so doing, professional will be recruited into the service and public service delivery will be enhanced.

Since the current recruitment policy in the civil service that calls for uniform qualifications do not specify classification of degrees, diplomas and certificate, the policy should be modified to make provision on preference for candidates with outstanding results at all levels of education.

The Nigerian civil service should imbibe the prescripts of Marx Weber as regards to recruitment and the global best practices that place preference on recruitment of first and second class upper degrees, distinction and merit for diplomas and certificate holders.

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