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CHAPTER ONE

1.0 INTRODUCTION

This chapter treats the effects of federal character recruitment policy on employee performance with a study of Power Holding Company of Nigeria Plc, Owerri

1.1. BACKGROUND OF THE STUDY

The efficiency and effectiveness of any work place (whether the private or the public sector) largely depend on the caliber of the workforce. The availability of a competent and effective labor force does not just happen by chance but through an articulated recruitment exercise (Peretomode and Peretomode 2001). Recruitment is a set of activities used to obtain a sufficient number of the right people at the right time from the right places (Nickels et al., 1999), and its purpose is to select those who best meet the needs of the work place, and to develop and maintain a qualified and adequate workforce though which an organization can fulfill its human resource plan. A recruitment process begins by specifying human resource requirements (numbers, skills mix, levels, time frame), which are the typical result of job analysis and human resource planning activities (Cascio, 1986). Information from job analysis and human resource planning activities activates the next phase in the recruitment process, namely, attracting potentially qualified candidates to apply for vacant positions in an organization. This can be done through recruitment within the organization (internal sources), and or recruitment outside the organization (external sources). After this phase, the organization should devise selection tools to help sort out the relative qualifications of the job applicants and appraise their potentials for being good performers in a particular job (Jones et al., 2000). Those tools include applications and resumes, interviews, reference checks, tests (Snell, 1999). The essence of these recruitment activities is for the organization to appoint the best applicant with the right ability, temperament and willingness (Mullins, 1996).

1.2. STATEMENT OF PROBLEM

Recruitment of personnel for the civil service is one of the crucial tasks of modern government and lies in the heart of the problem of personnel administration (Basu, 1994). The state and federal civil service commissions serve as employment agents for the civil services in Nigeria and they do the recruitment without a fee (Nwachukwu, 2000). Specifically, the authority for recruitment into the Nigerian federal civil service is the Federal Civil Service Commission (FCSC). However, the commission delegates powers to federal ministries and extra-ministerial departments to recruit junior staff to posts graded GL 01– 06 (Al-Gazali, 2006).

The Nigerian federal civil service system emphasizes uniformity, standardization, and transparency (Babaru, 2003) in recruiting competent applicants. Despite these emphases, it is perceived that the recruitment process lacks equity and transparency, making it difficult if not impossible to recruit the best qualified applicants for available jobs in the service. The perceived problems of recruitment in Nigerian federal civil service could be attributed to factors such as inadequate and invalid standards for evaluating job candidates (as a result of absence of job analysis), sources of locating the potential applicants, transparency and independence of the recruiting authority, and the administrative machinery for determination of qualifications. Environmental influences such as technological, social, political and economic demands also cause problems that affect recruitment into the federal civil service. The recruitment process requires monitoring these problems and its impact on the recruitment exercise in order to attract broad range of potential applicants, and screen out unsuitable applicants.

1.3. PURPOSE OF THE STUDY

This study, therefore, aims to identify the effect of federal character recruitment policy on employee performance specifically to:

To investigate the problems of recruitment in Nigerian federal civil service
To find out the causes of theses problems
To find out the sources of recruitment used by Nigeria federal civil services
To determine the extent of the application of job description and job specification in the recruitment process.
to find out if employ job description to complement the recruitment process
to determine if the federal government utilize job specification in the recruitment process

1.4. RESEARCH QUESTION

The following questions serve as a guide to the survey in the quest for answers to the problems being investigated.

What are the problems affecting recruitment in Nigerian federal civil service?
What are the causes of these problems?
What are the sources (internal and external) of recruitment used by Nigerian federal civil service?
Does Nigerian federal civil service employ job description to complement the recruitment process?
Does Nigerian federal civil service utilize job specification in the recruitment process?

1.5. SIGNIFICANCE OF THE STUDY

The rationale behind this study is to create a solid basis for Nigerian federal civil service to make standard and objective recruitment decisions by appointing the right applicants into the service and accurately matching them with position classification. A good recruitment exercise enhances productivity. It also reduces cost as it reduces labor turnover rate and employee dissatisfaction (Nwachukwu, 2000).

The findings and recommendations of this study will help Nigerian federal civil service commission and the recruiting authorities of other nations especially developing countries to select employees who best meet the needs of the workplace. The study will be significant to business practitioners as it relates to management of people because without managers and employees, there would be no business (Nickels et al., 1999). Academicians and students

especially those in the field of public human resource management will benefit from this study since it will serve as an additional source of information in that discipline.

The study will also be significant to the general public because it covers issues on public administration which is important to every citizen of a nation as it concerns the condition of a society.

1.6 SCOPE OF THE STUDY

The research study is not aimed to study all the effect of federal character recruitment policy on employee performance a study of Power Holding Company of Nigeria

This work is directed to one of the government owned establishment that is Power holding company of Nigeria.

1.7 LIMITATION OF THE STUDY

Indeed, In the course of this research, some forms of set back were encountered which almost had an effect on the research work. In ability to get the appropriate materials (books) in various libraries visited. Another is high cost of transportation to various places and various libraries where research works were carried out. Time of the work clash with the school examination as this hinders the progress of the work. The researcher encountered financial constraint in process of producing the work.

1.8 DEFINITION OF TERMS

The following terms are defined as they are used in the study:

PUBLIC SECTOR: Are enterprises with legal or cooperate identity which are established either by federal or state government under status. Acts of pertinent, Decrees or edicts for particular business or financial purpose Ugba (2003:41).

THE CIVIL SERVICE: This is defined as a body or organ which enjoys continuity of existence (civil service handbook). The features of civil service include permanence, impartially, expertise, anonymity and neutrality.

RECRUITMENT: This is the process of finding candidate to consider for employment to fill existing job opening(s) in an organization. Dave Needham and Drasfield), (1993).

STRATEGIES: Are series of action taken to achieve set objective, strategy formulation means mapping out actions to be taken to achieve objective. Such option to be taken are advertisement, interview etc.

SELECTION: This is the process of choosing people to work in an organization. Gary, (1998).

NEPOTISM: This is the process of giving unfair advantages to your own family if you are in position of power especially by giving them jobs, Nwosu, (1998:9).

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Full Project – The effect of federal character recruitment policy on employees performance

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