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PROJECT TOPIC- POLITICAL INTERFERENCES AND PUBLIC SERVICE RECRUITMENT IN NIGERIA: A FOCUS ON EBONYI STATE UNIVERSITY TEACHING HOSPITAL ABAKALIKI

PROJECT TOPIC- POLITICAL INTERFERENCES AND PUBLIC SERVICE RECRUITMENT IN NIGERIA: A FOCUS ON EBONYI STATE UNIVERSITY TEACHING HOSPITAL ABAKALIKI

ABSTRACT
This research is titled, “Political Interferences and Public Service Recruitment in Nigeria: A Focus on Ebonyi State University Teaching Hospital Abakaliki” this work was aimed at ascertaining the recruitment and selection processes in Ebonyi State University Teaching Hospital Abakaliki, examine political interferences as a factor that influence the recruitment and selection in Ebonyi state service, examine the procedures that are adopted in the recruitment and selection processes and access the persons involved in these processes, if there properly trained and professionally competent for carrying out these functions. The researcher adopted survey method and primary and secondary source of data collection and the method of data analysis, data were collected and analyzed. Based on the analysis it was recommended that government should formulate policies that will enhance effective recruitment exercise in Nigeria public sectors, government should established an independent body that should be in charge of national recruitment, government should implement policies that will discourage political interferences in recruitment process.

CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

The effective and efficient performance of any organization, to a large extent depends on the calibre of its workforce. The availability of the pool of qualified and competent personnel does not just happen but through effective recruitment and selection exercise. Recruitment and selection are concerned with filling and keeping filled positions in the organization structure (Koontz and Weihrich, 2005).

To Watson (2004) recruitment and selection constitute the process of soliciting, contacting and interpreting potential employees and then establishing whether it will be appropriate or suitable to appoint them. Where as recruitment is defined as the set of activities used to obtain a sufficient number of the right people at the rights time from the right places (Nickels 1999). Selection means the series of activities carried out to choose the most qualified applicants from the pool of prospective job candidates.

The bottom line of any recruitment and selection exercise is to build and maintain a formidable workforce through which an organization can successfully satisfy its human resources plan as well as achieve its set objectives. Scholars are in agreement that recruitment and selection of prospective job applicants starts with job analysis, which specifies in clear terms the human resources requirements (numbers, skills mix, levels, time frame) which is invariably a human resource planning activities (Cascio 1986).

Information from this all important human resources planning activities leads to the next phase of the recruitment and selection exercise. In this phase, conscious effort is made to attract the potentially qualified candidates to apply for vacant positions in an organization (Biobele, 2007), this can be perfected through recruitment within the organization (internal) or outside the organization (external sources).

To ensure that the best applicants are selected, the organization devises appropriate selection tools to aid in the sorting out of relative qualifications of the job applicants and apprise their potentials for being good performers in a particular job (Jones et al, 2000). Mullins (1996), the essence of the exercise is for the organization to appoint the best applicant with the right ability, temperament and willingness.

The centrality of recruitment and selection exercise in the Nigerian civil service cannot be overemphasized. It lies at the heart of the problem of personnel administration (Basu, 1994). In public organization the responsibility for recruitment and selection is a shared function between the personnel department and the line managers. Whereas the personnel department should be competent enough to play advisory role on the best techniques and practices in recruitment exercise as well as provide a professional support, line managers must be involved in terms of provision of job details and final decision as to who does or not work in their department.

In the case of Nigerian civil service, the state and federal civil service commissions are constitutionally empowered to serve as employment agents for the service. Thus, the commission reserves the right to recruit and select prospective candidates using appropriate selecting tools such as interviews, resumes, aptitude tests, reference checks, etc to appoint suitable candidates into job openings in the service.

Nevertheless, the commission delegates powers to line ministries and extra-ministerial departments to recruit and select junior officers to posts graded (Al-Gazali, 2006). It is instructive to note that the emphasis of the civil service is on uniformity, standardization and transparency in the recruitment and selection processes. Inspite of the foregoing, it is no longer in dispute that the Nigerian civil service recruitment and selection exercise has been politicized with consequential and dysfunctional effects on the institutional and employee enhanced productivity, quality decisions, programme exercise and quality public service delivery. (Ejumudo, 2011).

PROJECT TOPIC- POLITICAL INTERFERENCES AND PUBLIC SERVICE RECRUITMENT IN NIGERIA: A FOCUS ON EBONYI STATE UNIVERSITY TEACHING HOSPITAL ABAKALIKI

1.2 Statement of the Problem

Politics of recruitment according to Osakwe (2007), is the recruitment and selection that are based on political patronage or determined by the political class. To Omeje and Ndukwe (2009), politicization of recruitment is the unconventional practice of employing political interest by those in the public offices to fill existing and non-existing vacancies in the public service and without following due process.

This is therefore the process of recruitment and selection that is based on other mundane factors other than merit and competence criteria. Concerned members of the public have expressed utter displeasure on the development and have attributed it to factors such as inadequate and invalid standards for evaluating job candidates, sources of attracting potential applicants, transparency and independence of the recruiting authority. Others include environmental factors such as social, political, technological and economic demands (Biobele, 2007), this study however, aims at investigating the impact of politics on recruitment and selection processes in the Nigerian civil service with special emphasis on Ebonyi state teaching hospital Abakaliki.

This research sought to answer the following questions:

  1. What are the recruitment and selection processes in Ebonyi State University Teaching Hospital Abakaliki?
  2. What are the factors that influence the recruitment and selection in Ebonyi State Service?
  3. What procedures are adopted in the recruitment and selection processes?
  4. Are persons involved in these processes properly trained and professionally competent for carrying out these functions?

1.3 Objectives of the Study

The broad objectives of the study is to examine the political interference and public recruitment in Nigeria with a particular references to Ebonyi State University Teaching Hospital Abakaliki. Specifically the work sought to:

  1. Ascertain the recruitment and selection processes in Ebonyi State University Teaching Hospital Abakaliki.
  2. Examine political interference as factors influence the recruitment and selection in Ebonyi state service.
  3. Examine the procedures are adopted in the recruitment and selection processes.
  4. Access the persons involved in these processes as to whether they are properly trained and professionally competent for carrying out these functions?

1.4 Research Hypotheses

H0: There is no recruitment and selection processes in Ebonyi State University teaching Hospital Abakaliki.

H1: There is a recruitment and selection processes in Ebonyi State University teaching Hospital Abakaliki.

H0: Political interference has not affected the recruitment and selection in Ebonyi state service.

H0: Political interference has affected the recruitment and selection in Ebonyi state service.

PROJECT TOPIC- POLITICAL INTERFERENCES AND PUBLIC SERVICE RECRUITMENT IN NIGERIA: A FOCUS ON EBONYI STATE UNIVERSITY TEACHING HOSPITAL ABAKALIKI

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