Personnel Recruitment in Public Organization.
ABSTRACT
This research work on the topic “Personnel Recruitment in Public Organization: To accomplish this task, two research questions and two hypotheses were formulated in order to guide the study. David Easton’s system theory was seen as appropriate for this research work.
Again, all the data collected were represented in tables and analyzed in percentages. Form the findings of this research work, it was observed that Igbo-Eze North Local Government Council recruitment exercise was highly influenced by political patronage, spoil system, prebendalsim, and non-merit-based system.
The bottom-line of our recommendations are: (i) the official guideline for recruitment must be critically followed, (ii) Every recruitment exercise must be based on merit and needs of the Local Government, (iii) and the issue of political interference in the recruitment exercise should be stopped in order to achieve efficiency, effectiveness and competence in every organization.
TABLE OF CONTENTS
Title Page – – – – – – – – – – i
Dedication- – – – – – – – – – ii
Acknowledgment- – – – – – – – – iii
Abstract- – – – – – – – – – iv
Table of Contents – – – – – – – – -v
CHAPTER ONE : INTRODUCTION
1.1 Introduction- – – – – – – – -1
1.2 Statement of the Problem – – – – – – 4
1.3 Objective of the Study – – – – – – – 7
1.4 Significance of the Study – – – – – – 8
1.5 Literature Review – – – — – – – -9
1.6 Theoretical Frame Work- – – – – – – 32
1.7 Hypotheses- – – – – – – – – 39
1.8 Operationalization of the Key Concepts – – – – 39
1.9.0 Methodology- – – – – – – – 43
1.9.1 Method of Data Collection – – – – – – 43
19.2 Research Design- – – – – – – – 44
1.9.3 Population of the Study- – – – – – – 46
1.9.4 Sampling Techniques- – – – – – – 47
1.9.5 Sampling Size- – – – – – – – -47
1.9.76Instrument of Data Collection – – – – – 48
1.9.7 Validity and Reliability of the Instrument – – – -48
1.9.8 Method of Data Analysis- – – – – – –49
CHAPTER TWO: HISTORY AND ORGANIZATIONAL STRUCTURE
OF IGBO-EZE NORTH LOCAL GOVERNMENT AREA
2.1 Introduction- – – – – – – – -50
2.2 Historical Background of Igbo-Eze North Local
Government Area – — – – – – – -50
2.3 The Structure of Igbo-Eze North Local Government Area – 53
2.4 The Organizational Structure of Igbo Eze North Local
Government Area – – – – – – – -68
CHAPTER THREE: AN APPRAISAL OF THE PROCEDURES
AND PRACTICES OF PERSONNEL RECRUITMENT IN
IGBO-EZE NORTH LOCAL GOVERNMENT AREA
3.1 Introduction – – – – – – – – – 70
3.2 Procedures and Practices of Personnel Recruitment
In Igbo-Eze North Local Government Area. – – – 70
3.3 Political Interference into Personnel Recruitment in
Igbo-eze North Local Government Council
of Enugu State- – – – – – – – – 81
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Introduction- – – – – – – – – 89
4.2 Analysis Procedures- – – – – – – – 89
4.3 Findings and Discussions- – – – – – 114
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Summary- – – – – – – – – 123
5.2 Conclusion- – – – – – – – – 126
5.3 Recommendation- – – – – – – – 128
Bibliography- – – – – – – – – 132
INTRODUCTION
The aims of a recruitment functions are: to seek out, evaluate, obtain commitment from new employees to fill vacant positions in an organization. The recruitment process is closely linked with selection that some authors tend to discuss them as single process. However, the primary objective of recruitment as distinguished from selection process is to identify the person that the organization needs rather than the person the selector likes or wants (Ikeanyibe, 2009). The terms, recruitment and selection, according to Ezeani, (2006) do not mean the same thing.
Recruitment, according to Croft (1996) “refers to the analysis of a job and the features the organization will look for in a potential employee and attracting candidates to apply to the organization, and the offering of various terms and conditions of employment to a chosen potential employee”. Selection, on the other hand, is a human resources management tool, which seeks to assess candidates in order to 9 choose the most suitable person (Croft, 1996). The selection process, therefore, is a smallest part of the total process of recruitment.
Therefore, in any formal public organization, there exist laid down rules, regulations and procedures through which new employees are brought into the staff list of the organization. In the 1988 implementation guidelines on the Application of Civil Service Reforms in the Local Government Service empowered Junior Staff Management committee (JSMC) of each local government to recruit/employ, promote and discipline her staff on grade level 01 – 06, while senior staff or those on salary grade levels 07 and above are left for the state Local Government Service Commission.
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StudentsandScholarship Team.