ABSTRACT
Procurementof personnel is the first operative function of personnel department. Effective personnel administration is gearedtowards acquisition, accumulation and stable knowledge of job requirement ineach organisation and to ensure that their requirement are met throughrequirement, selection and placement i.e it is the responsibility of thepersonnel department to recruit, select and place staff in each section of theorganisation. Again it is the responsibility of the personnel officer todetermine and locate personnel officer to determine and locate personnelrequirement, including qualification and experience in relation to the generalpersonnel policy.
Themain objective of this project, is to enable the researcher know what actuallyrecruitment, selection and placement isall about and enable him to know whether Kaduna State Civil Service Commissionis utilizing the principle of recruitment, selection and placement during thecourse of its exercise because it seems as not all the tribe in the localgovernments in the state have equal number of officer or filled their quota inthe state civil service and if not why.
Thechapter is divided in to five chapters. Chapters one comprises the introductorypart while chapter two review related literature on the subject matter, chapterthree narrated the method use in gathering data while chapter four analyse andinterpret the data collected. Finally chapter five review the whole chaptersand makes conclusion and recommendations.
CHAPTER I
INTRODUCTION
BACKGROUND OF THE STUDY
The concept of personnel management is a common term to mean management of staff in an organisation. The conceptual approach refers to the administration of staff matters in an organisations. The operational approach deals with what personnel officers naturally do. The major functions of personnel management deal with the general administration perform by personnel officers such as staffing, training programs, salary, administration, motivation of workers, integration of the worker force and separation matters.
Personnel management is also responsible for handling staff matters such as recruitment, selection and placement of employees in their various places of work in organisation, compensation, fringe benefit, integration of workers or brings together the interest of the worker with that of the organisation objectives, so that worker don’t pursue their personal goals, motivation or understanding the needs of the workers which brings better integration and separation of workers through retirement, termination, dismissal of appointment and death.
It is much easier to describe what personnel officer do than it is to define difference between an effective and an ineffective one. The personnel officers often conduct his operating function without yardstick of excellence and merely rate himself/herself against certain checklists of activities which are carried on my many personnel officers have been excessively concerned in recent years with activity and some what less about input. The system of management by (MBO) proposes that the first step in managing would be a clear definition of output expected. This would then followed by taking count of limited resource available to achieve the objective and then the conduct and control of activities. Because of the importance to personnel management in an organisation especially the teachers have choose this topic with a case study of Kaduna State Civil Service Commission and also that their various instruments of data collection will be explored and these includes, the questionnaire, interview and documentary method.
STATEMENT OF THE PROBLEM
It is the responsibility of the personnel department to recruit, select and place staff in the various sections in line with the general personnel policy of the organization.
It is apparent that recruitment officers in Kaduna State Civil Service were not able to recruit employees due to embargo placed on employment into government organisation with that circular, they do not seem to determine and locate its personnel requirement and are not given first hand to effectively recruit, select and place employee from identifiable sources for efficient performance in order to attain the set objectives.
The research desire is to find the methods and processes that recruitment, selection and placement could be personnel policy. This study is addressing the following problem question
(1) Does civil service commission occasionally have vacancies to be filled?
(2) What are the methods of filling these vacancies?
(3) What are the sources of personnel for filling these vacancies?
(4) Does civil service commission fill the vacancies available quotably within the local government in the state?
(5) Does civil service recruit, select and place employees to fill these vacancies?
(6) Has it clearly defined recruitment policy?
(7) Does it conduct the preliminary interview?
(8) Does it shortlist applicants for interview?
(9) Doe sit conduct employment interview?
(10) Is recruitment, selection, and placement in civil service mostly by internal advertisement?
(11) Does the staff responsible for recruitment, selection and placement have enough knowledge of selection process?
(12) Is there enough trained personnel in the CSC engaged in the recruitment, selection and placement process?
(13) Does proper recruitment, selection and placement enhance productivity?
AIM AND OBJECTIVES OF THE STUDY
The research work is aimed at examining critically the procedure or policies that might exist during the course of exercising the recruitment, selection and placement exercise in Kaduna State Civil Service Commission and also to enable know the system they are operating on:
(1) To identify the problems concerning recruitment, selection and placement in Kaduna State.
(2) To explain recruitment, selection and placement according to finding from civil service commission, Kaduna.
(3) To distinguish between recruitment, selection and placement.
(4) To discover whether civil service commission Kaduna is making use of quota system or fair representation among their local government in state civil service.
THE SIGNIFICANCE OF THE STUDY
The major significance of this research is that it will serve as an addition to advance the research on recruitment, selection and placement in various states, civil service, parastatals etc. It will also serve as a foundation for further research by students and other researchers.
SCOPE AND LIMITATION OF THE STUDY
This study is limited to Kaduna State Civil Service Commission and especially the personnel management and its responsibility in recruitment, selection and placement of employees and to see its effectiveness and efficiencies.
It is the scope of the research to find out how recruitment, selection and placement standard are, and between 1997 to 1999.
LIMITATION OF THE STUDY
The research while collecting the data for this research work, the researcher encountered so many problems some of them are:
(1) The management of Kaduna State Civil Service was not willing to give us data on some of their activities and especially of their annual reports.
(2) The researcher also faced a problem compiling the data on the historical background of the case study (Kaduna State Civil Service).
(3) The researcher has to use his case study office at Kaduna because some of the information needed could not be found.
STATEMENT OF HYPOTHESIS
To achieve the purpose of this study, the researcher have to formulate or put forward the following hypothesis or assumption, which would be tested by investigation, so as to either accept or reject the hypothesis.
Ho : The method of recruitment, selection and placement by the civil service commission Kaduna has adequately satisfied the personnel policy of the ministries and department in the state.
HI : That recruitment, selection and placement by the civil service commission Kaduna has not improved the personnel objectives of the Ministries, board and parastatals in the state.
DEFINITION OF KEY CONCEPTS
Compensation: Entitlement given to workers at the end of the month as salary or on the retirement of worker as pension and gratuity
Integration: Coordination of workers from various departments to achieve the organisation goals.
Motivation: An incentive given to workers as a resort of inducement to be more effective in their worker
Personnel Department: It is the department that is charged with the responsibility of recruitment, selection and placement, promotion, training, termination, dismissal, transfer etc.
Placement: When a new applicant is recruited in an organization, he/she will be placed or assigned to a position suitable to his/her qualification or placed in a vacant place.
Recruitment: When employed in service of suitable candidate or person to fill a vacant position in an organisation i.e taking a new member.