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Format: MS WORD
| Chapters: 1-5
| Pages: 56
CHAPTER ONE
INTRODUCTION
BACKGROUND TO 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.
HISTORICAL BACKGROUND OF THE KADUNA STATE CIVIL SERVICE COMMISSION
The present Kaduna State Civil Service Commission came into being since the creation of Kaduna State in 1976 after the abolition of North Central State by the Murtala Regime. The Civil Service Commission has a constitutional right of existence as provided for in section 197 of the constitution of the Federal Republic of Nigeria of 1999, and the appointment of the chairman and members, except in the case of ex-officio members or where other provisions are made in this constitution, the chairman of this constitution, be appointed by the Governor of the State, and the appointment shall be subjected to confirmation by resolution of the House of Assembly of the State.
The membership of the civil service commission are appointed from suitable qualified citizens, whose wealth of management, and proven integrity are not in doubt, particularly from the retired senior public servants. They (members) shall hold office for a tenure of 5 years and shall not be dissolved until found wanting by 2/3 of the members of the State House of Assembly or until the tenure expires.
INTRODUCTION
BACKGROUND TO 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.
HISTORICAL BACKGROUND OF THE KADUNA STATE CIVIL SERVICE COMMISSION
The present Kaduna State Civil Service Commission came into being since the creation of Kaduna State in 1976 after the abolition of North Central State by the Murtala Regime. The Civil Service Commission has a constitutional right of existence as provided for in section 197 of the constitution of the Federal Republic of Nigeria of 1999, and the appointment of the chairman and members, except in the case of ex-officio members or where other provisions are made in this constitution, the chairman of this constitution, be appointed by the Governor of the State, and the appointment shall be subjected to confirmation by resolution of the House of Assembly of the State.
The membership of the civil service commission are appointed from suitable qualified citizens, whose wealth of management, and proven integrity are not in doubt, particularly from the retired senior public servants. They (members) shall hold office for a tenure of 5 years and shall not be dissolved until found wanting by 2/3 of the members of the State House of Assembly or until the tenure expires.
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