ABSTRACT
Procurement of personnel is the first operative function of personnel department. Effective personnel administration is geared towards acquisition, accumulation and stable knowledge of job requirement in each organisation and to ensure that their requirement are met through requirement, selection and placement i.e it is the responsibility of the personnel department to recruit, select and place staff in each section of the organisation. Again it is the responsibility of the personnel officer to determine and locate personnel officer to determine and locate personnel requirement, including qualification and experience in relation to the general personnel policy.
The main objective of this project, is to enable the researcher know what actually recruitment, selection and placement is all about and enable him to know whether Kaduna State Civil Service Commission is utilizing the principle of recruitment, selection and placement during the course of its exercise because it seems as not all the tribe in the local governments in the state have equal number of officer or filled their quota in the state civil service and if not why.
The chapter is divided in to five chapters. Chapters one comprises the introductory part while chapter two review related literature on the subject matter, chapter three narrated the method use in gathering data while chapter four analyse and interpret the data collected. Finally chapter five review the whole chapters and makes conclusion and recommendations.
TABLE OF CONTENTS
Chapter One
Introduction
Background of the Study
Statement of the Problem
Aims and Objectives of the Study
The Significance of the Study
Scope and Limitation of the Study
Limitation of the Study
Statement of Hypothesis
Definition of Key Concepts
Chapter Two
Literature Review
Introduction
Definition of Personnel Management
Method of Filling Vacancies
Condition of Services
Chapter Three
Research Methodology
Introduction
Research Method
Research Population
Method of Data collection
Method of Data Analysis
Chapter Four
Data Presentation and Analysis
Research Findings and Hypothesis Testing
Chapter Five
Summary, conclusion and Recommendation
Summary
Conclusion
Recommendations
Bibliography
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.
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.
POWERS, FUNCTIONS AND RESPONSIBIITIES OF THE COMMISSION
The Kaduna State Civil Service Commission is vested with among others, the powers of appointment of all persons into the State Civil Service, confirmation of appointment, discipline, promotion, retirement, withdrawal of service, advancement, transfer of service, acceptance or otherwise of resignation of appointment as established by the provision of the Federal Republic of Nigeria constitution 1999. In exercising these powers, the commission is guided by the provision of the scheme of service, civil service rules, civil service regulations, establishment circulars and any other rules and regulations that might be enforced from time to time.
Delegation of Powers
In pursuance of these duties, the civil service commission delegates the power of control and discipline, regarding and upgrading, confirmation of appointment of officers either on temporary, permanent or acting basis on GL 01 to 06 permanent Secretary and heads of departments. The exercise of these powers is subject to the approval of civil service commission. The delegation could be withdrawn if the commission observes that the powers have been abused.
Department of the Civil Service Commission
The commission has three (3) departments, these are, administrative and finance department, planning research and statistic department and recruitment and training department.
The commission is consisting of a chairman, commissioner, in which they have commissioner I, II, III and commissioner IV. The commission also have the permanent secretary and all the department have directors and some others schedule officers in the commission. We have executive officers, accountants etc, civil service commission is a purely advisory body and it has no authority to enforce its recommendation which considering the work of the commission, it is important to appreciate the distinction between the commission and the staff of the commission which consist of a number of public servants who prepare papers for the consideration of the commission and subsequently take executive action on those matters. The staff the commission prepares briefs on the numerous subjects, which are referred to the commission. These are submitted to the commission by the Secretary. The commission then considers the briefs at one of its meetings and makes its recommendations to the governor. His decisions on the recommendation are conveyed to the commission and the Secretary arranges executive action on these.
The commission is requested to advice on the confirmation of the appointment of all officers in the executive and technical grades and in the professional and administrative grades who are on the permanent establishment. In the case of officers in the clerical and manipulative grades, it advice is sought only if confirmation is not recommended
Discipline: The advice of the commission is sought in the case of all except minor discipline matters. These case range from loss of stores and money to absence without leave and conviction for a variety of offences.
