The Civil Service as the machinery of Government performs the unique role of governance and National development as such government everywhere in the world have come to terms with the need to train and re-train it’s human resource for them to be better equipped to maximize productivity levels and meet the challenges of governance and management.
This work makes use of the system theory as the theoretical framework and data gathered from secondary sources. My chapter one began with the general introduction where we have the background of study, statement of problem, objective of study, significance of study, literature review, significance of the study, theoretical framework, hypotheses, method of data collection and analysis, scope and limitation of study, operationalization of concept. In chapter two, we looked at human resource and productivity in the Nigerian civil service: a historical perspective. In chapter three, we looked at how impediments such as corruption, faulty implementation of the principle of federal character, inadequate fund and experienced training staff all impede in productivity. Chapter four dealt with the strategies for human resource development and productivity in Kogi State Civil Service. Finally chapter five, ended this work with summary, conclusion and recommendation. Using Kogi State Civil Service as a point of appraisal, this work hopes to link human resources training and development to their productivity level.
In consequence I am of the view that lack of adequate training and re-training of staff has resulted to low productivity. In view of this I recommend that impediments such as godfatherism, corruption, nepotism should be repudiated in order to increase the level of productivity and quality service delivery.
Table of Content
Title Page
Approval Page
Dedication
Acknowledgement
Abstract
Table of Contents
Chapter One: General Introduction
1.1 Background of the Study
1.2 Statement of the Problem
1.3 Objectives of the Study
1.4 Literature Review
1.5 Significance of the Study
1.6 Theoretical Framework
1.7 Hypotheses
1.8 Method of Data Collection and Analysis
1.9 Scope and Limitation of Study
1.10 Operationalization of Concept
Chapter One: General Introduction
1.1 Background of the Study
1.2 Statement of the Problem
1.3 Objectives of the Study
1.4 Literature Review
1.5 Significance of the Study
1.6 Theoretical Framework
1.7 Hypotheses
1.8 Method of Data Collection and Analysis
1.9 Scope and Limitation of Study
1.10 Operationalization of Concept
Chapter Two: Human Resource and Productivity in the Nigerian Civil Service: A Historical Analysis
2.0 The Civil Service in the Colonial Era
2.1 The Civil Service under the Military
2.2 The Civil Service Under the Civilian Administration
2.0 The Civil Service in the Colonial Era
2.1 The Civil Service under the Military
2.2 The Civil Service Under the Civilian Administration
Chapter Three: Impediments to Human Resource Development in the Nigerian Civil Service
3.1 The Menace of Corruption
3.2 The Adoption of Quota System and Federal Character
3.3 Inadequate Funding and experienced Training Staff
3.1 The Menace of Corruption
3.2 The Adoption of Quota System and Federal Character
3.3 Inadequate Funding and experienced Training Staff
Chapter Four: Strategies for Human Resource Development and Productivity in the Kogi State Civil Service
4.0 The Strategy of Merit – based Recruitment and Selection
4.1 The Strategy of Regular Staff Training and Capacity Building
4.2 The Strategy of Regular Promotion and payment of Allowances.
4.0 The Strategy of Merit – based Recruitment and Selection
4.1 The Strategy of Regular Staff Training and Capacity Building
4.2 The Strategy of Regular Promotion and payment of Allowances.
Chapter Five: Summary, Conclusion and Recommendations
5.1 Summary of Findings
5.2 Conclusion
5.3 Recommendation
Bibliography
5.1 Summary of Findings
5.2 Conclusion
5.3 Recommendation
Bibliography
