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 Nassarawa 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

Title page                                                                                         i

Approval page                                                                                ii

Declaration                                                                                                iii

Dedication                                                                                       iv

Acknowledgement                                                                          v

Abstract                                                                                           vii

Table of Contents                                                                           viii

Chapter I

Introduction                                                                                     1

Background of the Study                                                               1

Statement of the Problem                                                              8

Aims and Objectives of the Study                                                9

The Significance of the Study                                                       10

Scope and Limitation of the Study                                                         10

Limitation of the Study                                                                             11

Statement of Hypothesis                                                               11

Definition of Key Concepts                                                            12

Chapter II

Literature Review                                                                            14

Introduction                                                                                     14

Definition of Personnel Management                                           15

Method of Filling Vacancies                                                          18

Condition of Services                                                                     25

Chapter III

Research Methodology                                                                           27

Introduction                                                                                     27

Research Method                                                                           27

Research Population                                                                     27

Method of Data collection                                                              28

Method of Data Analysis                                                               32

Chapter IV

Data Presentation and Analysis                                                      33

Research Findings and Hypothesis Testing                               42

Chapter V

Summary, conclusion and Recommendation                             43

Summary                                                                                         43

Conclusion                                                                                                45

Recommendations                                                                         46

Bibliography                                                                                    49

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 systemof 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 Nassarawa 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 NASSARAWA STATE CIVIL SERVICE COMMISSION

          The present Nassarawa State Civil Service Commission came into being since the creation of Nassarawa State in 1996by the Abacha government from the (today neighboring) Plateau State. Geography. Nasarawa State is bounded in the north by Kaduna State, in the west by the Abuja Federal Capital Territory, in the south by Kogi and Benue States and in the east by Taraba and Plateau States.   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 Nassarawa 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.