scholarly journals Staff Recruitment and Selection Process in the Nigerian Public Service: What is to be done?

2014 ◽  
Vol 4 (3) ◽  
pp. 280 ◽  
Author(s):  
Bernard Oladosu Omisore ◽  
Bernadette Ivhaorheme Okofu
Keyword(s):  
Human Resource ◽  
Public Service ◽  
Selection Process ◽  
The Public ◽  
Administrative Service ◽  
Research Questions ◽  
The Government ◽  
Recruitment And Selection ◽  
Staff Recruitment ◽  
Selection Of

The recruitment and selection of staff in any organization be it public or private sector is of paramount importance to the organization.  This is so because it is the staff that turns the vision and mission of the organization into reality.  Thus, the objectives of any organization can only be realized through the effective co-ordination of the human resource (staff) of the organization.  This paper attempts an examination of the process of staff recruitment and selection in the public service of Nigeria.Five relevant research questions were raised and addressed.  Descriptive statistics was used to analyse the data collected from respondents to the questionnaire designed for this purpose.  The results obtained showed that merit is often jettisoned on the altar of ethnicity and religion in recruitment into the public service in Nigeria.  Since the public service is directly controlled and regulated by the government, the Nigerian Federal Character    Principle was largely complied with. The study also reveals that though there are stipulated periods for recruitment and selection into the public service, these are often sidelined. This paper concludes by recommending that for government to operate the most efficient administrative service that would be beneficial to all, her recruitment and selection policies into the Nigerian public services should be unfettered. It should be able to absorb the most qualified, technically sound, disciplined and committed human resource that would in turn help government achieve the objectives of governance.

Investigating Barriers That May Influence the Implementation and Use of E-HRM Tools in the Organization

2021 ◽  
pp. 350-370
Author(s):  
Hamid Agahi ◽  
Sarist Gulthawatvichai
Keyword(s):  
Human Resource ◽  
Selection Process ◽  
Business Sector ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Resource Managers ◽  
Recruitment And Selection ◽  
Study Participants ◽  
Selection Of

Human resource managers (HRMs) can use electronic-human resource management (E-HRMs) tools to improve human resources practices, including recruitment and selection of employees. Grounded in the theoretical framework of a unified theory of acceptance (UTAUT), this present qualitative case study investigated the potential barriers that influence the implementation and use of E-HRMs in Thailand's business sector. Human resource professionals from the business sector, including hotels in Thailand, were the study participants. Semi-structured interviews with open-ended questions were used as data collection instruments. Qualitative data collected was analyzed using thematic content analysis. The challenges impact the recruitment and selection process by making the employment process complex and poor selection of employees. HRMs should support E-HRMs as the advanced technologies to improve recruitment and selection of competent employees. In conclusion, E-HRMs are effective information systems that support electronic recruitment and selection of qualified employees.

The Accelerating Public Service Policy: A Study of the Preconditions of Integrated Administrative Service of Subdistrict (PATEN) in Indonesia

2020 ◽  
Vol 11 (2) ◽  
pp. 456
Author(s):  
Kusworo KUSWORO
Keyword(s):  
Public Service ◽  
Public Awareness ◽  
Sampling Technique ◽  
Job Descriptions ◽  
The Public ◽  
Technical Requirements ◽  
Administrative Service ◽  
The Government ◽  
Service Standards ◽  
Bureaucratic Reform

The purpose of this study is to determine and analyze the preconditions, as well as to provide an overview, of the acceleration of integrated administrative service of subdistrict in Karangpawitan Subdistrict, Garut District, West Java, Indonesia. This study is a descriptive study using qualitative approach. The data are collected using interview and document study. The respondents are determined using purposive sampling technique as informants and key persons. The data are then analyzed using qualitative data analysis through reduction, data presentation, and conclusion. The findings show that the preconditions of PATEN in Karangpawitan Subdistrict, Garut District, are not fully prepared. If observed from the substantive and technical requirements, the acceleration of PATEN is prepared, but from administrative requirements, it is unprepared because there is no Regulation of Regent, stipulating the service standards and job descriptions of the subdistrict personnel for the implementation of PATEN. The efforts to be carried out by the government of Karangpawitan Subdistrict in order to accelerate PATEN in Karangpawitan Subdistrict, Garut District are: (1) Implementing PATEN with full commitment in accordance with the authority delegated by the Regent to the Head of Subdistrict; (2) Developing and utilizing information technology with computerized system to facilitate access to public service; (3) Maximizing the performance of the Technical Team of PATEN in establishing cooperation and coordination with related Regional Working Unit (SKPD) to complete the implementation requirements of PATEN; (4) Providing information and socialization about PATEN to the public in order to increase public awareness to manage licensing and non-licensing services in Subdistrict; (5) Changing the mindset of subdistrict officials by promoting public demand for the quality of public services provided; (6) Applying reward and punishment to support bureaucratic reform in public service; (7) Capacity building of human resources (SDM) of subdistrict apparatus in conducting qualified public service.  

scholarly journals KUALITAS PELAYANAN PUSKESMAS MEMPENGARUHI KEPUASAN MASYARAKAT DI PUSKESMAS KALIRUNGKUT KOTA SURABAYA

2017 ◽  
Vol 3 (1) ◽  
Author(s):  
Sylvia Kurnia Firdaus ◽  
Teguh Santoso
Keyword(s):  
Service Quality ◽  
Public Service ◽  
The Public ◽  
The People ◽  
Administrative Service ◽  
Qualitative Descriptive ◽  
Service Conditions ◽  
Five Dimension ◽  
The Government

Quality of Puskesmas Service Influence the Community Satisfaction in Puskesmas Kalirungkut Kota Surabaya. Public service as a form of good service both in the public goods, public service and even administrative service that in principle as responsibility and performed by government institution in order to meeting the basic needs of public at large. The government had tried to fulfilled the society needs on health service by established hospitals and Public Health Centres (PUSKESMAS) in whole of Indonesia region. In this case of Puskesmas Kalirungkut Surabaya city conducted various efforts to improve its service quality. This research has purposes to examines the service quality of Puskesmas influencing people satisfaction in Puskesmas Kalirungkut of Surabaya. Focus of the study grounded on five dimension of service quality (SERVQUAL) subject to Parasuraman that are Tangible, Reliability, Responsiveness, Assurance, Empathy.  The research method that used   is qualitative descriptive. The result of the research showed that are 1) service quality in Puskesmas Kalirungkut of Surabaya seen from dimensions of Tangible, Reliability, Responsiveness, Assurance, Empathy are good. 2) Service conditions in Puskesmas Kalirungkut of Surabaya conducted to the public based on Tangible, Reliability, Responsiveness, Assurance, Empathy get rating of fairy good. 3) People satisfaction on service in  Puskesmas Kalirungkut of Surabaya about the people wants on puskesmas services included Tangible, Reliability, Responsiveness, Assurance, Empathy are fairly good in the service managing process then people is satisfied enough. However the people satisfaction does not maximally improved enough due to still found lack in time punctuality and fastness then is necessary to be increased.  Keywords:  Service quality, Public service, People Satisfaction

scholarly journals PENGELOLAAN MUSEUM PEMERINTAH DENGAN MODEL BADAN LAYANAN UMUM (SUATU TINJAUAN) (THE MANAGEMENT OF GOVERNMENT’S MUSEUM USING A PUBLIC SERVICE AGENCY MODEL (A REVIEW))

2016 ◽  
Vol 2 (1) ◽  
pp. 89
Author(s):  
Dwi Agus Ujianto ◽  
Fitri Isharyanto
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Service ◽  
Service Agency ◽  
Financial Flexibility ◽  
Agency Model ◽  
The Public ◽  
Technical Management ◽  
The Government

ABSTRAKMuseum pemerintah merupakan museum yang didirikan oleh pemerintah/pemerintah daerah. Saat ini, pengelolaan museum pemerintah dilaksanakan dengan pola Unit Pelaksana Teknis (UPT) yang tidak fleksibel dalam pengelolaan keuangan dan sumber daya manusia. Oleh karena itu, untuk meningkatkan kinerja museum pemerintah, pemerintah memerlukan suatu terobosan yang dapat digunakan dalam pengelolaan museum pemerintah. Terobosan itu adalah dengan membentuk Badan Layanan Umum (BLU) museum pemerintah. BLU memiliki fleksibilitas dalam pengelolaan keuangan, antara lain pengelolaan kas, pendapatan, dan belanja. BLU juga memiliki fleksibilitas dalam pengadaan barang/jasa. Selain itu, BLU jugamemberikan fleksibilitas dalam merekrut tenaga profesional di luar Pegawai Negeri Sipil (nonPNS), serta fleksibilitas dalam memberikan imbalan jasa kepada pegawai sesuai dengan kontribusinya. Dengan demikian, BLU museum pemerintah dapat meningkatkan pelayanan kepada masyarakat secara efektif, efisien, produktif, dan akuntabel. Pada akhirnya, masyarakat akan merasa puas terhadap kinerja museum pemerintah. Selain itu, peningkatan kinerja tersebut dapat meningkatkan kebutuhan masyarakat akan museum pemerintah.Kata Kunci: Keuangan, Fleksibilitas, Pengelolaan, Museum Pemerintah, Badan Layanan Umum. ABSTRACTGovernment’s museum is a museum established by the government/local government. Currently, the government’s museum apply technical management unit (UPT) model in managing museum which has no flexibility in financial and human resource management. To improve the performance of the government’s museum, government need a breakthrough in managing the museum, namely through establishment of government’s museum Public Service Agency (BLU). The BLU offers financial flexibility such as management of cash, revenue, and expenditure. It also has flexibility on procurement of goods/services. In addition, the BLU also have flexibility in hiring non-civil servants professional and in deciding employee’s compensation. Thus, the BLU of government’s museum is expected to improve its services to the public efficiently, effectively, productively, and accountable. Eventually, the public will be satisfied with government museum’s performance. Futhermore, it will increase the public need of the existence of government museum.Keywords: Financial, Flexibility, Management, Government’sMuseum, Public Services Agency

scholarly journals Implementation of Village Staff Recruitment and Selection in Sidoarjo Regency

2020 ◽  
Vol 8 (1) ◽  
pp. 23-28
Author(s):  
Eri Mega Selvia ◽  
Isnaini Rodiyah
Keyword(s):  
Data Collection ◽  
Selection Process ◽  
Selection Committee ◽  
Descriptive Research ◽  
Schedule Delay ◽  
Collection Data ◽  
Recruitment And Selection ◽  
The Village ◽  
Staff Recruitment ◽  
Selection Of

This study aims to analyze and describe the implementation of recruitment and selection of village officials in Sidoarjo Regency as well as supporting and inhibiting factors for the implementation of recruitment and selection of village officials in Sidoarjo Regency. The research method uses descriptive research with a qualitative approach. Data collection is done by observation, interviews, and documentation with informants. Data analysis techniques using the theory of Miles & Huberman, namely data collection, data reduction, data presentation, and conclusions. The results showed that the implementation of the recruitment and selection of village officials in Sidoarjo Regency had been carried out in accordance with regulations where the registration and selection process was carried out in each village and the online selection process using a computer. The formation of the recruitment and selection committee for the village apparatus was carried out through a meeting led by the Village Head, but the condition of the facilities and infrastructure in the recruitment and selection of the village apparatus in the village was inadequate because participants were required to bring their own laptops. Communication has been carried out well by the parties, namely through socialization. Supporting factors and obstacles to the implementation of recruitment and selection of village officials in Sidoarjo Regency, namely supporting factors consisting of SOPs have been implemented well. While the inhibiting factor is the implementation of the online selection of village equipment in Desa Kepambat having a schedule delay due to a server error. In addition, the facilities and infrastructure in Tulangan District are inadequate

Analysis Of Open Selection Mechanism In The Government Of Bantul District 2016

ARISTO ◽  
2020 ◽  
Vol 9 (1) ◽  
pp. 1
Author(s):  
Vindhi Putri Pratiwi ◽  
Muhammad Eko Atmojo ◽  
Dyah Mutiarin ◽  
Awang Darumurti ◽  
Helen Dian Fridayani
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Selection Process ◽  
The State ◽  
Selection Mechanism ◽  
Government Bureaucracy ◽  
The Government ◽  
Bureaucratic Reform ◽  
Depth Interviews

The purpose of this research is to see the open selection mechanism in the government of Bantul district. Because the success of bureaucratic reform is a part of human resources within the government bureaucracy. Therefore it is necessary to have human resource management to realize a state of civil apparatus with integrity, professionalism and competence. In this study, researchers used qualitative approach methods. Where in the technique is done in-depth interviews to get information and gather other supporting documents on this research. Human resource management could be done by structuring employees through an open selection mechanism. The Government of Bantul District has conducted an open selection in structuring employees who are in their government. Because the open selection is considered a solution in the screening of the state civil apparatus. Moreover, the Bantul Government in the open selection process uses several stages including administration selection, competency tests, interviews, and paper presentations. With the existence of several stages carried out in the open selection process by the Bantul Government, it is expected to capture and create a state civil apparatus who are professional and competent in running of bureaucracy in the government. So the existence of the state civil apparatus competent then will be influenced in its performance.

Contemporary Employee Recruitment Practices and Areas of Future Research in Indian Railways

Think India ◽  
2019 ◽  
Vol 22 (2) ◽  
pp. 745-763
Author(s):  
Akhila Rao ◽  
Shailashri V. T ◽  
Molly Sanjay Chaudhuri ◽  
Kondru Sudheer Kumar
Keyword(s):  
Selection Process ◽  
Secondary Data ◽  
Manpower Planning ◽  
Future Research ◽  
Technological Advancement ◽  
Employee Recruitment ◽  
Recruitment Practices ◽  
Modern Business ◽  
The Government ◽  
Recruitment And Selection

The modern business milieu is highly competitive due to vast technological advancement which makes employees a vital source of competitive advantage. Precisely, the recruitment process has become a key determinant of an organization’s success and a logistic capital resource to the human resource; thus, the process should be entirely modern. A conventional recruitment and selection process comprises of job analysis, manpower planning, and recruitment and selection. The current study seeks to explore employee recruitment practices and proposes areas of future research in Indian Railways using secondary data. It also gives recommendations on how to improve the recruitment practices in the government-owned Indian Railways. The trends investigated in the study include the applicant tracking software (ATS), use of video resumes, Chatbots, the utilization of social networks, and increased focus on passive candidates.

Public service motivation and organizational performance in Chinese provincial governments

2016 ◽  
Vol 10 (4) ◽  
pp. 770-786 ◽  
Author(s):  
Chunkui Zhu ◽  
Chen Wu
Keyword(s):  
Organizational Performance ◽  
Public Service ◽  
Public Service Motivation ◽  
Provincial Government ◽  
Civil Servants ◽  
Hunan Province ◽  
Government Employees ◽  
Content Type ◽  
The Public ◽  
The Government

Purpose This paper aims to examine different hypotheses concerning the effects of public service motivation (PSM) and other attitudinal or institutional dimensions on organizational performance (OP). Specifically, based on the experience of Chinese provincial governments, this study provides new evidence about how PSM may affect OP. Design/methodology/approach This study collected data from a survey of different provincial government departments in Sichuan Province, Hubei Province, Hunan Province and Chongqing Municipality in 2011. Using data from 761 respondents, Pearson correlation analysis and regression analysis were used to explore the relationships between related factors. Findings PSM, job satisfaction, affective commitment and job involvement have statistically significant effects on OP, and these results are consistent with the findings of previous researches that PSM positively affected OP at a significant level. The results suggest that, if civil servants have a strong PSM, the performance of their organizations will be high. Research limitations/implications Future research should look for additional factors that affect OP, comparing employees’ perceptions of an organization’s performance with objective data to determine whether, and to what degree, subjective measures of performance are valid measures of OP in the public sector. Practical implications In the process of improving government performance, it is significant to give attention to the government employees’ mentality. The government training and promotion system should encourage civil servants to care about the public interest. A more flattened organization should be considered as part of the next steps in government reform, and more opportunities should be provided to involve more government employees in policy making. Originality/value This study helps to clarify the effects of individual factors of PSM on OP in China in a tightly controlled bureaucratic environment, where related data are hardly accessible.

scholarly journals Minister-Permanent Secretary Relationships: Lessons from Zimbabwe’s Government of national Unity

2014 ◽  
Vol 4 (1) ◽  
pp. 23
Author(s):  
Tawanda Zinyama ◽  
Joseph Tinarwo
Keyword(s):  
Public Administration ◽  
Public Service ◽  
Political Process ◽  
Large Degree ◽  
The State ◽  
Team Work ◽  
The Political ◽  
National Unity ◽  
The Public ◽  
The Government

Public administration is carried out through the public service. Public administration is an instrument of the State which is expected to implement the policy decisions made from the political and legislative processes. The rationale of this article is to assess the working relationships between ministers and permanent secretaries in the Government of National Unity in Zimbabwe. The success of the Minister depends to a large degree on the ability and goodwill of a permanent secretary who often has a very different personal or professional background and whom the minster did not appoint. Here lies the vitality of the permanent secretary institution. If a Minister decides to ignore the advice of the permanent secretary, he/she may risk of making serious errors. The permanent secretary is the key link between the democratic process and the public service. This article observed that the mere fact that the permanent secretary carries out the political, economic and social interests and functions of the state from which he/she derives his/her authority and power; and to which he/she is accountable,  no permanent secretary is apolitical and neutral to the ideological predisposition of the elected Ministers. The interaction between the two is a political process. Contemporary administrator requires complex team-work and the synthesis of diverse contributions and view-points.

scholarly journals Work Ethics, Values, Attitudes and Performance In The Nigerian Public Service: Issues, Challenges and The Way Forward

2015 ◽  
Vol 5 (1) ◽  
pp. 157
Author(s):  
Bernard Oladosu Omisore ◽  
Oyende Adeleke A.
Keyword(s):  
Public Service ◽  
Data Gathering ◽  
Policy Makers ◽  
Unethical Conduct ◽  
Work Ethics ◽  
The Public ◽  
Service Oriented ◽  
Training Motivation ◽  
The Government ◽  
And Performance

Performance of the Nigerian public service has been a major concern to policy makers and researchers alike. This is because despite all measures put in place to arrest the ugly trend, it seems, it has defied all approaches towards tackling the problem of inefficiency and capacity collapse. Work ethics, attitudes and values can be influenced by the organization, through interventions like training, motivation and coaching, etc. However, they cannot be changed forcibly because they are intrinsic. It is, therefore, of fundamental importance that public functionaries act justly and fairly to all, not only paying lip service to ethical conduct but also ensuring that these are manifestly and undoubtedly seen to be done. This paper discusses the challenges of work ethics, values, attitudes and performance in the Nigerian public service. The major causes of unethical conduct in the public service were identified and the institutional mechanisms established by the government to curb these unethical behaviours were examined. This paper adopted content analysis as a method of data gathering and analysis. It suggested viable options for effective and efficient service-oriented public service. 

Sign in / Sign up

Export Citation Format

Share Document