Application of Due Process in Recruitment and Selection of Personnel into the Federal Civil Service. Part 1

This study was conducted to investigate the constraint to the effective application of due process in the recruitment and selection of personnel into the federal civil service. Four objectives and four research questions guided the study. A sampling technique was used in carrying out the work. A total number of three hundred (300) respondents were used for the study. The instruments for data collection were a questionnaire and observation checklist. Three hundred (300) copies of the questionnaire were distributed to the staff of the Federal Civil Service Commission (FCSC), Abuja and two hundred and seventy-six (276) were returned representing a 92% return rate. The frequency table and Mean were the statistical measures employed for the data analysis. The findings revealed that there were no strategies or methods of recruitment and selection of staff into the federal civil service. However, the findings also revealed that practices such as political interference and corruption during recruitment and selection in federal civil service tend to undermine the principle of due process. Based on the findings, it was recommended that the federal civil service commission should formulate sound policies and practices that will minimize the degree of politicization and corruption in the recruitment and selection of staff into the federal civil service; make use of modern sources and techniques of recruitment and selection such as, E-recruitment process and Information Communication Technology (ICT)-based selection resources as their source of recruitment and selection; and develop strategies or methods that will result in the effective application of due process in their recruitment and selection exercises.

Lack Of Proper Evaluation And Performance In Promoting Staff Of Borno State Civil Service Commission

This study examines the lack of proper evaluation and performance in promoting staff of Borno state civil service commission , It is indeed clear that the effects of civil service commission in appraisal of the performance of employees in relation to promotion. Similarly, evaluation of staff promotion is a critical factor in economic and social development for it to determine the standard of the organisation. Being an employee, certain variables are expected by the individual from the organisation as rewards. It is a well-known fact that three has been a very serious decline and in some instance complete collapse of the public sector in Borno state over the years as a result of insurgency. In spite of huge financial commitments put in place by the government as payment of remuneration and other fringe benefits, the public sector in the state is either decline or in most cases embarrassingly inefficient and in effective, thought many factors contributed to this unfortunate issues of lack of proper evaluation of staff promotion in Borno state civil service commission.

Laying Foundation to Advertisement Genre: An Analysis of Job Advertisement Discourse Made by the Royal Civil Service Commission of Bhutan

To lay foundation in the literature related to the genre of advertisements, this paper is a synchronic approach to study the job advertisements made by the Royal Civil Service Commission (RCSC) of Bhutan. RCSC is the major recruiting agency of civil servants into a government job. As mandated, RCSC recruits thousands of fresh employees annually. RCSC features its job-related announcements in the media, mainly the Bhutan Broadcasting Service, the mainstream media and also in its official website. The data of this study was the ‘Vacancy Announcement’ dated January 8, 2020, featured in RCSC website and the analysis of the data was based on Swale’s (1990) Six Defining Characteristics of Discourse Community. The results showcased Bhutan as a bilingual society for informing the citizens as the job advertisements were delivered in both Dzongkha and English. RCSC’s format of job advertisement employed the common format used by most of the organisations. This study points that there is a need to look into some elements used by other organisations. Therefore, this study recommends RCSC, as the major recruiting agency in Bhutan, to incorporate other missing elements of job advertisement.

Effect of Career Fulfilment on Employee Performance in Federal Civil Service Commission, Abuja-Nigeria

Purpose: The study on the effect of career fulfilment practices on employee performance is still scanty in the human resource management domain. The objective of this study is to determine the effect of career fulfilment practices on employee performance in the Federal Civil Service Commission (FCSC), Abuja-Nigeria. Design/Methodology/Approach: The study is a cross-sectional survey. Hence, researchers adopted the primary data approach of data collection. The population of the study is 400 (FCSC, 2021). Using Krijcie and Morgan (1970), the sample size is 196. The researchers increased the sample size by 50% based on Salkind's (1997) suggestion. Thus, the final sample size of the study is 294 using the stratified random sampling technique. The study administered 294 copies of the questionnaires and was used for the analysis. The returned questionnaires were inputted, coded, and screened using Statistical Package for the Social Science (SPSS) version 22 software. Analysis was carried out using Partial Least Square Structural Equation Modelling (PLS-SEM). Findings: Findings showed that career fulfilment practices have a positive and significant effect on employee performance in FCSC, Abuja-Nigeria. Implications/Originality/Value: The study concluded that FCSC, Abuja-Nigeria, government, labour Unions and policymakers should promote career fulfilment practices that will improve employee performance in FCSC, Abuja.

Leadership Styles and Employees’ Commitment: Empirical Evidence From Nigeria

Leadership style has often been considered as one of the vital factors that can enhance employees’ commitment and it is seen as the live wire for the attainment of organizational goals. Although research has focused on the nexus between leadership styles and employees’ commitment, little consideration has been paid to identify the influence of demographic variables on the nexus between leadership styles and employees’ commitment in Nigeria, thereby leaving a gap. It is based on the foregoing that this article examines the relationship between leadership styles (transformational, transactional, and laissez-faire leadership) and employees’ commitment and also identify the influence of demographic variables on the relationship between leadership styles and employees’ commitment in Lagos State Civil Service Commission of Nigeria. The survey data were collected from the employees of the organization, and the Statistical Package for Social Sciences (SPSS) version 22.0 was used for the statistical analysis. The results show that there is a significant medium positive relationship between transformational leadership style and employees’ commitment, whereas transactional leadership style shows an insignificant small negative relationship with employees’ commitment. In addition, laissez-faire leadership style has an insignificant small positive relationship with employees’ commitment in the study context. The study, therefore, recommends that employees’ commitment is more likely to be achieved when the appropriate leadership style is adopted and specific demographic variables like gender, age, marital status, academic qualification, and employment status are taken into account regarding the role they play in the relationship between leadership styles and employees’ commitment of Lagos State Civil Service Commission of Nigeria.

Clientele Satisfaction of Front Line Services of Central Philippines State University

The assessment of the clientele satisfaction on front line services in the University is a vital step to improvement. Hence, this study assessed how frontline personnel and services uphold human dignity by meeting customer and statutory requirements specified in the Anti-Red Tape Act. This study determined the respondents’ level of satisfaction on front line services of the university. A stratified simple random technique was utilized in identifying the actual student respondents while purposive sampling was used for parents and alumni respondents. The findings also indicated that the clienteles were not in common agreement on the level of their satisfaction towards the services of frontline offices in the University. The parent stakeholders were far more satisfied with the services availed from front line personnel of the institution than the students and alumni. In general, the University front line services are compliant with the ARTA provisions of the Civil Service Commission.