THE DYNAMICS OF STAFF RECRUITMENT, SELECTION AND PLACEMENT IN THE PUBLIC SERVICE OF ENUGU STATE

CHAPTER ONE

INTRODUCTION

1.1     Background to the Study

Of all the resources available to an organization, manpower (staff) remains the most important of them all. The  staff Coordinates      other      resources     towards the  realization of organizational objectives and goals. To ensure that objectives and goals of the organization are achieved, adequate personnel recruitment programme are planned. It is on the strength of this, that Nwachukwu (2004:105) noted the following:

Recruitment involves all prospective applicants for job position in the organization. A good recruitment programme is one that is properly planned and well operated. Poor recruitment efforts could lead to the selection of poor applicant because position are to be filled too quickly.

On the issue of selection, Nwachukwu (109) noted thus,

After prospective applicants have been recruited, a systematic effort is made to identify the most candidates to fill identified positions. Selection is very important process that requires planning and objectivity.

The    two    observations      made     above    underscores      the relevance of staff  in the functioning and service delivery of the public service of any state. Furthermore, placement of the selected staff in the appropriate places is another vital aspect of the personnel management. Enugu state as an entity has public service that coordinates the objectives and policies of government. Irrespective of how laudable the programme of the government, it will remain a ruse or non-achievement without proper staff recruitment, selection and placement. This then implies that manpower needed in the running of government machinery must be well recruited and selected to meet with the needs of the people.

In the light of the above observations, one is tempted to ask the following questions, how is the manpower (staff) of the public service of the state recruited and selected? Are those that are recruited and selected the best needed in the civil service of the state? Has government well articulated programme to fill the vacant posts when the need arises? Well, in the course of the study, these questions will be answered.

Importantly, the public service/civil of the state is a colonial heritage. The exit of the colonial masters in 1960 allowed the Nigerians to take control of the public service. Between 1960 and now, both recruitment, selection and placement, have been carried out by Nigerians. Those absorbed in the system are those that coordinates the activities of government.

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