Project Materials

POLITICAL SCIENCE

MANPOWER DEVELOPMENT AND THE PERFORMANCE OF CIVIL SERVANTS

MANPOWER DEVELOPMENT AND THE OF

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MANPOWER DEVELOPMENT AND THE PERFORMANCE OF CIVIL SERVANTS

ABSTRACT

This thesis investigated the manpower development programmes and policies implemented in the Anambra State Civil Service between 1996 and 2006, as well as their impact on the performance of state civil servants.

The study's specific objectives were to determine whether manpower development programmes and policies in the Anambra State Civil Service resulted in the professionalisation of civil servants in the state,

to investigate the effect of political instability on manpower training and development in the state, and to investigate how development programmes in the state civil service affected the performance of civil servants in the state.

This study's data came from both primary and secondary sources. The primary data were gathered via questionnaires and oral interviews. The population of this study was 4,629 governmental servants in Anambra State as of December 2006.

Stratified The questionnaire was administered using a random sampling method to both senior and junior staff from the state's twenty-three (23) ministries and extra-ministerial departments.

The workforce was divided into the following groups: Senior staff (3,019 total, including senior and middle management personnel) outnumbered junior staff (1,610), resulting in a ratio of two senior personnel to one junior personnel (2:1).

Using the EPIINFO version 6-computer software package, an anticipated frequency of 25% and a worst expected frequency of 20% were calculated, yielding a total sample size of 348.

The 10% non-response rate was also calculated, yielding 35, resulting in a final size of 383. Questionnaires were sent at random to 12 senior and 6 junior staff members in each ministry/extra-ministerial , with a 2:1 ratio.

The questionnaires were analysed using inferential and descriptive . Oral interviews were performed with the Director of Training at the Office of the Head of Service, as well as Training from each of the 23 ministries/extra-ministerial departments.

Furthermore, secondary data were gathered from books, journals, official gazettes, and internet resources. Finally, the study was examined using David Easton's system theory. This research is organised into six chapters:

According to the findings of the study, manpower development in the Anambra State Civil Service has not enhanced the performance of the state's civil servants. The study found that between 1996 and 2006, manpower development activities in the Anambra State public service did not result in the professionalisation of the state's civil officials.

This was due to the state's low or non-funding of these development initiatives, which deprived more than 95% of public officials the opportunity to develop themselves in their specialised fields after joining the civil service.

As a result, political instability caused by frequent changes in the state's political leadership hampered the implementation of this programme on the growth of civil servants in the state.

According to the study, Anambra state has had a chequered history caused by constant political crises, which compelled the respective Chief Executives in the respective regimes to devote more time and resources to ensuring their positions were secured at the expense of other development programmes, including manpower development programmes in the state civil service.

In the Anambra State service, 98% of senior officials and 96% of junior staff admitted this. According to the report, poor execution of manpower development programmes and policies has a detrimental impact on the performance of civil servants in the Anambra state civil service.

The majority of senior and junior personnel in most ministries/extra-ministerial departments have been so frustrated that they have been unable to function at a higher level in their employment.

This appeared to have limited the performance of Anambra State Civil Servants. As a result, 85% of senior staff and 78% of junior staff voiced scepticism about the manpower development exercise.

As a result, the report indicates that personnel development projects in the Anambra State Civil Service were poorly planned or carried out, leaving much to be desired in terms of improving the performance of the state's civil workers.

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