Thesis Abstract

Thesis Overview

<p> </p><p><strong>BACKGROUND OF THE STUDY</strong></p><p>Human, is the most important of all the factors of production. There is a high percentage of dependence on willing and able human even than material or financial resources. Personal interaction, group work and information from human resources is also needed to win customers apart from the product from an organization. When people are motivated, there is no limit to what they can input for a maximum output in an organization.</p><p>Human Resource Development (HRD) at work is now a prominent and central part of Human Resource Management (HRM). The process of HRD at work is an integral part of the overall performance management of organizations (Gibb, 2013).</p><p>Human resource development (HRD) policies concern the quality of the labour force and the regulation of the labour market. Quality in turn is a function of basic and higher education, training programmes and the overall health of the population. The quality and adaptability of the labour force is a key driver in creating a favourable environment for both domestic and foreign enterprises to grow through new investment and to adapt quickly to changing circumstances. Their relative roles and the overall importance of HRD depend on individual country circumstances, particularly the economic structure (OECD, 2012).</p><p>The civil service has always been the tool available to Nigerian government for the implementation of developmental goals and objectives. It is seen as a pivot for growth of Nigerian economy. It is responsible for the creation of an appropriate and conducive environment in which the economy can perform optimally and it is this catalytic role of the public service that propelled government all over the world to search continuously for better ways to deliver their services (Amoako, 2003).</p><p>Civil Service is the instrument which government uses to regulate and manage all aspects of the society. Thus, the condition of a society is largely determined by the public service. Besides, it is from this government bureaucracy that all the other institutions obtain various types of approval, license and permits which are critical to their existence and operation. Also, government allocations of resources pass through the bureaucracy to all other areas of the society directly and indirectly. Therefore, all other institutions perforce have to deal with the civil service at one point or the other in their existence and operations (Philips, 1990).</p><p>In the era of state-domination, Nigerian civil services were characterized by unclearmandates and guaranteed jobs (e.g. for graduates), often based on political connections instead of competencies and performance. This unclear mandates and guaranteed jobs resulted in a growing large number of civil servants. This, together with the leveling and at the same time upgrading of salaries, caused an increase of wage bills. The civil service was consuming an ever-growing part of the government’s budget. Furthermore, unclear mandates and guaranteed jobs, which resulted in unskilled and unmotivated civil servants, caused an inefficient public goods and service delivery (Lawanson et al., 2013).</p><p>In the context of SAP, civil service reforms were initiated. The first generation ofreforms was merely focused on reducing the public expenditures. The main objectives were to limit the role of the state, to retrench civil servants, and to bring down the size of the wage bill (Osaghae, 1995). During these first generation reforms, it appeared that too much attention was given to financial measures and the reduction of the size of the civil service, while too little attention was given to questions regarding the role of the state and the need for a (qualitative) service delivery (ibis).</p><p><strong>STATEMENT OF THE PROBLEM</strong></p><p>Since the Nigerian government have embarked on a civil service reform, restoration of professionalism and effective service is their watchword. This can as well be achieved by engaging a sound human resource development methods.</p><p><strong>1.3 &nbsp; &nbsp; RESEARCH QUESTION &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; </strong></p><ol><li>Has the civil service reform affected Nigeria in any positive way?</li><li>Can there be an effective civil service reform without human resource development?</li><li>Do we have an effective human resource development in the nation?</li><li>Is there any relationship between human resource development and civil service reform in Nigeria?</li></ol><p><strong>1.4</strong>&nbsp; &nbsp; &nbsp;<strong>AIMS AND OBJECTIVE OF STUDY</strong></p><p>The aim of this studies is to assess the relationship between human resource development and civil service reform in Nigeria. The objectives are:</p><ol><li>To ascertain if the civil service reform has affected Nigeria in any positive way.</li><li>To know if there canbe an effective civil service reform without human resource development.</li><li>To study whether Nigeria has an effective human resource development in the nation.</li><li>To determine if there is any relationship between human resource development and civil service reform in Nigeria.</li></ol><p><strong>1.5 &nbsp; &nbsp; SCOPE OF THE STUDY</strong></p><p>The idea of the research work is to study if there is any relationship between human resource development and civil service reform in Nigeria. It shall cover a range of human resource managers both in the public and private sectors so as to be able to assess their method of administration to enhance human resource development. These strategies will be looked into so as to be able to compare its relationship with the civil service reform in Nigeria. A couple of civil servants shall also be consulted for the research work.</p> <br><p></p>