Human Resources Development in Nigeria: a Case Study of Ebonyi State Civil Service 1996-2004

191 Pages·2016·2.72 MB·English

Human Resources Development in Nigeria:
A Case Study of Ebonyi State Civil Service;
1996 – 2004
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CHIKWELU, Chukwubuisi Henry
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DeDpartment of Political Science
University of Nigeria, Nsukka
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2005
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TITLE PAGE

HUMAN RESOURCES DEVELOPMENT IN NIGERIA: A CASE STUDY OF
EBONYI STATE CIVIL SERVICE; 1996 – 2004.

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AN M.Sc. DISSERTATION PRESENTED TO THE DEPARTMENT OF
POLITICAL SCIENCE, UNIVERSITY OF NIGERIA, NSUKKA, RIN PARTIAL
FULFILMENT OF THE REQUIREMENTS FOR THE AWARD OF MASTER OF
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SCIENCE (M.Sc.) DEGREE IN POLITICAL SCIENCE WITH EMPHASIS ON
PUBLIC ADMINISTRATION. R

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CHIKWELU, CHUKWUBUISI HENRY
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PG/M.Sc./02/33517
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SUPERVISOR: DR. E. O. EZEANI

DEPARTMENT OF POLITICAL SCIENCE
UNIVERSITY OF NIGERIA, NSUKKA

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APPROVAL

This Dissertation has been approved for Department of Political Science,
University of Nigeria, Nsukka.

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Dr. E. O. Ezeani I Head of Department
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Supervisor Political Science
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Dean of FacCulty External Examiner
CERTIFICATION

This is to certify that Chikwelu Chukwubuisi Henry (PG/M.Sc./02/33517)
has successfully fulfilled all the necessary requirements for the award of Master
of Science in Political Science with emphasis on Public Administration.

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Head of Department Project Supervisor
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Dean of Faculty of Social Sciences External Examiner
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DEDICATION

This work is dedicated to the LORD Jesus Christ.

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ACKNOWLEDGEMENTS

To be honest, this work would not have been successfully executed
without sincere assistance received from different individuals and groups. I
hereby express deep appreciation and respect to all the good people of Ebonyi
Stale who granted me oral interviews and who responded to the items in my
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questionnaire.
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I cannot but thank most profoundly my project supervisor, Dr. E. O. Ezeani
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whose academic scholarship and wealth of experience haRs projected this work to
appreciable standards. Again, I am greatly indebtedB to all the lecturers in the
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Department of Political Science, University of NLigeria, especially, Professor Elo

Amucheazi, Dr. Ogban Ogban-lyam, Profe-ssor Okey Ibeanu, Dr. P. C. Chukwu,

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Dr. A M, Okolie etc. Also my heartfelt appreciation goes to Dr. Assisi Asobie, the
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present Head of Department of Political Science, whose selfless and sacrificial
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service to the University of Nigeria has towered so high to necessitates a golden
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hand-shake to that erudite scholar of international repute. And also mention
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must be made oOf Professor (Mrs.) M. Ikejiani-Clark, a renowned and respected
Political ScieCntist.
I am particularly grateful to the Council for the Development of Social
Science Research in Africa (CODESRIA) for sponsoring this research project by
the award of a grant programme for thesis writing.
Here again, I must take off my hat for the following people who contributed in one
way or another to making this work a reality. They are Dr. Eddie Okafor, Dr.
(Engr.) G. O. Chukwuma, Professor (Engr.) N. N. Osadebe, Professor I. U.
Asuzu, Mr. S. I. Ezerendu (my father-in-law), Bishop (Dr.) Ken Uloh, Mrs. C. I.
Ezekwe, Mrs. M. N. Awachie, Professor J. Okpala, Professor A. R Ajayi, Mrs. A.
N. Odo, Mrs. Beatrice Onah, Pharm O. O. Ndu, Dr. F. C. Ekere, Architect Eze
Ezerendu and of course. Dr Sam Onuigbo who carefully proof-read the work. I
also thank that giant of a scholar, Professor F. C. Okoli, the Dean, Faculty of the
Social Sciences, University of Nigeria, who cares for us like a dear father and is
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always eager to help. The list will not be complete if I fail to mentioRn Professor O.
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U. Okparaku, the Director of National Centre for Energy Research and
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Development, University of Nigeria, Nsukka.
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Finally, I must not fail to thank abundantly my father and mother, Mr. E. N.
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O. Chikwelu and Mrs. Christiana Nwadinafo Chikwelu for their steadfast love. To

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my wife Serah O. Chikwelu and my two daughters, Ada-Jesus Godsmiracle
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Chikwelu and Ebelechukwu VictoIry Chikwelu, I remain most thankful to the
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Almighty God.
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CHIKWELU, CHUKWUBUISI HENRY
ABSTRACT
This study examines the state of human resources development in Ebonyi
State Civil Service from 1996 to 2004. Specifically, the study sets out to: (1) find
out whether the Civil Servants in Ebonyi State are availed of the opportunity for
staff development; (2) Investigate the attitude and disposition of the higher civil
servants towards staff development in the state (3) Determine the extent to which
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money constraints have affected staff development; (4) ascertaRin the level of
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encouragement given by the political leadership towards staff development: (5)
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find out the extent of political interference and control of the state civil service
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and consider the effects on the service. To achieve these set out objectives,
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systems approach to training by G.A. Eckstrand (1964) was employed. This

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involved defining training objectives, developing criterion measures for evaluating
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training; deriving training contentsI; designing methods and training materials;
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integrating training programmes and trainees, etc.
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The study showsE amongst other findings that there are reasonable
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number of staff development programmes in Ebonyi State for Civil Servants;
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though money constraints and ignorance on the part of some higher Civil
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Servants hinder effective implementation of training and development
programmes in the state. In spite of these hindrances, the study also reveals
that political leadership in Ebonyi State encourages staff development, and Civil
Servants are availed of the opportunity for staff development. However, despite
the fact that higher Civil Servants in Ebonyi State show positive disposition
towards staff development and carefully monitor and appraise the Civil Servants
in order to ascertain the training needs and categories of the Civil Servants to be
trained, it has also been discovered from our findings that there is some degree
of favouritism in the selection of those to be trained. The study also shows that
there is political interference in the state civil service which could be attributed to:
(a) government permission of Civil Servants to participate in partisan politics;
(b) government appointment of some permanent secretaries; and (c) the
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observance of geographical spread in recruitments, appointments,R etc.
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Based on the above findings, it is recommended among other things that
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more opportunities for staff development be created for Ebonyi State Civil
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Servants; and in doing this, merit should be considered above all other factors.
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More money should be allocated for training and development in Ebonyi State

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Civil Service; and finally, to avoid politicization of the Civil Service, Civil Servants’
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participation in partisan politics shoIuld be properly checked.
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