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ABSTRACT
This thesis examined the manpower development programmes and policies in the Anambra State Civil Service
between 1996 and 2006, and their impact on the performance of civil
servants in the state. The specific objectives of the study were: to
find out whether manpower development programmes and policies in the
Anambra State Civil Service led to professionalization of civil servants
in the state, investigate the effect of political instability on
manpower training and development in the state; and examine how
development programmes in the state civil service affected the
performance of civil servants in the state.
Data for this study was generated through primary and secondary sources. The primary data were
collected through questionnaire
and oral interviews. The population of this study was the civil
servants in Anambra State as at December, 2006 which was 4,629. Stratified Random sampling
method was used in the administration of the questionnaire that covered
both the senior and junior staff from the twenty-three (23) ministries
and extra-ministerial departments in the state. The workforce was
stratified as follows: Senior staff (both senior and middle management
staff, 3,019; while the junior staff was 1,610 which gave the ratio of
two senior staff to one junior staff (2:1). Computing for a confidence level
of 95% using EPIINFO version 6-computer software package, an expected
frequency 25% and worst expected frequency of 20% was arrived at,
thereby having a total sample size of 348. 10% non-response was also
computed which gave 35, thereby making the final size 383.
Questionnaires were randomly distributed to 12 senior and 6 junior staff
respectively in each ministry/extra-ministerial department, observing
the ratio 2:1.
Inferential and descriptive statistics were used in the analysis of the
questionnaires collected. Oral interviews were equally conducted with
the Director of Training
in the Office of the Head of Service, and Training Officers in the 23
ministries/extra-ministerial departments. In addition, secondary data
were sourced from books, journals, governments gazettes and internet
materials. Finally, David Easton’s system theory was used to analyze the study. This study is divided into
six chapters:
The study revealed that manpower development in the Anambra State Civil
Service have not improved the performance of Civil Servants in the
state. The study showed that manpower development programmes in Anambra
State civil service between 1996 and 2006 did not lead to
professionalization of the civil servants in the state. This was because
of the poor or almost nonfunding of these development programmes by the
state which denied more than 95% of the civil servants of the
opportunity of developing themselves in their specialized areas since
they joined the civil service. Consequently, political instability which
resulted from frequent changes in the political leadership of the state
to a large extent affected negatively the implementation of this policy
on development of civil servants in the state. It is evident as shown
in the study that Anambra state had a chequered history occasioned by
constant political crisis which made the respective Chief Executives
in the respective regimes to devote more time and resources to ensure
that their positions were secured at the expense of other development
programmes, including manpower development programmes in the state civil
service. 98% of the senior staff and 96% of the junior staff in the
Anambra State civil service admitted this. Poor implementation
of manpower development programmes and policies negatively affected the
performance of the civil servants in the Anambra state civil service as
shown in the study. Majority of both the senior and junior staff in most
ministries/extra-ministerial departments have been so much frustrated
that they could not achieve higher level of performance in their jobs.
This seemed to have restricted the Anambra State Civil Servants to low
performance in their job. Therefore 85 % of the Senior Staff and 78% of
the junior staff expressed lack of confidence in the manpower
development exercise. The study therefore concludes that the manpower
development programmes in the Anambra State Civil Service were poorly
implemented or carried out and therefore, left much to be desired to
enhance performance of the civil servants in the state.
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