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Popoola, Sunday O., and David A. Oluwole. "Career commitment among records management personnel in a State Civil Service in Nigeria." Records Management Journal 17, no. 2 (June 19, 2007): 107–16. http://dx.doi.org/10.1108/09565690710757904.
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Makbere, U. J. "Max Weber’s Bureaucracy and Job Performance in Bayelsa State Civil Service, Nigeria (from 1999-2018)." Business Ethics and Leadership 3, no. 4 (2019): 49–65. http://dx.doi.org/10.21272/bel.3(4).49-65.2019.
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The article is devoted to the study of the influence of bureaucracy on job performance. The main purpose of the research is to assess the place of bureaucracy in the company’s management system and to identify factors that reduce the quality of work. Systematization of literary sources and approaches to solving the problem of inefficient work of state authorities showed a low level of research on these issues, a high level of bureaucracy in the country, and significant shortcomings in the personnel management policy. The survey research design was employed in the study, and questionnaires served as the major instrument of data collection. Two theories were adopted – Max Weber’s bureaucratic theory and Fredrick Herzberg two-factor theory of motivation. Methodological tools of the study were the analytical method, the method of logical generalization and synthesis, the survey method, the period of the study was 1999-2018. The subject of the study was the Bayelsa State Civil Service, Nigeria. The data were from the Ministries (Mainstream) Departments, Extra-ministerial Departments, and Agencies. Findings reveal that job performance begets productivity as a result of motivation. That lack of training also hampers job performance. Again, that in the eyes of strict rules and regulations without compliance which results in punishment can also slow down the performance of work, and that, negative attitude of workers can tilt their behavior against job performance. Upon these, the study recommends that civil service rules and regulations should be made flexible, workers should be motivated and incorporated into decision-making process and employees should be given special training that will help enhance their job performance and finally, workers need to be recognized whenever they exhibit excellence in the discharge of the duties. Keywords: bureaucracy, job performance, efficiency, and effectiveness.
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Yahaya, Jibrin Ubale, A. N. Liman, and Yahaya Adadu. "An Assessment of Challenges Faced by Security Agencies in Fighting Proliferation of Small Arms and Light Weapons in Kano State, Nigeria." International Journal of Social Science Studies 6, no. 7 (July 2, 2018): 47. http://dx.doi.org/10.11114/ijsss.v6i7.3401.
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Prevention and management of crime is one of the core mandate responsibilities of security agencies who are peoples that are trained to oversee the internal security system in Nigeria. These agencies includes Nigeria Police Force, Nigeria Security and civil Defense Corps, Nigeria Immigration Service, Nigeria Customs Service, Directorate of State Security Service(DSSS) and to some certain extend when the level of internal security is over raising Nigeria Militaries, both Land Armies, Air Force and Navy gives intervention hand to curtail the situations. The widespread of small arms and light weapons in Kano State has it is genesis from both locally manufactured and the imported ones that mostly passed from various porous or illegal borders that are located in the neighboring states of Kastina and Jigawa State. SALW are the primary tools that trigger both ethnic and internal conflict and other related violent crimes that poses a threat to internal security, democracy and the operation of good governance not only in Kano State but in Nigeria. SALW is one of the key major factor s that generate to various categories of crime like armed robbery, kidder napping, community violent conflict, insurgent attacks and the host of many other crimes. The paper uses the failed state theory to explain the gap how state as an institution fails in its responsibilities and also the paper is empirical in nature by conducting interviews and administering questionnaire to some selected respondent populations from security personnel’s, academicians, traditional institutions and Community Based Organization’s CBO’s. The paper was on the position that for democracy and good governance to be truly functional the internal security must be guaranteed by empowering security agencies in terms of increasing their number, effective training, enough working tools, good condition of service and providing policies that will address the level of poverty and unemployment in the society as well as prosecuting any member of elite that either imported the arms or given arms to youth for achieving his political interest.
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Okoroafor, O. N., P. C. Animoke, B. M. Anene, W. S. Ezema, J. O. A. Okoye, J. A. Nwata, A. O. Ani, and R. I. Okosi. "Constraints and prospects of turkey production in Enugu state south-eastern Nigeria." Nigerian Journal of Animal Production 47, no. 5 (December 31, 2020): 142–55. http://dx.doi.org/10.51791/njap.v47i5.1328.
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The study was conducted to gather relevant information on turkey management, andprevalent diseases in turkeys, constraints and prospects of turkey production in Enugu state.The study was conducted in nine local government areas in the three senatorial zones of Enugu State, Nigeria covering 297 turkey keepers. A structured questionnaire was administered and information on the socio-economic characteristics of turkey producers, production patterns, management practices, prevalent diseases in turkeys and the common problems facing turkey production in Enugu State were identified and collected. The finding of the study indicated that turkey production was carried out mainly by adult female (53.0%), who were either secondary school holders (40.7%) or degree holders (26.3%). Majority (48.1%) had no previous experience in turkey production, however (52.3% involved in the business were within 36-50 years old. Turkey production in Enugu State was generally a part-time occupation as respondents were engaged in other primary occupation such as crop farming (32.6%), trading (24.6%) and civil service (18.5%). Turkeys were kept in small numbers (1-20) along with local chicken, exotic chicken, guinea fowl and ducks by a large (84.6%) number of the farmers. Majority (44.1%) of the turkey keepers in the study area adopted intensive system of management whereas a few (15.8%) allowed their turkeys to roam around. Constraints to turkey production as identified by the farmers in the study area were high cost of feed (86.5%), early poult mortality (85.2%), inadequate access to veterinary care (78.80%), unavailability and high cost of poult (74.40%), lack of management skills (63.3%) and lack of capital (61.7%).Fowl pox (69.0%) and Newcastle disease (57.6%) were the main disease problem constantly encountered and these diseases limit production in the study area. Turkey farmers affirmed that turkey production is a profitable and promising venture based on turkeys' high survival rate, ability to resist diseases and the cash generated after sale of the turkeys. In conclusion, despite the factors limiting turkey production as outlined by the respondents, turkey production has great potential in bridging the animal protein supply therefore, poultry farmers should be encouraged by government to increase their level of production by establishing reliable breeding centres in the south-east Nigeria which will ensure regular supply of day old poult, prompt disease control by employment of more veterinarians and provide soft loans to farmers. L'étude a été menée pour recueillir des informations pertinentes sur la gestion des dindes et les maladies répandues chez les dindes, les contraintes et les perspectives de la production de dindes dans l'État d'Enugu au Nigeria. L'étude a été menée dans neuf zones de gouvernement local dans les trois zones sénatoriales de l'État d'Enugu, au Nigeria, couvrant 297 éleveurs de dindes. Un questionnaire structuré a été administré et des informations sur les caractéristiques socio-économiques des producteurs de dinde, les modes de production, les pratiques de gestion, les maladies répandues chez les dindes et les problèmes courants auxquels est confrontée la production de dinde dans l'État d'Enugu ont été identifiées et collectées. Les résultats de l'étude ont indiqué que la production de dinde était principalement réalisée par des femmes adultes (53,0%), qui étaient soit titulaires d'une école secondaire (40.7%), soit titulaires d'un diplôme (26.3%). La majorité (48.1%) n'avait aucune expérience antérieure dans la production de dinde, mais (52.3%) impliqués dans l'entreprise avaient entre 36 et 50 ans. La production de dinde dans l'État d'Enugu était généralement une activité à temps partiel, car les personnes interrogées exerçaient d'autres activités primaires telles que l'agriculture (32.6%), le commerce (24.6%) et la function publique (18.5%). Les dindes étaient élevées en petit nombre (1 à 20) avec du poulet local, du poulet exotique, de la pintade et des canards par un grand nombre (84.6%) des agriculteurs. La majorité (44.1%) des éleveurs de dindes de la zone d'étude ont adopté un système de gestion intensif tandis que quelques-uns (15.8%) ont laissé leurs dindes se déplacer. Les contraintes à la production de dindes identifiées par les éleveurs dans la zone d'étude étaient le coût élevé des aliments (86.5%), la mortalité précoce des dindonneaux (85.2%), l'accès insuffisant aux soins vétérinaires (78.80%), l'indisponibilité et le coût élevé des dindonneaux (74.40%).), le manque de compétences en gestion (63.3%) et le manque de capital (61.7%). La variole aviaire (69.0%) et la maladie de Newcastle (57.6%) ont été le principal problème de maladie constamment rencontré et ces maladies limitent la production dans la zone d'étude. Les éleveurs de dindes ont affirmé que la production de dindes était une entreprise rentable et prometteuse basée sur le taux de survie élevé des dindes, leur capacité à résister aux maladies et les revenus générés après la vente des dindes. En conclusion, malgré les facteurs limitant la production de dinde comme indiqué par les répondants, la production de dinde a un grand potentiel pour combler l'approvisionnement en protéines animales.Par conséquent, les aviculteurs devraient être encouragés par le gouvernement à augmenter leur niveau de production en établissant des centres d'élevage fiables dans le sud-est du Nigéria, qui garantira un approvisionnement régulier en dindonneaux d'un jour, un contrôle rapide de la maladie par l'emploi de plus de veterinaries et accordera des prêts à des conditions avantageuses aux agriculteurs.
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Klingner, Donald E., and Dahlia Bradshaw Lynn. "Beyond Civil Service: The Changing Face of Public Personnel Management." Public Personnel Management 26, no. 2 (June 1997): 157–74. http://dx.doi.org/10.1177/009102609702600201.
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Contemporary public personnel management differs from the past because it is characterized by two emergent alternatives to traditional civil service systems for delivering public services: alternative mechanisms and flexible employment relationships. These alternatives are not new, but they are more commonplace than before. And when new public programs are designed, these alternatives have largely supplanted traditional public program delivery by “permanent” civil service employees hired through appropriated funds. Under these circumstances, it is reasonable to ask how competent are public personnel managers to deal with human resource management under these new conditions, given that most of their training and experience has been in working with traditional civil service systems and collective bargaining arrangements. This article will (1) clarify the alternatives to traditional public personnel management; (2) discuss their impact on the role of the public personnel manager; and (3) evaluate the adequacy of training in this area based on information gathered from a focus group of local government personnel managers.1
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Orumwense, Jones Osasuyi, and Greenfield Mwakipsile. "Personnel Recruitment and Organizational Performance in Edo State Civil Service Edo State – Nigeria." Journal of Accounting, Business and Finance Research 1, no. 1 (2017): 56–70. http://dx.doi.org/10.20448/2002.11.56.70.
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Popejoy, Michael W. "A Presidential Civil Service: FDR’s Liaison Office for Personnel Management." Journal of Public Affairs Education 23, no. 3 (September 2017): 925–26. http://dx.doi.org/10.1080/15236803.2017.12002296.
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McBriarty, Mark. "Personnel Administration vs. Human Resource Management: The Civil Service Dilemma." International Journal of Public Sector Management 1, no. 3 (March 1988): 46–52. http://dx.doi.org/10.1108/eb002937.
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Година, Ольга, Olga Godina, Дмитрий Чижиков, Dmitry Chizhikov, Евгения Самохина, and Evgenia Samokhina. "The Development of Socio-Psychological Technologies in Personnel Management." Bulletin of Kemerovo State University. Series: Political, Sociological and Economic sciences 2018, no. 4 (January 14, 2019): 19–25. http://dx.doi.org/10.21603/2500-3372-2018-4-19-25.
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Personnel and their social and psychological characteristics map out strategic management tasks of a modern organization. The paper features the socio-psychological methods and technologies of personnel management in the civil service. The objective was to define the potential of management of civil servants with the help of modern socio-psychological technologies. The research employed the methods of scientific knowledge, such as system, situational, expert assessments, logical analysis, analogies, and sociological methods. The research results can be used by state structures when building their own personnel management systems. The study revealed the appropriateness of the socio-psychological orientation of personnel-technologies in the civil service and the structural format of the socio-psychological technologies in the management of civil servants. The authors built an integral model of adaptation of socio-psychological staff-technology to specific conditions. They also describe prevention of the professional burnout syndrome in public service. The study featured the case of Office of the Russian Federal Penitentiary Service in the Stavropol region.
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Akinwale, Emmanuel Jude Abiodun. "Civil Service Recruitment: Problems Connected With Federal Character Policy in Nigeria." Journal of Public Administration and Governance 4, no. 2 (May 30, 2014): 12. http://dx.doi.org/10.5296/jpag.v4i2.5604.
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The purpose of this paper is to assess the extent of relevance of the federal character as a national policy in recruitment into the Nigerian federal civil service and probe whether or not the level of application of merit supersedes the application of ecological considerations in recruitment into the service. It utilizes quantitative and qualitative data collection to espouse its theme. The paper finds that there are personnel problems connected with poor application of federal character policy in recruitment into the civil service and this affects the quality of entrants. It recommends strict application of merit standard to attract best workers while implementing federal character policy through proven certification of state of applicants. The paper notes that the Nigerian federal character policy is one that places premium on state representation in governance and bureaucracy and a strategy for national integration. However, there must be predominant application of merit in recruitment.
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Yusuf, Musa, Faki A. Silas, and Salim Haruna. "Implementing Personnel Management System as SaaS." Circulation in Computer Science 3, no. 5 (July 30, 2018): 1–6. http://dx.doi.org/10.22632/ccs-2018-252-86.
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Cloud computing is where software applications, data storage and processing capacity are accessed via the internet. This paper involves with analysis of the importance of cloud computing in software application developed as a service. To achieved that, a web based application OPMaSwas developed to provide service that will improvetheaudit readiness and compliance, couple with conformance to records retention policies and automated record management bundled using SaaS model. The web application is meant to manage personnel of any given organization, providing strong functionalities developed in modules such as; personnel information management module, training information management module, leave management module, resume management module, appraisal management module, document management module, reporting module and payroll management module. This applies to a lot of third world countries especially in Nigeria where interest e-commerce is fast growing. The system was evaluated using software performance methods where a reasonable performance was achieved as compared to state of the art software.
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Tatarinova, Lyudmila N., and Elena V. Maslennikova. "Career Strategies in the Context of Personal and Professional Development of Management Personnel." RUDN Journal of Public Administration 8, no. 1 (December 15, 2021): 37–51. http://dx.doi.org/10.22363/2312-8313-2021-8-1-37-51.
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The article deals with the issues of personal and professional development of the management personnel reserve. The authors focus on the problems of staffing the public administration system, primarily the public civil service, emphasize that one of the key issues that directly affect the quality of public administration and the effectiveness of the public civil service is the personal and professional development of management personnel, effective leadership. Based on the analysis of the results of sociological research and statistical data, key problem areas in staffing and the implementation of personnel policy in the civil service, the possibility of implementing personnel strategies are determined. Noting the role of the managerial personnel reserve, the directions for improving the work with the personnel reserve in the context of a personality-oriented approach are substantiated, trends in changes in career expectations and the possibility of taking them into account in the formation of developmental activities are noted.
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Burns, John P. "Chinese Civil Service Reform: The 13th Party Congress Proposals." China Quarterly 120 (December 1989): 739–70. http://dx.doi.org/10.1017/s0305741000018440.
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Since 1980, in their pursuit of economic development, reformist Chinese Communist Party (CCP) leaders have decentralized personnel administration and transferred formal authority over some personnel matters to state institutions. To manage its more complex economy, Party authorities have been forced to select professionals and specialists based in part on their technical qualifications and job performance. To a limited extent, the Party has begun to place personnel management in the hands of experts who are competent to assess the qualifications and work of their peers, and directly in the hands of employing institutions. The CCP has beat a limited, if unsteady retreat.
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Ojo, Adebowale I., and Ruth O. Owolabi. "Health Information Management Personnel Service Quality and Patient Satisfaction in Nigerian Tertiary Hospitals." Global Journal of Health Science 9, no. 10 (August 12, 2017): 25. http://dx.doi.org/10.5539/gjhs.v9n10p25.
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This study assessed the relationship between perceived service quality of health information management personnel and patient satisfaction in selected tertiary hospitals in Nigeria. A cross sectional survey was conducted with 280 patients from three tertiary hospitals in a Nigerian State. A self-administered questionnaire was distributed to outpatients who were literate, willing and attending the clinics for at least a second time. Perceived service quality was measured using a modified version of Service Quality (SERVQUAL) scale. Patient satisfaction was measured on a 4-point Likert-type scale developed by the researchers. Collected data were subjected to statistical analysis using mean, standard deviation and regression analysis. The surveyed patients were moderately satisfied with the services of the health information management personnel. Accordingly, patients’ perception of the health information management personnel service quality was found to be average. In addition, the research has shown that patients’ perception of health information management personnel service quality significantly influence their level of satisfaction in the studied tertiary hospitals (R = .62, F5,274 = 35.95, p = .000). Patient perceptions of service quality determine their overall satisfaction levels with the health information management personnel services. The tangible service quality dimension had more influence on patients’ satisfaction.
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Arnold, Peri E. "Book Review: A presidential civil service: FDR’s Liaison Office for Personnel Management." American Review of Public Administration 47, no. 3 (January 20, 2017): 395–97. http://dx.doi.org/10.1177/0275074016687844.
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Zelentsova , S. Yu, and N. R. Khodasevich. "ANALYSIS OF INFORMATION AND METHODOLOGICAL SUPPORT FOR ASSESSING THE EFFECTIVENESS OF PUBLIC CIVIL SERVANTS IN THE SUBJECTS OF THE RUSSIAN FEDERATION." Region: systems, economy, management 2, no. 53 (2021): 158–63. http://dx.doi.org/10.22394/1997-4469-2021-53-2-158-163.
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Subject. Introduction of a unified information system for personnel management of the State civil service of the Russian Federation. Topic. Analysis of information and methodological support for assessing the effectiveness of civil servants in the subjects of the Russian Federation. Goals. Development of recommendations based on the analysis of information and methodological support for assessing the effectiveness of civil servants in the subjects of the Russian Federation. Methodology. The research uses the methods of logical and comparative analysis of the practice of introducing elements of the digital economy in the management of the personnel of the state civil service of the Russian Federation. Results. Based on the analysis of the current situation in the field of information and methodological support for assessing the effectiveness of civil servants in the subjects of the Russian Federation, problems are identified, proposals are formulated and reasoned in the form of changes to the existing information system. Scope of application. The sphere of personnel management of the State Civil Service of the Russian Federation. Conclusions. The introduction of information technologies in the civil service in the constituent entities of the Russian Federation and the automation of the assessment of the effectiveness of personnel is a rather labor-intensive process that requires the use of modern methods and tools to improve the efficiency of public administration in general. Keywords: information system, personnel structure, state civil service
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Чуланова, Оксана, and Oksana Chulanova. "Innovative Technologies and Personnel Management Instruments for Implementation of State Management." Management of the Personnel and Intellectual Resources in Russia 7, no. 1 (March 26, 2018): 46–50. http://dx.doi.org/10.12737/article_5a9cf33a4405c9.99929289.
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The article considers the principal postulates of state managerialism as a paradigm for the development of public service. In the conceptual plane of public managerialism, the article considers the basic requirements for the training of competent and efficient civil servants. The author outlines the main challenges of modernity and a new reading of state managerialism (including the transition to the knowledge economy and the target model of competencies 2025). The article presents recommendations on the use of innovative technologies and tools in the training and development of public civil servants. Special attention is paid to soft competence development technologies.
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Zhang, Jian Xun, and Bao Ming Han. "Research on the Key Issues of the Civil Communication Resource Management for Urban Rail Transit." Applied Mechanics and Materials 505-506 (January 2014): 410–14. http://dx.doi.org/10.4028/www.scientific.net/amm.505-506.410.
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The civil communication system in urban rail transit network is the one which can provide the passenger value-added service. It can meet underground needs of information service for passengers, and be the alternate means of communication for drivers, equipment maintenance personnel, the stations duty officers, and so on. When the wireless systems for rail transit comes malfunction, the civil communication system can provides smooth information channel for rail transit participants to ensure the safety of personnel and rail transit dispatching.
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Hieu, Vu Minh, and Ngo Minh Vu. "Linking Mission Statements Components to Management Effectiveness." Webology 18, SI03 (January 13, 2021): 39–48. http://dx.doi.org/10.14704/web/v18si03/web18019.
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This study examines mission statements and management effectiveness in “first generation” insurance companies in Nigeria. Content analysis method has been applied with the mission statements and data collected from annual reports (2013-2018) of six insurance companies. In terms of the data analysis, Pearson correlation and descriptive statistics have been employed. The results suggest that the mission statements’ components including the product/service, growth orientation, competences, public image and personnel are crucial for management effectiveness proxied by two ratios of return on equity (ROE) and return on assets (ROA). The study, therefore, recommends that businesses must include in their mission statements, product/service, growth orientation, competences, public image and personnel mission statement components. The study drawback is the small sample size. The study has also proposed area for further research and managerial implications.
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Steen, Trui. "Een nieuw en flexibel personeelsbeleid in de lokale besturen in Vlaanderen ?" Res Publica 40, no. 1 (March 31, 1998): 79–97. http://dx.doi.org/10.21825/rp.v40i1.18569.
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Personnel management in localgovernment in Flanders bas undergone some major reforms during recent years. We examine the purposes and the extent of these reforms. Also, the new personnel management in Flemish local government is evaluated in terms of flexibility. The Flemish civil service can be considered as an Internal Labour Market. The rigidity which characterises the Internal Labour Market in local government in Flanders is shown by the fact that local government lacks discretion in elaborating the personnel statute, which still constitutes the basis of personnel management. However, the thesis that the public sector employment policy is too rigid has to be nuanced. The civil service is familiar with irregular forms ofemployment. Infact, in Flemish local government only half of all personnel are employed according to a statute.Despite some constraints on the development of more flexible personnel policies, it is still possible to find opportunities which provide hope for the development of new and modern personnel management strategies in local government.
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BIRYUKOV, A. E. "MANAGING THE MOTIVATIONAL PROFILE OF THE ORGANIZATION'S PERSONNEL." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 2, no. 11 (2020): 53–58. http://dx.doi.org/10.36871/ek.up.p.r.2020.11.02.006.
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The article analyzes the motivation systems of the organization's personnel and their features, forms and types of motives. The main technologies for providing motivational personnel potential are identified. The description of the invariant of the state civil service personnel profile is presented. Variants of the motivational profile for the staff Of the Department of nature management and environmental protection of the city of Moscow have been developed, taking into account the level of responsibility for making managerial decisions. Specific procedures for managing the motivational profile of the Department's civil service personnel are outlined.
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Kim, Yu. "Features of personnel management in the public service system of the republic of Kazakhstan." BULLETIN OF THE KARAGANDA UNIVERSITY. ECONOMY SERIES 101, no. 1 (April 30, 2021): 57–69. http://dx.doi.org/10.31489/2021ec1/57-69.
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Object: It is a social relations, developing in the sphere of formation of the civil service in the Republic of Kazakhstan. National and other countries experience indicate that it is impossible to create an effective public service system without developing scientifically based and verified concepts and features of personnel management in the public service system, which would eliminate systemic contradictions in the legal regulation. The growth of scientific interest in the problems of theory and practice of public service has objective grounds of the study. Methods: Methods of grouping and classification, as well as methods of mathematical modeling, were used in the processing and systematization of data. An econometric model was constructed. Findings: While investigating the features of personnel management in the system of civil service of Kazakhstan, it was revealed that the civil service is based on certain principles, on the basis of which it is possible to carry out personnel planning to respond to changes in the needs of the public service. The authors hypothesized, there is a relationship between the indicator "Services in the field of public administration; services in the field of mandatory social security" and the factor "The list number of employees in the field, mandatory social security" and "The average monthly salary of civil servants". A regression analysis was performed to prove or disprove this hypothesis. Conclusions: Based on the analysis we can say with confidence, the hypothesis put forward about the relationship between the indicators in previous stage are confirmed. The authors comes to the conclusion that the staffing of civil servants is a necessary management process, since the effectiveness of the activities of public authorities is largely determined by the quantity and quality of resources for effective public administration
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Mirzoyan, M. V., and E. V. Vasileva. "Assessment of competencies of public servants and analysis of the current practice of methods for assessing the consistency of competencies and labor functions of civil servants of Armenia." Upravlenie 7, no. 2 (August 8, 2019): 11–23. http://dx.doi.org/10.26425/2309-3633-2019-2-11-23.
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The level of development of the state as a whole depends on the professionalism of public servants, because the public servants participate in all processes of making state decisions and their further implementation. Professional staff can ensure successful implementation of all government development programs, because the personnel potential is thus the driving element affecting all the processes taking place in the state apparatus.The purpose of this paper is to identify the weaknesses of the management of the civil service personnel and to determine the methods for assessing competencies and labor functions of civil servants of Armenia. While carrying out the scientific research, the tasks were set to study the best foreign practices in the management of public servants’ competencies, to conduct a survey among public servants to look at the issues from their perspective, and to determine the most popular competencies in the civil service. Within the scope of the research international practice of personnel management in the public service as well as some related legal acts have been studied, and an internal survey has been conducted among the civil servants of the Republic of Armenia (40 people), including the civil servants from the State Social Security Service and the Ministry of Territorial Administration of Kotayk region.The study has revealed, that in Armenia personnel potential management in the public service sector is carried out at a rather low level, which requires fundamental changes. In that respect, timely and efficient staff training has been offered along with the implementation of competency assessment methods to job requirements. Also features of the ontological approach in solving the problems of personnel formation have been presented in the paper.
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Pletnova, T. R. "Powers of the head of civil service in а state agency as a subject of personnel management in the civil service." Legal Novels, no. 12 (2020): 66–72. http://dx.doi.org/10.32847/ln.2020.12.09.
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Cameron, Kristi, Joan Jorgenson, and Charles Kawecki. "Civil Service 2000 Revisited: Old Assumptions — New Facts and Forecasts." Public Personnel Management 22, no. 4 (December 1993): 669–74. http://dx.doi.org/10.1177/009102609302200412.
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This article summarizes the U.S. Office of Personnel Management report, “Revisiting Civil Service 2000: New Policy Direction Needed”, published in September 1993. The OPM report revisits the widely circulated 1988 publication, Civil Service 2000, which predicted the future employment needs of the federal workforce. The report analyzes the assumptions made in Civil Service 2000 to determine if the directions it set are still valid guides for future federal human resources management policies. It argues that a shift in focus is now needed, moving from recruitment and retention issues as highlighted in Civil Service 2000 to a new emphasis on effective management of the existing workforce.
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Vytkо, T. Y. "The state personnel in conditions of reform of public administration in Ukraine." Public administration aspects 6, no. 3 (April 8, 2018): 39–47. http://dx.doi.org/10.15421/15201814.
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The peculiarities of the implementation of the public administration reform have been characterized, focusing on such areas of the reform as modernization of the civil service and human resources management. The article deals with the civil servant, who is the main object of the reform of the civil service, and its subject. The requirements for candidates for entering to civil service have been analyzed, namely, academic degree, general and special qualification, capability.The main aspects of the civil servant career in Ukraine are depicted graphically; the detailed analysis is done considering the provisions of the current legislation and implementation practice in Ukraine and some foreign countries. Some rights, duties and restrictions on civil servants, which are defined in the current legislation, are described. The main problem aspects of professional activity of civil servants in the context of adapting current legislation to European standards (conducting competition for civil service positions, evaluating the results of official activity, promotion, raising the level of professional competence, remuneration of labor, etc.) have been revealed. The analysis of the involvement of public associations and independent experts in personnel processes, as well as the issue of remuneration of civil servants. It is noted that the civil servant must meet the established requirements, actively react to all the challenges of society, act in accordance with the current legislation, and constantly increase his level of professional competence and be a single entity with the system of public administration. The emphasis is placed on the lack of an effective automated human resources management system in the civil service and the importance of its creation for the effectiveness of the civil service of Ukraine and the professional activity of civil servants in particular.
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Lewis, Gregory B. "Gender Integration of Occupations in the Federal Civil Service: Extent and Effects on Male-Female Earnings." ILR Review 49, no. 3 (April 1996): 472–83. http://dx.doi.org/10.1177/001979399604900306.
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Using the U.S. Office of Personnel Management's Central Personnel Data File, the author shows that from 1976 through 1992 gender integration of occupations proceeded more rapidly and steadily in the federal civil service than in the general economy. During that period, increasing numbers of women moved into traditionally male occupations, especially in professional and administrative work. Little of that progress, the author finds, was attributable to changes in women's education or seniority. Although average grades (indicating levels of responsibility) in male-dominated occupations declined as women entered them, gender integration of occupations helped to narrow male-female pay disparities in the federal service more than in the general economy.
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Simutova, D. "ESSENCE OF THE PROBLEMS OF PERFORMANCE MANAGEMENT OF PROFESSIONAL SERVICE ACTIVITIES OF CIVIL SERVANTS AT THE STAGE OF RECRUITMENT AND SELECTION." Vestnik Universiteta, no. 1 (March 15, 2019): 22–29. http://dx.doi.org/10.26425/1816-4277-2019-1-22-29.
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The problems of managing the effectiveness of professional service activities of civil servants, expressed in the lack of professionalism and competence of employees, have been investigated. The problems that arise at the stage of attracting personnel to the civil service of the Russian Federation have been considered from the point of view of the established qualification requirements for civil service positions. The cause of the problems at the selection stage has been disclosed in the practice of using methods for evaluating candidates for positions in the civil service.
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Semchuk, R. I. "COMPETENCE APPROACH IN FORMATION OF PERSONNEL POTENTIAL CIVIL SERVANTS ON THE EXAMPLE OF CIVIL LABOR." Labour protection problems in Ukraine 37, no. 2 (June 30, 2021): 51–57. http://dx.doi.org/10.36804/nndipbop.37-2.2021.51-57.
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In this article provided an analysis of the personnel potential in the Head Department of State Labor Service of Ukraine in Kyiv region according to the following criteria: level of basic education, professional experience, number of inspections and investigations performed by an average inspector per year. There have been studied the requirements for civil servants operating in Ukraine and the EU. Conclusions are drawn on the need to develop a professional standard for civil servants, taking into account the specifics of supervisory activities. In particular, in the field of occupational safety and health, taking into account the international experience in developing a professional standard in the relevant field. It is also determined that the competencies in occupational safety for the level of "Civil Servant" is the fifth step of the competence level in this area, which requires the development of basic, technical and behavioral qualities. The formation of these competencies can be implemented during the formation of a long-term plan for professional development and development of an individual program of civil servant’s professional development. The Ukrainian civil service system is currently adapting to EU standards. Creating a single professional standard based on job descriptions of civil servants, professional qualifications of positions, professional competencies, on the basis of a number of laws and regulations governing personnel processes in the civil service, is a necessary way to create conditions for civil servants to perform their professional duties effectively. The development and implementation of EU standards in the field of civil service has become a necessary precondition for strengthening the role of supranational governance as a necessary component of the political integration of different states. Further addition of standards to the achievements and technologies of modern management based on informal cooperation of member states within the EU, only complement the statements, conclusions and trends to deepen cooperation in the field of civil service.
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Казарян, I. Kazaryan, Вотинцева, and A. Votintseva. "COMPETENCE-BASED APPROACH AS A PROMISING TECHNOLOGY FOR STATE CIVIL SERVANTS APPRAISAL." Management of the Personnel and Intellectual Resources in Russia 2, no. 5 (October 10, 2013): 23–26. http://dx.doi.org/10.12737/1374.
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Competence-based approach is described as a powerful tool for human
resources selection, appraisal, training and developing/ Advantages, main
features and current trends in practicing this approach at the civil service
are highlighted. Major legal acts enacted in the RF for regulating personnel
management at the state civil service.
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Борщевский and G. Borshchevskiy. "Directions of Civil Service Institutional Transformation." Administration 5, no. 1 (March 16, 2017): 41–54. http://dx.doi.org/10.12737/24701.
Full textAbstract:
The concepts of rational bureaucracy, New Public Management and Good Governance were studied. It is
indicated that wrongly assume that one of them is more progressive, because all concepts originally aimed
at the rationalization of the public service and subordination its own interests according the interests of
society.
A set of conditions for the participation of citizens in governance exists today. There are a networked
organization, a partnership, a production of public goods, and value of public interest. It is proved that in the
Concept of the Russian Federation civil service reform (2001) laid the modernization potential for building an
open and democratic public service.
We postulate the classification of the barriers and challenges that hinder the civil service reform, and we
formulate the growth points and the alternative transformation vectors. Then we consider the risks of each
alternative in the short, medium and long term, and how to overcome them. It is indicated that the priority
should be the harmonization of the legal framework for civil service and public sector.
In the first step is need the convergence of the legal content of civil service with other activities in the public
sector, and the renouncement the civil servants to serve to politicians, which is aimed at increasing their
personal responsibility. It is necessary to implement the new basic legal principle of targeting efforts of the
civil servants to achieve economic growth and improve the quality of citizens life.
In the next step a new phenomenon – the public service – should be formed. The new public service will
include the civil service, municipal service and the public sector organizations, as well as some other types
of organizations.
This requires some changes in the personnel policy: the formation of a single personnel reserve for the
entire public service, improving the qualification requirements for all public positions based on professional
specializations, and ensuring the effective public control. A systematic approach to the creation of the public
service will increase the efficiency of public institutions and their resilience in the face of global instability.
Our conclusions were tested in draft the Strategy of socio-economic development of Russia for the period
till 2030.
32
Elling, Richard C. "Civil Service, Collective Bargaining and Personnel-Related Impediments To Effective State Management: a Comparative Assessment." Review of Public Personnel Administration 6, no. 3 (July 1986): 73–93. http://dx.doi.org/10.1177/0734371x8600600305.
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Pletnova, T. R. "National Agency of Ukraine for Civil Service issues in the system of personnel management in the civil service: features of the administrative status." Legal position, no. 1 (2021): 39–44. http://dx.doi.org/10.32836/2521-6473.2021-1.7.
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Kellough, J. Edward, Lloyd G. Nigro, and Gene A. Brewer. "Civil Service Reform Under George W. Bush: Ideology, Politics, and Public Personnel Administration." Review of Public Personnel Administration 30, no. 4 (October 27, 2010): 404–22. http://dx.doi.org/10.1177/0734371x10381488.
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Guiler, Jeffery K., and Jay M. Shafritz. "Dual personnel systems — organized labor and civil service: Side by side in the public sector." Journal of Labor Research 25, no. 2 (June 2004): 199–209. http://dx.doi.org/10.1007/s12122-004-1032-7.
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Popoola, Oluwatoyin Muse Johnson. "Preface to the Volume 2 Issue 2 of Indian Pacific Journal of Accounting and Finance." Indian-Pacific Journal of Accounting and Finance 2, no. 2 (April 1, 2018): 1–3. http://dx.doi.org/10.52962/ipjaf.2018.2.2.44.
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It is a great pleasure to introduce the second volume second issue of our journal into the global community yearning for high-quality, impactful papers. IPJAF continues to seek and provide readers throughout the world with technology supported peer-reviewed scholarly articles on a broad range of established and emergent areas of accounting, finance, business, economics, and social sciences.
I am resolute to maintain the high-quality standard of research and publication which is anchored on the exemplary service and dedication of our editorial board, editorial review and the editorial office. This volume 2, issue 2 comprises five manuscripts dealing with financial accounting, taxation, and auditing.
The first article entitled “Examining the independent audit committee, managerial ownership, independent board member and audit quality in listed banks” by Dr. Hisar Pangaribuana (Adventist University of Indonesia, Bandung, Indonesia), Dr. Jenny Sihombinga (Adventist University of Indonesia, Bandung, Indonesia), and Dr. Oluwatoyin Muse Johnson Popoola (Tunku Puteri Intan Safinaz School of Accountancy, College of Business, Universiti Utara Malaysia) examines the effects of the independent audit committee on the relationship between managerial ownership and independent board member on audit quality in the Indonesian listed banks. The unit of analysis is companies carrying on the banking business and listed on the Indonesian stock exchange (IDX) between the period of 2010 to 2015. This study is explanatory (i.e., causal predictive), and uses the second generation structural equation modelling statistical analysis tools, PLS-SEM and PROCESS Partial Least Square for hypotheses testing. The results show that the independent board member has a significant impact on the independent audit committee and the audit quality. The study reveals that managerial ownership does not influence audit quality. The adoption of the independent audit committee with a long tenure of years can be potentially risky and less creative. As a result, their oversight functions may be in jeopardy, impaired or reduced performances. The research findings reveal no significant indirect effects of the independent audit committee on the relationship between managerial ownership, independent board member and audit quality in the banks listed in IDX. Independent board members need to renew the appointment of the independent audit committee members to improve the quality of the oversight functions undertaken by the audit committee, and hence, enhance audit quality. The authors suggest further research on the ideal level of managerial ownership and number of an independent board member to produce a good audit quality in the Indonesian listed banks.
The second article titled “Salaried taxpayers’ internal states and assessment performance under self-assessment system: a quasi-experimental evaluation” by Dr. Noraza Mat Udin (Tunku Puteri Intan Safinaz School of Accountancy, College of Business, Universiti Utara Malaysia) takes a look at the first reform that impacts taxpayers, that is, the implementation of self-assessment system (SAS) to replace the old assessment system in 2004. The perception is that SAS had entirely changed the taxpayers’ responsibilities from being assessed by the tax authority to a person who is responsible for assessing own income tax liability. Her study explores the public fora debates on whether taxpayers can perform their responsibilities that were previously handled by trained tax personnel in Malaysia. Her paper reports the findings of a quasi-experimental evaluation of salaried individual taxpayers’ in the early stage of SAS implementation. She argues that a lot needs to be done, notwithstanding SAS had been implemented for more than a decade, the problem of taxpayer performance is continuing due to the dynamic nature of taxation in reality. The data were collected using a quasi-experimental method known as posttest-only no-treatment control group design. The sample comprised post-graduate students, who were actual taxpayers. Among the elements of the taxpayer’s internal states considered in this study, tax knowledge was found to have a significant relationship with assessment performance. Further analysis was conducted which showed that the majority of tax knowledge dimensions had a significant relationship with taxpayer assessment performance. The findings of this study have contributed to the body of knowledge because there is a general dearth of published research, particularly in Malaysia that investigates taxpayer assessment performance especially using an experimental approach.
The third article with a caption, “Working capital management and firm performance: lessons learnt during and after the financial crisis of 2007-2008 in Nigeria” by Mr. Sunday Simon (Tunku Puteri Intan Safinaz School of Accountancy, College of Business, Universiti Utara Malaysia), Dr. Norfaiezah Sawandi (Tunku Puteri Intan Safinaz School of Accountancy, College of Business, Universiti Utara Malaysia), and Prof. Dr. Mohamad Ali Abdul-Hamid (Department of Accounting, College of Business Administration, University of Sharjah, United Arab Emirate) examines the relationship between working capital management (WCM) and firm performance during and after the financial crisis of 2007-2008 in Nigeria. The authors argue that the financial crisis could be attributable to the deterioration and ultimate failure of WCM performance that affected many Nigerian firms. During the crisis, lending conditions were deeply affected, and financing operations became challenging for firms. Although research findings on the causes and effects of the crisis on the economy are known, what remains unknown is whether the financial crisis had a significant impact on WCM performance. The differences between the two periods, the crisis period and then after the crisis period, is operationalised through two analyses. The findings indicate that WCM variables have more explanatory power (R2) in the period after the crisis than during the crisis. Also, the results of the Cramer Z-statistic, which examined between sample comparisons of the R2, revealed that the Z-scores are significant, implying that a significant difference existed between the two periods. It suffices to say that WCM was affected during the financial crisis and led to low profitability, whereas, during the after-crisis period, WCM associates with higher profitability. These findings have implications for managers and policymakers because access to financing has become a global problem and adequate WCM management increases a company’s resilience to financial and external shocks.
The fourth article entitled “The Influence of Technology Readiness on Information Technology Competencies and Civil Conflict Environment” by Prof. Dr. Kamil Md. Idris (Tunku Puteri Intan Safinaz School of Accountancy, College of Business, Universiti Utara Malaysia), Associate Prof. Dr. Akilah Abdullah (Tunku Puteri Intan Safinaz School of Accountancy, College of Business, Universiti Utara Malaysia), Haetham H. Kasem Alkhaffaf (OYA Graduate School of Business, College of Business, Universiti Utara Malaysia), and Al-Hasan Al-Aidaros (Islamic Business School, Universiti Utara Malaysia, Malaysia). Their study confirms prior findings that the Technology Readiness scale can capture the association among technology readiness and technology usage behaviours. The study also expands earlier research by investigating the impact of technology readiness on individual competency among accountants to using IT in a workplace under the intensity of civil conflict in Iraqi environment. The result shows that there is a positive significant relationship between technology readiness and the IT competencies of Iraqi accountants. It implies that the technology readiness regarding willingness, enthusiasm, and motivation of accountants using IT has an impact on their IT competencies. In other words, the higher the readiness of the accountants in making use of technology, the higher their competence in the use of IT. This study contributes to the body of knowledge in terms of theory, method and practice in Iraq especially and developing countries in general.
The fifth article titled “Mediating effect of Quality-differentiated Auditor on the relationship between Managerial ownership and Monitoring mechanisms” and authored by Dr. Rachael Oluyemisi Arowolo (Chrisland University, Nigeria), Prof. Dr. Ayoib Che-Ahmad (Tunku Puteri Intan Safinaz School of Accountancy, College of Business, Universiti Utara Malaysia), Dr. Oluwatoyin Muse Johnson Popoola (Tunku Puteri Intan Safinaz School of Accountancy, College of Business, Universiti Utara Malaysia) and Dr. Hisar Pangaribuana (Adventist University of Indonesia, Bandung, Indonesia) examines the relationship between Managerial Ownership (MO) and MMs with quality-differentiated auditors (QDA) as the channel for the relationship. Over the past decade, most studies in corporate governance and audit market emphasised the importance of monitoring mechanisms (MM), especially after the global economic meltdown resulting from the Enron saga. The literature on MM continues growing as many countries especially the Sub-Saharan Africa are still struggling to come out of the effect of the economic meltdown and businesses continues to fail or merge. The study used data from non-financial listed companies in Nigeria providing empirical supports that MO significantly associates with MMs in the right direction. Likewise, QDA also influences the MMs in the right direction suggesting that QDA is necessarily required to enhance adequate MMs. The findings of this study provide support for the association of MO and MMs with the intervention of QDA for solutions to agency problems. Companies should, therefore, motivate the management to own shares within the reasonable range that aligns the interest of the management with that of the shareholders. This paper adds to knowledge especially in Nigeria and Sub-Saharan Africa by examining a mediating effect to depict the relationship between MO and MM, which are not evident in prior studies
It is my conviction that in the coming year, the vision of IPJAF to publish high-quality manuscripts in the established and emergent areas of accounting and finance from academic and professional researchers will be sustained and appreciated.
As you read throughout this volume 2, issue 2 of IPJAF, I would like to remind you that the success of our journal depends on you, your friends and colleagues as stakeholder through the submission of high-quality articles for review and publication.
Once again, I acknowledge with gratitude your continued support as we strive to make IPJAF the most authoritative journal on accounting and finance for the community of academic, professional, industry, society and government.
Oluwatoyin Muse Johnson Popoola, PhD
Editor-in-Chief
popoola@omjpalpha.com
37
Dillman, David L. "Personnel management and productivity reform: Taming the civil service in Great Britain and the United States." International Journal of Public Administration 8, no. 2 (January 1986): 203–25. http://dx.doi.org/10.1080/01900698608524514.
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Dillman, David L. "Personnel management and productivity reform: Taming the civil service in Great Britain and the United States." International Journal of Public Administration 8, no. 4 (January 1986): 345–67. http://dx.doi.org/10.1080/01900698608524523.
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Chan, Hon S., and Edward Li Suizhou. "Civil Service Law in the People?s Republic of China: A Return to Cadre Personnel Management." Public Administration Review 67, no. 3 (May 2007): 383–98. http://dx.doi.org/10.1111/j.1540-6210.2007.00722.x.
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Kim, Pan S. "Civil Service Reform in Japan and Korea: Toward Competitiveness and Competency." International Review of Administrative Sciences 68, no. 3 (September 2002): 389–403. http://dx.doi.org/10.1177/0020852302683006.
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Governmental problems still exist in Japan and Korea even though the two nations have achieved substantial economic and political development in modern times. Such problems include a low ranking in world competitiveness in government and a lack of competency. Furthermore, rigid and closed systems for employment and promotion still prevail without many improvements in human resource management. Recently, both the Japanese and Korean governments have paid serious attention to new challenges such as globalization and informatization. In order to improve competitiveness and competency, both governments have attempted to reform the civil service in more flexible and open manners. Japan and Korea as geographic neighbors have, in general, many similarities, although some may see more differences than similarities. This article cannot provide a full picture of both nations’ governmental problems, but a study of civil service reform is meaningful for improving human resource management in the government of both countries as well as understanding Asian public personnel management.
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Досымбекова and Roza Dosymbekova. "Personnel Management in the Public Service in the Context of the Modernization Process in Kazakhstan." Administration 3, no. 1 (March 17, 2015): 55–68. http://dx.doi.org/10.12737/8789.
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The article presents the results of a study of modern public service modernization in the period of
administrative reform in Kazakhstan. In the administrative aspect of the emphasis on human resource
component in the process of implementation of the administrative reform, transformation and optimization of
state bodies. The issues of organizational effectiveness, new technological processes in the activities of civil
servants. Formation of Kazakhstan’s statehood is closely linked with a wide range of issues of theoretical
and practical understanding of human resource management in the public service.
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Sergaliyeva, R. T., R. O. Bugubayeva, and L. A. Talimova. "Competence-based approach in the professional development of civil servants." Bulletin of "Turan" University, no. 2 (June 13, 2021): 191–98. http://dx.doi.org/10.46914/1562-2959-2021-1-2-191-198.
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In the current context, competencies are becoming a universal measure of the success and effectiveness of human activity in any profession. The civil service of Kazakhstan is promising and trainable. Today, an important task is to train civil servants of the “new generation”. As a global information world, digital transformation requires them to understand the new specifics of civil service and improve their skills and competencies. Therefore, the competence-based approach in the professional development of civil servants that is becoming increasingly relevant. It motivates civil servants to further advance in their professional careers, and is also the basis for the formation of information support for the management of civil service personnel in almost all countries. The competence-based approach has recently been declared as the starting point of all personnel management activities. It can be used to select personnel, evaluate the quality of their work, and build a career and training system. In this article, the authors give the concept of the competence approach, professional development of civil servants. The purpose of this study is to study the features of the organization of professional development of civil servants in foreign countries, to compare the composition of the competencies of the presented models for further development of ways to reform the system of professional training of civil servants in Kazakhstan. The analysis of the main components of the models of competencies of civil servants in different countries is presented. The development of professional competencies of civil servants should acquire a strategic character, be designed for the future. The research methodology is based on the application of the process approach, historical analysis, modeling and classification methods, and the method of scientific generalizations.
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Uzoka, Faith-Michael E., Alice P. Shemi, K. V. Mgaya, and Okure Obot. "Understanding the Turnover Intentions of Information Technology Personnel." International Journal of Human Capital and Information Technology Professionals 6, no. 3 (July 2015): 34–55. http://dx.doi.org/10.4018/ijhcitp.2015070103.
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Most of the studies on IT personnel turnover intentions were carried out in the developed countries. Only a few researchers have focused on developing countries. The authors' study makes a comparative study of IT personnel turnover intentions in two sub-Saharan African countries (Botswana and Nigeria) using the Igbaria and Greenhaus turnover model. The intent was to find out if the same model elements affect turnover intentions in the two countries. The results show that demographic variables (age and length of service), the role stressors (role ambiguity and role conflict), the career related variables (growth opportunity, supervisor support and external career opportunities), job satisfaction and career satisfaction have direct effect on turnover intentions in these two developing countries, while other affectors in the research model do not hold equally for the two countries, except for growth opportunity.
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Kamenev, D. "Conceptual Model of the Institution of Mentoring in the Public Service." Management of the Personnel and Intellectual Resources in Russia 8, no. 5 (December 23, 2019): 41–46. http://dx.doi.org/10.12737/article_5dcbc7346b9023.32032323.
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The article presents the results of the research of the institutionalization of mentoring in the public service. The main approaches of scientists to the study of mentoring as a professionalization technology of civil servants are considered. The modern practice of introducing mentoring in the public service have been researched, patterns of institutional development of mentoring that shape the social-factorial conditionality of its relevance as an institution have been revealed. Here we analyze the Draft Regulations on Mentoring in the State Civil Service of the Russian Federation. The author proposes steps to improve this document from the standpoint of its practical importance, value performance, and compliance with the objectives set in the Presidential Decree No. 68 of February 21, 2019 “About the professional development of civil servants of the Russian Federation”. The scientifi c novelty consists in the conceptual model proposed by the author for the institute of mentoring in the public service, ensuring the systemic perception of the institute of mentoring in the public service, the introduction of mentoring as a basic personnel technology in the system of personnel management of the public service.
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Linda, Tania, and Agustinus Fritz Wijaya. "Evaluation of Personnel Information System Performance at the Department of Population and Civil Registration of Bengkayang Regency Using COBIT 5." Journal of Information Systems and Informatics 3, no. 2 (June 25, 2021): 255–33. http://dx.doi.org/10.33557/journalisi.v3i2.102.
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The Bengkayang Regency Population and Civil Registry Service is an institution that aims to record population administration data which includes data including birth data, marriage data and death data, identity cards, family cards, and children's identity cards. The Dukcapil Service Office is one of the services that serves the community, especially in population management. This study aims to refer to the version 5 COBIT framework for reviewing the management of Personnel SI at the Bengkayang Regency Population and Civil Registry Service. The domain used in COBIT 5 is "Monitoring, Evaluation and Assessment" (MEA). The results of the study determine the maturity of the Bengkayang Regent's Population and Civil Registry, and provide suggestions for the application of information technology to make it better in the future.
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Zainab, Bello, Muhammad Awais Bhatti, Faizuniah Bt Pangil, and Mohamed Mohamed Battour. "E-training adoption in the Nigerian civil service." European Journal of Training and Development 39, no. 6 (July 6, 2015): 538–64. http://dx.doi.org/10.1108/ejtd-11-2014-0077.
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Purpose – The purpose of this paper is to highlight the factors that aid e-training adoption in the Nigerian civil service. Design/methodology/approach – This paper is based on a review of past literature from databases, reports, newspapers, magazines, etc. The literature recognised the role of perceived cost, computer self-efficacy, availability of resources and perceived support in e-training adoption. Using technology acceptance model (TAM), this paper explained the importance of these variables in e-training adoption in developing country context. Findings – The authors found that the combined role of perceived cost, computer self-efficacy, technological infrastructure, Internet facilities, power supply, organisational support, technical support and government support is critical for e-training adoption in developing countries, particularly in Nigeria. Thus, the authors proposed the combination of these variables which would encourage future research on the use of TAM in technology adoption. Research limitations/implications – This paper gives an elaboration of the role of computer self-efficacy, perceived cost, availability of resources and perceived support with TAM as base of the framework. This provides researchers the opportunity to test the proposed framework empirically and further suggest other variables that can aid e-training adoption in the context of developing country. Practical implications – The result of this paper can serve as a guide to managers and policymakers to have a better understanding of the requirements for e-training adoption, especially in developing countries. This will go a long way towards designing good policies that could maximise e-training results. Originality/value – This paper adds to the existing literature on e-training and TAM with the suggestion of proposed variables.
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Lawan, Aminu Mohammed. "An Overview of the Impact of Restructuring on Public Service in Nigeria." Asia Proceedings of Social Sciences 4, no. 3 (April 26, 2019): 33–36. http://dx.doi.org/10.31580/apss.v4i3.828.
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The Restructuring is the process of changing the lawful, possession, functioning, or other structures of an organisation to make it more lucrative or well planned for its current needs. The paper discusses the various mechanisms of public service reorganisation, which are economic steadiness, management productivity, confidence building and public transparency. It led to the downsizing and casualisation of a civil servant. This study aims to examine the impact of restructuring on public service in Nigeria. The methodology involves a systematic literature review which entails the document analysis of secondary data of the related subject matter. The discoveries reveal that restructuring sometimes invades on the right of a civil servant by stripping out their social security. The article concludes that the régime must halt unfair work practice such as cost-cutting and casualisation of employees, and advance right working environments to ensure civil servant double their effort.
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Sharkov, F. I., and T. N. Lugovsky. "Establishment of the Principle of Professional Development in the State Personnel Policy of the Russian Federation: development of communication skills." Communicology 8, no. 1 (March 31, 2020): 54–62. http://dx.doi.org/10.21453/2311-3065-2020-8-1-54-62.
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This article gives a detailed description of the principle of a comprehensive study of the current state of the management system of civil servants’ professional, describes the development of practical measures and recommendations for its optimization, given the effectiveness of improving the professional development of civil servants. The relevance of this article is based on the need to develop a science-based approach to the rapid transformation of the civil service using modern methods of personnel management for the growth of potential and professionalism of civil servants.
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Thompson, Paul R. "Laboratories for Change: Lessons from 15 Years of Demonstration Projects." Public Personnel Management 22, no. 4 (December 1993): 675–87. http://dx.doi.org/10.1177/009102609302200413.
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Personnel demonstration projects in the federal government were first authorized by the Civil Service Reform Act of 1978. Several projects have been conducted in the past 15 years. The author draws a number of lessons from this experience, including how to select ideas to test, factors to consider in developing a project plan and an appropriate evaluation strategy, and how to conclude projects successfully. He also uses that experience to identify qualities in individuals and organizations that support successful innovations, and concludes that demonstration projects have the potential to play an even more significant role in federal personnel management in the future.
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Khandekar, Anant V., and Shankar Chakraborty. "Personnel Selection Using Fuzzy Axiomatic Design Principles." Verslas: teorija ir praktika 17, no. 3 (September 29, 2016): 251–60. http://dx.doi.org/10.3846/btp.2016.660.
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Overall competency of the working personnel is often observed to ultimately affect the productivity of an organization. The globalised competitive atmosphere coupled with technological improvements demands for efficient and specialized manpower for the industrial operations. A set of typical technological skills and attitudes is thus demanded for every job profile. Most often, these skills and attitudes are expressed imprecisely and hence, necessitating the support of fuzzy sets for their effective understanding and further processing. In this paper, a method based on fuzzy axiomatic design principles is applied for solving the personnel selection problems. Selecting a middle management staff of a service department for a large scale organization is demonstrated here as a real life example. Five shortlisted candidates are assessed with respect to a set of 18 evaluation criteria, and the selection committee with experts from the related fields also realizes the outcome of the adopted approach to be quite appropriate, befitting and in agreement with their expectations.