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Article Number: EC2/2015/135

Authors: Nebo Sandra Ogochukwu, Nnamani Desmond Okechukwu & Dr. Ituma, Afam .O.

Topic: Management



The efficiency and effectiveness in every Ministries Departments and Agencies (MDAs) depends on the right quality of people packaged and utilized to increase output. The bureaucratic and administrative theory as propounded by “Weber” states that recruitment and selection into public organization is embedded on qualification, experience and competency as avenue for sustainable development. Undoubtedly, meritocracy has been buried on the altar of mediocrity; square peg has been paired in a round hole of plural entity.  The ideology of federal character principle, quota system, and political godfatherism on the aegis of tribe, sex and religious affiliation is a bearing to secure job in Nigeria. Theoretically, it is no longer right quality human capacity recruitment; it is cognitive melodrama of man-no-man syndrome is an edge to get job in Nigerian public sector whether experienced or inexperienced. The paper explores the concept, performance and challenges affecting human capacity in Nigeria and system theory were adopted as framework. The paper suggests ways to enhance improvement on human capacity in Nigeria MDAs. 


    COMMENT - 1

  • Molla Mekonnen Alemu (Viewer) 19th Nov 2015 - 11:40 PM
    Hi fellow researcher,
    Nice piece of work!
    You mentioned out the basic trends of recruitment nicely which is a common thing in many of the African countries. When it comes to human capacity, it has to deal with increasing the efficiency of performance in work places. People can have all the required technical know-how to get something done, however many may not perform as expected due to internal and external factors specially in government institutions. Thus, is there any advice on how efficiency at work places can be encouraged and can also be monitored professionally?

  • COMMENT - 2

  • Ogochukwu Evangelene Sandra Nebo (Author) 24th Nov 2015 - 7:19 PM
    Hello ,
    In addition to the paper contribution on answer to your question, one can consider these following positive ways:
    Consideration of employee motivation programme in the light of achieving job satisfaction
    Line Management subsumed of decentralization of power at certain level, this can be monitored at the top with appropriate appraisal exercise
    capacity training followed by the beneficiary progress report can be very effective.

  • COMMENT - 3

  • DAVID OLUWAMAYOWA FAKUNLE (Viewer) 25th Nov 2015 - 4:13 PM
    Dear Author,
    We have sacrificed Meritocracy on the altars of Federal Character and quota System. Even as they have their good sides, it is also used to suppress the will to do the right things at all times. The dearth of human capacity development programs in the civil service is as a result of willingness on the part of the policy makers and the enforcement of same. Until government place premium of having the best hands in public sectors the private sector will continue to take a huge chunk of best hands.
    The government must also place premium on the welfare of the employees to get the best from them. when this is absent, they resort into aligning with anything that will provide for their survival.
    Well done and i hope they listen this time around.

  • COMMENT - 4

  • Ogochukwu Evangelene Sandra Nebo (Author) 25th Nov 2015 - 6:03 PM
    Dear David, Thank you for taking the time on this work,I also agree strongly on your above points,Government has a lot of sitting up to do in making things right !thank you once again.Best wishes

  • COMMENT - 5

  • OKAM NWAKAEGO (Viewer) 25th Nov 2015 - 7:44 PM
    Fellow researcher, I've gone through your work.
    I gave much insight to human capacity development programs as it applies to our civil service.
    Thank you for good work

  • COMMENT - 6

  • JONES STEVELIO STAMALEVI (Viewer) 26th Nov 2015 - 2:44 PM
    Dear Nebo
    I was impressed reading your article especially the topic you were investigating. The literature review matches with your research findings and you managed to integrate these findings in the context of broader scholarly debate about human capacity building. I noted that you have not included suggestions for further future research in this area where a bigger sample size could be used with better data analysis tools. The author did not used much tables or graphs to aid the reader in understanding the process and was necessary in order to tell the story of his research inquiry.

    Keep it up

    Good luck

  • COMMENT - 7

  • Ogochukwu Evangelene Sandra Nebo (Author) 26th Nov 2015 - 4:15 PM
    Hello ,okam, nwakaego
    , Thank you for your comment above i appreciate !! cheers

  • COMMENT - 8

  • Ogochukwu Evangelene Sandra Nebo (Author) 26th Nov 2015 - 4:21 PM
    Thank you for your point and observations , it has noted for future use . best wishes.

  • COMMENT - 9

  • NELSON KUSENSIO MWALE (Viewer) 27th Nov 2015 - 2:54 PM
    Dear NeboNebo Sandra Ogochukwu Sandra Ogochukwu,
    I have read through the paper. The paper is very good and its clear. Thank you very much.

  • COMMENT - 10

  • Ogochukwu Evangelene Sandra Nebo (Author) 27th Nov 2015 - 3:46 PM
    HELLO MWALE NELSON KUSENSI,Thank you for taking the time on the paper and for your comment,much of all.