Performance Management Of Civil Service In Enugu State, Nigeria, 1999 - 2011

ABSTRACT

This study is an investigation of performance management in

Enugu civil service 1999 – 2011. At a close watch of the

performance position of the service, one cannot help posing a

number of questions on its main problem areas of employee

training and development, appraisal and performance. The

questions are (1) what are the problems of performance

management of civil service in Enugu State? (2) Did performance

appraisal impede performance management of civil service in

Enugu State (3) what measures were employed to engender

performance management in Enugu State civil service. Based on

the above research questions, the study tested the hypotheses that

(1) performance management was significantly enhanced through

training and retraining of staff, promotions, high salaries and

granting of housing and car loans. (2) Staff appraisals contributed

positively towards performance management in Enugu State civil

service. (3) There existed measures that were be employed to

engender performance management in Enugu state civil service.

The population of the study was established and put at about

10,100. From this, a sample size of five percent (505 persons) was

drawn. The procedure was abinitio stratified. Both primary and

secondary sources of data collection were employed. The

techniques used for data collection under the primary source were

scheduled and unscheduled personal interviews. Books,

periodicals (including academic journals) government publications,

documents from organizations, and unpublished but relevant works

were also utilized. Efforts were made to establish reliability of the

data-gathering instruments using Cronbach Alpha procedure. A

number of findings were made. Notable among them were: (1)

Training and retraining, promotions, high salaries and granting of

housing and car loans of staff was not adequate hence low

performance. (2) Performance appraisal measure apparatus were

faulty hence could not measure key performance indicators of

individual and team workers. (3) Measures put in place by Enugu

State successive governments (1999 – 2011) could not enhance

performance management of workers. This study recommended

that workers of Enugu State civil service be exposed to training,

retraining especially the Internet Communication Technology (ICT),

high salaries, incentives in form of housing and car loans. There

should be proper evaluation technique for workers input against

the key performance indicators. This would enable them ascertain

those fulfilling the organizational goals and those that needed retraining

and those that cannot fit into the organization.