scholarly journals Human Resource Development and Public Service Delivery in Nigeria; A Study of Anambra State Civil Service (2007 -2011)

2020 ◽  
Author(s):  
Ego Dike ◽  
R. U. Onyekwelu
Keyword(s):  
Service Delivery ◽  
Human Resource Development ◽  
Human Resource ◽  
Public Service ◽  
Civil Service ◽  
Resource Development ◽  
Public Service Delivery ◽  
Anambra State

scholarly journals Impact of Human Resource Development on Public Service Through Employee Performance Of Center Mamuju

2021 ◽  
Vol 8 (1) ◽  
pp. 129
Author(s):  
Nimrah Rahmayanti Yusuf ◽  
Widyawati Widyawati ◽  
Nurlaela Nurlaela
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Public Service ◽  
Civil Service ◽  
Employee Performance ◽  
Resource Development ◽  
Service Agency ◽  
District Offices

Public organizations as a place for providing services to the community must be supported by quality human resources. This is inseparable from the human resource development system, in creating superior human resources and having good performance so that the services provided can increase public satisfaction. This research is a quantitative type of research, which is conducted at the Civil Service and Civil Service Agency, Population and Civil Registry Office and five District Offices in Central Mamuju Regency. The sample in this study amounted to 102 people. Data collection was carried out through distributing questionnaires, observations, interviews and supporting documents related to the research topic. The results showed that the development of human resources through employee performance had an influence on the quality of public services in Central Mamuju Regency with an F calculated value of 15.668. greater than the F table, which is 3.09. For the probability value, the value is 0,000, smaller than 0.05.

MOTIVATION AND ETHICS: CRITICAL FACTORS FOR SUSTAINABLE PUBLIC SERVICE DELIVERY IN NIGERIA

2019 ◽  
Vol 12 (1) ◽  
pp. 38-60
Author(s):  
O. A. ADEWUSI ◽  
S. Y. OGUNYEMI ◽  
Y. A. ALUKO
Keyword(s):  
Service Delivery ◽  
Human Resource ◽  
Public Service ◽  
Public Servants ◽  
Public Service Delivery ◽  
Goods And Services ◽  
Institutional Issues ◽  
Statutory Body ◽  
Remedial Actions ◽  
Year 2000

The primary function of any government is to ensure an equitable distribution of public goods and services to its citizens. Despite the material and human resource in Nigeria, Nigerians have been short-changed by the quality of public service delivery in the country. Against this backdrop, this paper: examined the issues affecting public service delivery and demonstrated how motivation can enhance ethical behaviours among public servants. Corruption Perception Index (CPI) from year 2000 to 2016 was used to argue the position of the paper. The study discovered, among other things that certain Human Resource (HR), political and institutional factors have led to the erosion of moral conduct by public servants. While measures such as reforms and campaigns have been taken to curb political and institutional issues, limited remedial actions have been proffered to tackle that of HR. These have negatively affected public service delivery in Nigeria. Therefore, apart from putting some ethical principles in place, there is need to motivate public servants to get at their best. In addition to this, good behaviour is to be rewarded and bad behaviour is to be punished across all public services in the country, by a truly independent and incorruptible statutory body. By doing this, sanity and equitable service delivery will be achieved.      

scholarly journals Impact of Performance Contracting on Public Service Delivery in the National Government Administration in Kenya: Case of Eldoret West Sub-County

2019 ◽  
Vol 9 (2) ◽  
Author(s):  
Michael Ang’anyo ◽  
Januaris Mbatha
Keyword(s):  
Resource Management ◽  
Service Delivery ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Service ◽  
National Government ◽  
Public Service Delivery ◽  
Performance Contracting ◽  
The Public ◽  
Government Administration

The main aim of this study was to assess the impact of performance contracting on public service delivery, in the National Government Administration, Eldoret West Sub-County.  The study examined the effect of financial stewardship, human resource management and the role of resolution of public complaints on service delivery. Two theories informed this study: The New Public Management Theory and the Principal Agent Theory. Descriptive survey research design was utilized. The target population constituted members of the public who consume public services provided by the 63 National Government Administrative officers in Eldoret West Sub-County (NGAO), 19 Heads of Departments and officials from Non-Governmental Organizations (NGOs). A sample size of 170 respondents was selected using quota sampling technique. Both primary and secondary data were collected. Data analysis and management was done by use of SPSS Version 21 and MS Excel. The gamma measure of association between financial stewardship and service delivery was +0.5. This is a moderate strength pointing to the existence of other factors that drive service delivery. The spearman’s Rank Order measure of correlation (rs) between human resource management and service delivery was +0.67. This indicates moderate association, hence a clear pointer to a combination of other factors driving service delivery. There was minimal variability across the various dimensions of complaints handling mechanisms and their effect on improving service delivery. It was therefore recommended that National Government Administration need to continuously build capacity on both its officers and members of the public on the financial accountability framework, tie human resource management and development practices to other policies as well as engage and sensitize members of the public on performance contracting process and complaints handling mechanisms.

scholarly journals Motivational theory and knowledge sharing in the public service

2017 ◽  
Vol 19 (1) ◽  
Author(s):  
Nthabiseng N. Mosala-Bryant ◽  
Ruth G. Hoskins
Keyword(s):  
Knowledge Sharing ◽  
Human Resource Development ◽  
South African ◽  
Human Resource ◽  
Public Service ◽  
Extrinsic Motivation ◽  
Resource Development ◽  
Motivational Theory ◽  
The South ◽  
Homogeneous Groups

Background: Knowledge sharing has been identified as the core process of knowledge management for institutions which are interested in the retention of knowledge invested in their human capital in the event of their departure from the institutions. To this end, knowledge sharing has been the focus of research institution-wide, and less focus has been paid to communities of practice (CoPs) within the South African public service.Objectives: This study aimed to explore factors that motivated knowledge sharing practices in a South African public service CoP.Method: This study used the mixed methods design through the lens of the motivational theory. Primary quantitative data were collected by means of self-administered questionnaires returned by 23 of the 31 KwaZulu-Natal (KZN) Provincial Human Resource Development Forum (PHRDF) members to whom the questionnaires were distributed. In addition, primary qualitative data were collected from the senior managers of Human Resource Development (HRD) units from 10 different KZN Provincial Departments of the 14 managers requested. The quantitative analysis was established using SPSS software, whereas qualitative analysis was established using thematic codes with the NVIVO software.Results: The findings from the results revealed that PHRDF members were intrinsically motivated to share their knowledge rather than extrinsically motivated.Conclusion: Although literature confirmed the main barrier to knowledge sharing in organisations as being the unwillingness to share, CoPs were likely to reduce the extent to which knowledge sharing was hindered. Members of a CoP ultimately related to one another as homogeneous groups despite representing different departments. To this end, hedonic intrinsic motivation occurred as members shared knowledge for the good of the whole regardless of the absence of extrinsic motivation. Departmental silos fell away, and there was no anticipation of rewards or incentives for knowledge sharing. It is, therefore, imperative that the South African public service strategically positions CoPs as knowledge sharing platforms to curb the loss of knowledge when employees leave its employ for whatever reason.

scholarly journals Integrating human resource development and knowledge management for sustainable botswana public sector performance

2021 ◽  
Vol 11 (2) ◽  
pp. 7-14
Author(s):  
THEOPHILUS TSHUKUDU
Keyword(s):  
Knowledge Management ◽  
Public Sector ◽  
Competitive Advantage ◽  
Human Resource Development ◽  
Human Resource ◽  
Public Service ◽  
Resource Development ◽  
Sustainable Competitive Advantage ◽  
Public Sector Performance ◽  
Sector Performance

The aim of this paper investigate strategies that could be used for the effective integration of human resource development and knowledge management for sustainable public sector performance. With the calls for improved service delivery in the Botswana Public service sectors, there is need to adopt modern and effective way of managing change in the public sector part of which includes effective management of human resource development foreffectiveness competitive advantage. The only source of sustainable competitive advantage is to learn faster and more creatively than competing organizations. To the Botswana public service the foregoing affirmation remains challenges range from lack of quality leadership to the implementation of swift and effective HRD strategies combined with knowledge management. The methodology used for this paper is desktop research with emphasis on theoretical framework for improving public sector effectiveness. The results of emanating from the theoretical points to a number of strategies for integrating human resource development and knowledge management for sustainable public sector performance. This paper concludes with recommend implementation of relevant strategies are required for the effective human resource development and the management thereoffor a sustained public sector performance.

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