CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The role of public sector is very crucial for the socio-economic development of backward areas such as Nigeria. In Nigeria the major institutions controlling the physical, social, economic, and natural resources are governed by the public sector directly and indirectly. In such backward areas public sector is catalyst for growth and a great instrument for social change and improvement. In Nigeria, the social and economic infrastructure is poor. The private sector is shy of investing in the province because the risks are high and profit margin is low. Population in Nigeria is highly scattered and the purchasing power of people is very weak. The socio-economic conditions of the people in the province are not conducive for the private sector to materialize its scope. This has increased manifold the importance of public sector in the province. It is therefore visualized that only through highly efficient and effective organizations of public sector the socioeconomic development in Nigeria can be ensured. The public sector in Nigeria is in dire strait. Its capacity to plan and chalk out programs, execute policies and deliver public services is very weak. The concern for improving its efficiency is on the rise. This demands that the public sector organizations must use its scarce resources as efficiently as possible to achieve its goal of accelerated socio-economic development. In Nigeria, the technological improvement, economic prosperity, and social change are possible only through an efficient and effective system of public sector institutions. [Public sector] has been a labour intensive activity. It mostly renders services of various sorts to the community. In the public sector operations, human resource occupies central place. It is the most dynamic resource due to its creative abilities as compared to the other resources of organizations. The nature and character of a country’s human resources are important determinants of its economic structure. Without active and effective people, it is simply impossible for an organization to achieve its objectives. In Nigeria, the public sector is facing with acute shortage of experienced, well trained, highly educated and professional work force to carry out its activities efficiently and effectively. Well trained and motivated staff injects energy into the organizations. The most precious asset that can contribute greatly to the organizational efficiency and effectiveness is the human resource. Economists have formerly given greater importance to physical resources as the causal factors in the economic growth and development than to human resources. But today it has been recognized that a change cannot take effect unless it is supported by a well-educated and well trained work force which is the organization’s greatest form of capital. The public sector can have catalytic impact on the development of Nigeria if its efficiency and effectiveness is enhanced through the training, development and proper supervision of its human resources. The World Bank has rendered a singular service by drawing pointed attention of developing countries to one crucial pre-requisite for sustained development in the next decade viz. higher efficiency in public sector. In order to achieve the goal of higher efficiency in the public sector in Nigeria its human resources must receive full attention with regard to other physical factors such as machines, tools and equipments and non physical factors such as money, methods, rules, procedures etc. The aim of this research article is to devise an appropriate strategy for human resource training, development and supervision to improve the public sector efficiency in Nigeria. The use of performance management and measurement techniques has been one of the enduring legacies of the public sector reforms of the past twenty years. Governments across the world have implemented an array of instruments intended to encourage public managers, and citizens, to drive public service performance upwards. From the use of target-setting, league tables and performance information across entire policy fields to the promotion of performance planning and management techniques, within public organizations, governments have increasingly placed their faith in the power of performance management. In spite of its prevalence, many commentators argue that performance measurement in the public sector distorts the priorities of service delivery organizations and inhibits genuine innovation, often to the detriment of service users. Contrasted with this negative account, however, the small but growing number of empirical studies of the impact of performance management largely points towards its benefits for public service performance, especially at the policy field level. This literature also suggests that citizens can use performance information to hold politicians to account, particularly when public organizations are perceived to be performing poorly.
1.2 STATEMENT OF THE PROBLEM
In many countries, the performance evaluation system is also known as a performance management system. The reason for this is that it aims to improve the performance of all individuals and, as a result, improve the overall personal and organizational performance. While approaches to evaluation may vary, there are common features of performance management systems. Generally, these are a clear link between the goals of the organization and the work of the individuals; and work plans or objectives that are decided, with deadlines, at the start or during the year and that link directly to organizational need. This includes a clear understanding by the individual of what they have to achieve and how it will be measured clear directions about the kinds of behaviours people must have to perform their duties to the levels that are acceptable by the organization and which can be measured.
1.3. AIMS AND OBJECTIVES OF THE STUDY
The major aim of the study is to evaluate performance management, a new strategy for improving public sectors’ effectiveness. Other specific objectives are as follows;
1. To examine the historical antecedents of the public service in Nigeria
2. To identify the theoretical under-pinning of performance management
3. To capture the taxonomy of performance;
4. To highlight the benefits to be derived from the implementation of a performance management system;
5. To propose a model for the implementation of performance management system in Nigeria.
6. To elaborate a set of measures meant to improve the quality of performance management effectiveness
1.4. RESEARCH QUESTIONS
1. What is the historical antecedent of the public service in Nigeria?
2. What is the theoretical under-pinning of performance management in Nigeria?
3. What is the taxonomy of performance?
4. What are the benefits to be derived from the implementation of a performance management system?
5. How is the model for the implementation of performance management system in Nigeria?
6. What are the set of measures to improve the quality of performance management effectiveness?
1.5. RESEARCH HYPOTHESES
H0: There is no significant effect of performance management strategy on public sector effectiveness
H1: There is a significant effect of performance management strategy on public sector effectiveness
1.6. SIGNIFICANCE OF THE STUDY
The research work will be of immense benefit to various forms of organization in Nigeria at the conclusion of this research work both top and low level managers in Nigeria organization would be able to view performance management as a new strategy for improving on public sector effectiveness. The outcome of the research would be to increase the use of performance management among the staff and managers of organization. This would lead to networking of the organization and high rating in the world chart of organizations. Also staff would be more equipped to deal with new technology and best practices which most organizations have embraced. Finally the relevance of effective performance management and new innovations would ensure high performance of both staff and managers of the organization under study. However, the study results will help the management to identify the role of organizational effectiveness. It will also help the management in planning for the development and implementation of effective and efficient organization that will lead to effective employee performance.
1.7. SCOPE OF THE STUDY
The study is restricted to performance management, a new strategy for improving public sectors’ effectiveness: case study of selected firms in Lagos state.
1.8 LIMITATION OF STUDY
Financial constraint- Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
Time constraint- The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work.
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