MANPOWER PLANNING, RECRUITMENT, AND APPRAISAL IN THE NIGERIAN PUBLIC SERVICE

Abstract

This study examined manpower planning, recruitment, and employee appraisal in the Nigerian public service, focusing on their effects on organisational efficiency, workforce quality, and employee productivity. The objectives were to evaluate the effectiveness of manpower planning practices, assess the impact of recruitment processes on workforce quality and service delivery, and examine the role of appraisal systems in enhancing performance. A descriptive survey research design was adopted, targeting Human Resource and Personnel Officers across ministries, departments, and agencies in Nigeria. A total of 220 respondents were selected through stratified random sampling to ensure proportional representation of all organisational units. Data were collected using a structured questionnaire measured on a four-point Likert scale and analysed using mean scores, standard deviations, and Multivariate Analysis of Covariance (MANCOVA) for hypothesis testing. The findings indicated that manpower planning was moderately effective, with mean scores ranging from 2.89 to 3.10 (SD = 0.89–0.99), highlighting gaps in forecasting future staffing needs. Recruitment processes were significantly associated with workforce quality and service delivery (mean = 2.87–3.02; F(1,218) = 15.43, p < 0.05), although political interference was noted as a limiting factor. Employee appraisal systems moderately influenced performance and productivity (mean = 2.87–2.99; F(1,218) = 16.99, p < 0.05), but perceived unfairness reduced their effectiveness. The study concludes that structured manpower planning, merit-based recruitment, and transparent appraisal systems are essential for improving public service efficiency and workforce quality. It recommends strengthening workforce forecasting, standardising recruitment procedures, and linking appraisal outcomes to promotions and rewards to enhance employee performance and service delivery in the Nigerian public service.