TRAINING, DISCIPLINE AND PERFORMANCE EVALUATION IN A BUREACRATIC ORGANISATION
(A CASE STUDY OF EDO STATE CIVIL SERVICE)
ABSTRACT
This study focuses on training, discipline and performance evaluation which are aspects of personal management in the civil service of Edo State, it aims at the evaluation of the training programmesof the civil service, as well as the disciplinary and performance evaluation system. The intention is also to make suggestions on the improvement of these aspects of personnel management in the public sector. Some issues that the study deals with the adequacy of training in the serving, the impact of performance evaluation on the morals of the officials and the relationship between discipline and organizational efficiency and productivity.
TABLE OF CONTENT
CHAPTER 1
1.1    INTRODUCTION........................................................................
1.2    STATEMENT OF PROBLEM.........................................................
1.3    OBJECTIVES OF THE STUDY........................................................
1.4    SIGNIFICANCE OF THE STUDY....................................................
1.5    HYPOTHESIS..............................................................................
1.6    SCOPE OF THE STUDY................................................................
1.7    CLARIFICATION OF CONCEPTS....................................................
CHAPTER 2
LITERATURE REVIEW AND THEORETICAL FRAMEWORK
2.1      RECRUITMENT OF CIVIL SERVANTS...............................................
            METHOD OF SELECTION         
2.2      JOB GRADING AND PLACEMENT...................................................
2.3      CIVIL SERVICE COMMISSION........................................................
2.4      MINISTRY OF ESTABLISHMENT AND MANPOWER TRAINING
2.5      THE GOVERNOR’S OFFICE CIVIL SERVICE MATTERS
DIVISION.....................................................................................
CHAPTER 3
3.1     RESEARCH METHODOLOGY...............................................................
3.2     POPULATION OF THE STUDY..............................................................
3.3     SAMPLE SIZE AND SAMPLING TECHNIQUE.........................................
3.4     INSTRUMENTATION...........................................................................
3.5     PROCEDURE FOR DATA ANALYSIS......................................................
CHAPTER 4
4.1     PRESENTATION AND ANALYSIS OF DATA............................................
4.2     ANALYSIS AND DISCUSSION OF DEMOGRAFIC DATA..........................
CHAPTER 5
5.1    SUMMARY OF FINDING..............................................................
5.2    CONCLUSIONS............................................................................
5.3    RECOMMENDATION FOR FURTHER RESEARCH..........................
BIBLIOGRAPHY.............................................................................
APPENDIX.....................................................................................
QUESTIONAIRE.............................................................................
CHAPER 1
1.1    INTRODUCTION
BACKGROUND OF THE STUDY
Training, discipline and performance evaluation are some of the features of personnel management in a typical bureaucratic organization. Human resources are the most valuable assets of an organization. If they are not properly managed, the attainment of organizational goals may be difficult for example, in order to enhance the quality of the performance; the workers have to be trained on a continuous basis. In the process, they acquire new skills, ideas and information that are crucial to the effective and efficient performance of their duties. This was probably why Armstrong (1982) posited that there is a gap between what a worker can do and what he should be able to do hence he suggested that Training should be embarked upon to bridge the gap.
In the same vain, discipline is one of the pillars on which the success of an organization rests. In essence, discipline is meant to achieve the conformity of the behavior of a worker to the norms of the organization. In other, words discipline is geared towards the reduction, if not elimination of phenomena that are detrimental to the achievement of organizational goals.
The absence of discipline may results in lawlessness and anarchy or even organizational delay.
Performance evaluation is the mirror with which the worker sees himself. His performance has to be assessed or evaluated periodically so that his strength and weakness can be bought to sharp focus. He knows the areas he is doing well and those area in which his performance evaluation system is not efficient. It is only an efficient performance evaluation system that will result in the achievement of desired result of an organisation.
Generally speaking, the civil service of a nation is perhaps the centerpiece of its administrative activities and performances. Its output mirrors the performance of the ruling government.
As the arm of government charged with the formulation and implementation of public policies, the civil service is expected to play a vital role in the political economic and the overall social development of a nation.
In Nigeria, the Civil Service has been subjected to various metamorphic changes from the colonial era through Independence to the present times. Among others, it has been modified by successive government – civilian and military. Structural changes, the traditional roles of the civil service should remain the same. The civil service in this manner thereby acts as a driving force in the process of national development,according to G.A.E Longe a Former Secretary to the Federal Military Government and Head of the Civil Service of Nigeria in 1983.
Successive governments in Nigeria since Independence in 1960 have acknowledge that no matter how well meaning and how well articulated the programme of any government may be, they cannot be successfully implemented without an effective civil  service on whose loyalty and commitment depends the translation into action of ministerial decisions. The strength and efficiency of the civil service is vital to the success of the government as a whole.
As the role of governments have considerably changed from its traditional regulatory function to one involved with the full scope of contemporary life, the civil service in a modern nation state has had to advise on aspects of policies such as housing public transportation, health care defense and internal affairs, e.t.c. The basic of it policy influence the exponential increase in the size and scope of government.
This study focuses on training, discipline and performance evaluation, which are aspects of personnel management in the bureaucratic organisation. It aims at the evaluation of the training programmes of the civil service, as well as disciplinary and performance evaluation systems.
The intention is also to make suggestions on the improvement on this aspect of personnel management in the public sector. Some of the issues that the study deals with include the adequacy and inadequacy of training in the service, the impact of performance evaluation on the morals of the officials and relationship between discipline and organizational efficiency and productivity in the Edo State Civil Service.
1.3    STATEMENT OF THE PROBLEM
The greatest problem confronting the present day public service is the inability of the service to perform efficiently. More so, our public environment exhibits signs of inefficiency in the training, discipline and performance evaluation of personnel in the bureaucratic organization, in fact this has hindered our development. The civil service in Nigeria is generally criticized, among others for being too bureaucratic, too conservative and there conduct derived from colonial based civil service which was designed just to make law and order.
Further to this,inadequate training, poor method of recruitment and non-challantattitude to work by the Edo Civil Servants and bureaucratic bottle neck in the Civil Service.
This study will attempts to identify the factors responsible for this problem through a systematic examination of the personnel management practices, with emphasis on training, discipline and performance evaluation, in the Civil Service with a view to make appropriate suggestion for its solution.
Therefore, the researcher will pose the following questions:
1.    Is bureaucracy in Edo State civil service in variant with the ideal type bureaucracy?
2.    Is bureaucratic inefficiency in Edo State Civil Service rooted in the elements of its variation with the ideal type (Weberian) bureaucracy?
3.    Do the rigid bureaucracy structures hinder the public bureaucracy from rendering efficient and effective service delivering in Nigeria?
4.    To what extent have the several reforms in Edo State Civil Service yielded positive result?    
1.3    OBJECTIVES OF THE STUDY
The study is aimed at achieving the following;
. (i)        To assess the effect of the disciplinary procedures on efficiency in the service.
(ii)    To ascertain why training into the Edo State Civil Service is not based on merit per-se, but other consideration, including local government criterion, acquaintances e.t.c.
(iii)    To assess the effect of performance evaluation procedures on the efficiency of the Edo State Civil Service.
(iv)    To make suggestions on the improvement of some of personnel management practices in the service.
1.4    SIGNIFICANCE OF THE STUDY
    The findings of this research will be useful in redirecting the management attention in training, discipline and performance evaluation of the personnel in the bureaucratic organization in correcting the anomalies in the Edo state Civil Service.
    The recommendation of this study will contribute to the existing literatures in the areas of training, discipline and performance evaluation in the bureaucratic organization and development in general, and will also help to minimize the numerous problems which create the gap between policy formulation and policy implementation and a guide to policy makers particularly with regards to reforms in bureaucratic organizations.
Furthermore it makes suggestion on the improvement of personnel management practice in the Civil Service, with emphasis on training, discipline and performance evaluation of the Edo State Civil Service.
1.5   HYPOTHESIS
In order to achieve the purpose of the study, the following hypotheses have been postulated for testing:-
(i)    Inadequate training will lead to inefficiency in the bureaucratic organization.
(ii)     A defective system of performance evaluation is capable of dampening the morale of the workers and consequently adversely affect the efficiency of the service
(iii)    A slow and cumbersome disciplinary procedure will result in inefficiency.
1.6   SCOPE OF THE STUDY
The scope of the study is defined in terms of five and geographical coverage. The study covers the Edo State Civil Service which consists of the Governor’s Office, the Civil Service Commission which is concerned with appointment, promotion, transfers in the civil service and for handling all matters concerning discipline, the judicial department and the Adult Department. It deals period that the State was created that is 1991 fill data (1999).
1.7   LIMITATION OF STUDY
    This work is centered on the bureaucracy and problem inefficiency in Nigeria Civil Service, with particularly reference to Edo State Civil Service.
This study had suffered some constraints before its completion
    Indeed, most places where the researcher (I) presented research questionnaire was unanswered and some delayed. And compared with the fact that I (researcher) have only few months to complete or finish the research work occupied with limited financial resources.
    This and other problems consumed much time and as well limited the extent of the research.    
1.8CONCEPT DEFINITION
Public Bureaucracy: The instrument by which public policies in terms of the function and responsibilities of government are transformed into concrete action inall modern states.
    Bureaucracy can be refer to a social group, those who work in bureau (office) be it in the public or private sector. More frequently it is used to apply to office workers in the organization, especially civil service.