Civil Service Commission Research Articles

ASSESSMENT OF THE GREAT FILIPINO WORKOUT PROGRAM OF GOVERNMENT AGENCIES IN TACLOBAN CITY

In 1995, the Civil Service Commission launched “The Great Filipino Workout” program through the issuance of CSC Memorandum Circular No. 6 and it was subsequently reiterated by CSC MC no. 8, series of 2011. It was a physical fitness project in support of the National Fitness and Sports Development Program of the government which aimed at reducing the publics risk of acquiring heart disease. It directed all government agencies to allow reasonable time for regular physical fitness exercises and to include physical fitness exercises in seminars, training programs, and similar events. The study assessed the status of the Great Filipino Workout of government agencies in Tacloban City. Specifically, it aimed to find out the profile of the respondents the status of “The Great Filipino Workout” program the extent of the implementation of the program the level of participation the level of satisfaction the preferred physical fitness activities and suggestions for an improved physical fitness activity. The descriptive design, particularly, the correlational survey method was used with a combination of a researcher-made questionnaire and an adopted questionnaire in the data-gathering process. The data were analyzed using frequencies and percentages, weighted means, t-test and single analysis of variance (ANOVA), and Pearson r for the correlations. A total of 213 government employees in 23 selected government agencies in Tacloban City representing ten percent (10%) of the total population were the respondents of the study. Most agencies did not allocate adequate time for physical fitness activities and had not organized physical fitness activities. Although few agencies had organized physical fitness activities, there was a low level of participation among employees as the participation was voluntary. The level of satisfaction of the respondents with the implementation of “The Great Filipino Workout” translates to a satisfactory level. Most respondents strongly preferred flexibility-enhancing activities, while the preferred activities vii proposed are aerobic exercises, muscle-strengthening activities, and individual or dual sports. It is recommended to design a program of physical fitness activities for government agencies with special consideration to time allocation designation of an officer-in-charge budget allotment suitability of physical fitness activities to the health conditions of employees variation of selected physical fitness activities proper information dissemination of CSC MC no. 8, series of 2011.

Impaired Neutrality: A Propensity That Occurs Among Indonesian Bureaucrats in the Election

This paper explores the propensity of neutrality disruption among Indonesian civil servants during political elections. It aims to provide empirical evidence to prove that some Indonesian civil servants have the proclivity to violate neutrality by supporting political candidates in a campaign or through social media during the elections. This research was conducted with qualitative methods by literature review, examining policy documents, and a descriptive study to provide an overview of the theoretical normative and practical findings. This research utilized the Indonesian Civil Service Commission (KASN RI) report which showcased 1,399 neutrality violation reports and 982 neutrality violation cases among Indonesian civil servants in 2020 (2020 was the year of 270 simultaneous heads of regional elections in Indonesia), making Indonesia among the “few & self-interest” sphere countries in the modified dimension of interest and societal spheres framework. As the way out from the neutrality infringement paradox, this paper proposed a collaborative approach between government agencies to overcome civil servant neutrality violations and strategies to reduce abuse of power by the head of the government agency during the elections. The implication of this study is to remind the bureaucracy that dynamics and disharmony in implementing neutral competence and political responsiveness inside the bureaucracy occur during elections. Academically, this study is significant in showcasing the complex relationship between neutral competence and political responsiveness in bureaucracy. Practically, the study is substantial for the bureaucracy to learn how to prevent and be immune from political influence during the election.

Capiz State University Accounting Department Organizational Diagnosis towards System Efficiency

In terms of organizational development and change, organizational diagnosis is significant in excellent performance, productivity, and system efficiency by looking at the shortcomings of an organization. Thus, this descriptive research utilizes a sequential mixed-method approach aimed at exploring Capiz State University’s (CAPSU’s) Accounting Department through an adopted framework of the Galbraith Star Model. The diagnosis assesses the Accounting environment that focuses on systems efficiency through strategies, structures, processes, rewards, and people. Focus-Group Discussion (FGD) and a researcher-made questionnaire were utilized in gathering the needed data. According to the findings, the organization was impacted by substantial changes in government rules and regulations, which caused confusion and affected decision-making. The department was challenged in the implementation of the strategy as well as structure because of the nature of information, workflow, campus location, and stakeholder geography. The Accounting Department process emphasized innovation and implementation of the new Accounting System. When it comes to people, human resource development adhered to the Civil Service Commission (CSC) mandates. The rewards system was embedded in the University Code and adhered to CSC mandates which were performance-based; however, it needed enhancement and innovation.

Enhancing economic development through organizational conflict in Delta State civil service

This research looked at organizational conflict as a panacea for economic development. The Delta State Civil Service was the subject of the research. A five-point Likert scale questionnaire was used to gather the respondents' replies. The study questions were assessed with the use of descriptive statistics and a correlation matrix, and the questionnaire was coded using an excel spreadsheet. The respondents' profiles were also examined using manual basic percentage analysis. With the help of SPSS version 23, the study's assumptions were put to the test utilising multiple regression statistical methods. The results showed that there is a significant positive relationship between the Economic Development (ED) of Delta State Civil Service Commission, and Gender Negotiation (NG) (0.001–0.005); there is also a significant positive relationship between Economic Development (ED) and collective bargaining (CB) (0.000–0.05); The p-value (0.0030.05) with Economic Development of Delta State Civil Service Commission shows that there is a significant positive relationship between interpersonal communication (IC) and Economic Development (ED) of Delta State Civil Service Commission (0.0170.05); According to the study's findings, organizational conflict significantly and favourably impacted the economic development of Delta State Civil Service Commission in Delta State, Nigeria. The study recommends that Delta State Civil Service Commission maintain and enhance its interpersonal communication, as this would act as the driving force behind increased economic development.

Individual Performance Commitment Rating and Work Satisfaction of Pangasinan State University Faculty with Multi-Designations: A Basis for a Mathematical Model

Individual Performance Commitment Rating (IPCR) is a tool utilized in the implementation of the Strategic Performance Management System (SPMS) among state universities and colleges in the Philippines. The aim of this study is to standardizing (IPCR) computation for faculty with multi-designations in state universities and colleges in the Philippines and be subjected to acceptability evaluation using technology acceptability model (TAM). In addition, administered in accordance with the rules, regulations and standards promulgated by the Civil Service Commission (CSC). Using a descriptive-developmental design, purposively sampled university and campus officials with multi-designations for the past three school years served as the first set of respondents. Their profile, work satisfaction and method of IPCR computation for the past three years were determined. The second set of respondents who evaluated the acceptability of the mathematical model were IPCR main end users such as the university officials, administrators, and statistics center staff. Evaluation result on the acceptability of the developed model based on usefulness, ease of use, attitude towards usage and intention to use was at very highly acceptability level. It is recommended that such mathematical model in computing the IPCR for faculty with multi-designations be a springboard for discussion for PSU and CSC further evaluation and possible adoption.

Harmonization of Program on Awards and Incentives for Service Excellence (Praise) Implementation: Teachers’ Perception Toward Gawad Sagwan

This study aimed to develop deeper understanding on the perception of ten (10) selected junior high school teachers of Aplaya National High School in the Division of Santa Rosa City, Laguna, Philippines toward Gawad SAGWAN as an Institutionalized Program on Awards and Incentives for Service Excellence (PRAISE) Implementation. It posits the significance of awards, incentives, and recognition to encourage creativity, innovativeness, efficiency, integrity, and productivity in the public service by recognizing and rewarding officials and employees, individually or in groups for their suggestions, inventions, superior accomplishments, and other personal efforts which contribute to the efficiency, economy, or other improvements in government operations, or for other extraordinary acts or services in the public interest. Specifically, it aimed to address the following: (1) What are the participants' perceptions in terms of awards and recognition in Gawad SAGWAN? (2) How do the participants perceive the challenges and demands of an award and recognition recipient in Gawad SAGWAN? The study employed the Psychological Phenomenology of Creswell (2017). The verbatim transcriptions revealed four (4) themes. Among the teachers' perceptions that surfaced included knowing oneself, and knowing teachers. The participating teachers perceived the challenges and demands as award and recognition recipients in Gawad SAGWAN through exemplary performance, accountability, and dedication to work. The findings indicate that the proposed Gawad SAGWAN is well-designed and tailored fit to the needs of teachers and administrators of Aplaya National High School in the Department of Education in support of the Civil Service Commission's (CSC) guiding principle and policy that every agency shall establish its employee incentive awards system-PRAISE.

LOAFING: A CASE OF EMPLOYEE PERFORMANCE ISSUE

Employees are expected to be at work on time and perform their tasks to be productive. Otherwise, it is a performance issue, unauthorized absenteeism, or loafing. It is not only prevalent in private entities but also in government agencies. The Civil Service Commission (CSC) in the Philippine context is a government agency that discouraged loafing during work hours and limits the use of official time for non-related government tasks. The study utilized an observational research technique using a single case method where the participant was closely observed in the most natural settings in the workplace. The study investigates the performance of the employee and shows solutions to how the management addressed the issue. This case study presents an instance wherein an employee was reported by his co-employee (an informant) who committed loafing or frequent unauthorized absences from duty during office hours. Three alternative solutions are offered. First, refer the case to the Human Resource Management Officer who is a trained adjudicator, mediator, and conciliator. Second, determine the root cause of the problem and suggest an alternative course of action; and third, instead of imposing a harsh penalty of suspension or dismissal as the case may be, it would be appropriate for the management to subject the problem employee to an intervention program. There is a need to act with compassion and justice to ensure no repetitive action that may happen in the future.

PERFORMANCE OF TEACHER EDUCATION INSTITUTIONS IN STATE UNIVERSITIES AND COLLEGES OF REGION IV-B: BASIS FOR SUSTAINABLE ACCREDITATION PLAN

Generally, this study delved on the performance of Teacher Education Institutions in state universities and colleges of Region IV-B in relation to their Level II accreditation status. The levels of performance of Teacher Education Institutions were seen in terms of the following indicators: 1) faculty with specific provisions in teaching performance and professional development; 2) curriculum and instruction with specific provisions in board examination performance and admission-graduation ratio; 3) research outputs; and 4) extension services. Descriptive and documentary analysis types of research were adopted. Data extracted from the Agency Performance Rating (APR) instrument which is basically the measurement the tool for Normative Financing Scheme of DBM, the SUC Leveling instrument of CHED, the National Budget Circular (NBC) No. 461-Qualitative Common Evaluation (QCE) instrument, the Performance Evaluation System (PES) of the Civil Service Commission and the AACCUP Survey Instrument were used. As an offshoot of the study, a sustainable accreditation plan was proposed. The respondents of the study were the Teacher Education Institutions in the main campus of six state universities and colleges in Region IV-B offering Bachelor of Elementary Education and Bachelor of Secondary Education during the SY 2011-2012. Generally, the findings revealed that the level of performance as perceived by the SUC-TEIs under study and based from the ratings of AACCUP varies in different descriptions. Comparative analysis showed that board examination performance and admission-graduation ratio got statistically similar ratings from the two evaluation systems and that their assessments as far as academic performance is concerned are the same on the aforementioned areas. However, a significant difference was reflected on the areas of teaching performance, professional development and extension Services and highly significant difference on research as perceived by the SUC-TEIs and AACCUP. Documents supplemental to the data elucidated that the six TEIs of state universities and colleges in Region IV-B have common strengths and limitations in the four major (4) areas of accreditation. Conclusions were drawn out of the findings and strengthened the concept that despite gaining level II accreditation status, there were some areas that need considerable improvement in performing the academic functions of Teacher Education Institutions to achieve institutional effectiveness. An overview of the general result showed that several items have no significant difference between the perception made by SUC-TEIs respondents under study and the accreditation ratings by AACCUP concluding, therefore, that the two groups of organization had almost the same analysis as to the effectiveness of academic performance of these six TEIs. Common limitations were identified in almost all Teacher Education Institutions. For these reasons, it was recommended that faculty members of each college/dept should sustain a strong academic focus and further strengthen capabilities in research and extension. Re-evaluation of the areas with low performance was also suggested for possible interventions that can be resulted to an effective and efficient delivery of services to stakeholders. Other areas that did not contribute significant effects to the performance of the College/Department of Education should be given emphasis and attention by the school administration in preparation for the next higher level of accreditation. Finally, adoption of the proposed sustainable accreditation plan for the University/College and replication of this study among other SUCs located in other regions or maybe used by other programs are advocated.

Prevalence and Sources of Stress among Employees in Civil Service Commission in Bayelsa State, Nigeria

Prevalence and Sources of Stress among Employees in Civil Service Commission in Bayelsa State, Nigeria

Job Satisfaction of Faculty Members of State Universities and Colleges (SUCs) in Bicol, Philippines

This study determined the demographic profile of faculty members of State Universities and Colleges in Bicol, Philippines and assessed their job satisfaction. This also aimed to test if there is significant difference in the extent of the job satisfaction of faculty members with respect to their demographic profile when grouped according to gender, age, length of service, status of appointment and educational attainment. Descriptive method of researcher was utilized to realize the objectives of this study. Data were collected through the use of a modified survey questionnaire which was tested for validation and reliability using Cronbach’s value. To facilitate the analyses and interpretations of the data gathered, descriptive statistics (frequency count, ranking and percentage technique) and inferential statistics (one-way ANOVA) were used and made easier through the aid of the Statistical Packages for the Social Science (SPSS). As a result, it was concluded that State Universities and Colleges in the Province of Bicol Philippines (SUCs) are equally represented with new and senior faculty members in terms of number of years in service who have met and complied with the academic requirements of the Civil Service Commission and that most of them are permanent and with security of tenure in the College or University where they are in. Bicol SUC faculty members are highly satisfied with their job and it was found out that the extent of overall job satisfaction of the faculty members in Bicol SUCs does not differ with respect to their demographic profile.

Sustaining Employees’ Work Fulfilment through Multigenerational Diversity and Emotional Communication in Federal Civil Service Commission of Nigeria

Emotional communication is gradually gaining the attention of various industries in Nigeria, particularly on the issues and concerns of sustaining employees’ fulfilment. Multigenerational diversity is considered a contributing factor for the retention of employees at work, but the mechanism behind this relationship remains unclear. Thus, main aim of this study was to investigate the influence of multigenerational diversity and emotional communication on sustainable employee fulfilment in the Federal Civil Service Commission of Nigeria. Respondents (i.e., directors, managers, and supervisors) were randomly surveyed across the various civil services in Nigeria using a stratified and purposive sampling technique. With the use of an online google form 416 questionnaires were retrieved and analysed using partial least squares (PLS). The results supported the predicted mediating role of emotional communication, and various ages among Gen Y have no differences within the studied relationships. The implication and limitations of these findings and directions for future research are further discussed to sustain the retention and work fulfilment of employees in the workplace.

Strategic Human Resource Management Framework for State Universities and Colleges in the Philippines

State Universities and Colleges (SUC) in the Philippines are governed by their own Board of Regents while being mandated to comply with the guidelines set by Civil Service Commission (CSC). Despite CSC’s efforts to implement varied HR programs, SUCs still face major challenges in recruitment, selection and placement, and performance management. Being exploratory in nature utilizing Grounded Theory methodology, in-depth interviews with ten human resource management officers were conducted. Results from the qualitative data showed that an HRMO’s role in addressing any strategic challenges was not optimized due to strategic, leadership, management, organizational value, and culture constraints. This paper concludes that HRMOs are compliance-oriented and that an HRMO’s initiative is an important enabling competency. Furthermore, this paper concludes with a Strategic Human Resource Management Framework for SUC that will enable HRMO to create better HR services for its stakeholders.

Benefits and Implementation of Job Rotation: Recommendations for Kuwaiti Civil Service Commission

This article has been prepared with the aim of exploring the benefits and implementation processes of the job rotation in the Kuwaiti Civil Service Commission. The paper has been prepared based on the secondary sources based on the opinion based method. The paper articulates that job rotation has significant potentiality and effectiveness in reducing service disruption. In this regard, the paper has provided some recommendation based on which an organization in private and public industry for example Kuwaiti Civil Service Commission can implement the job rotation. The paper also provides implications and concluding remarks to the key areas of the study. Finally, the article includes discussion on the limitations of the study and directions for the future research. Keywords: Kuwaiti Civil Service Commission, Job rotation, Secondary Research, Effectiveness, Disruption

Application of Due Process in Recruitment and Selection of Personnel into the Federal Civil Service. Part 2

This study was conducted to investigate the constraint to the effective application of due process in the recruitment and selection of personnel into the federal civil service. Four objectives and four research questions guided the study. A sampling technique was used in carrying out the work. A total number of three hundred (300) respondents were used for the study. The instruments for data collection were a questionnaire and observation checklist. Three hundred (300) copies of the questionnaire were distributed to the staff of the Federal Civil Service Commission (FCSC), Abuja and two hundred and seventy-six (276) were returned representing a 92% return rate. The frequency table and Mean were the statistical measures employed for the data analysis. The findings revealed that there were no strategies or methods of recruitment and selection of staff into the federal civil service. However, the findings also revealed that practices such as political interference and corruption during recruitment and selection in federal civil service tend to undermine the principle of due process. Based on the findings, it was recommended that the federal civil service commission should formulate sound policies and practices that will minimize the degree of politicization and corruption in the recruitment and selection of staff into the federal civil service; make use of modern sources and techniques of recruitment and selection such as, E-recruitment process and Information Communication Technology (ICT)-based selection resources as their source of recruitment and selection; and develop strategies or methods that will result in the effective application of due process in their recruitment and selection exercises.

The Impact of a Performance Appraisal and Reward System on Employee Workload Delivery

Performance appraisal and reward programmes are critical organisational strategies for improving employee performance. The goal is to ensure that employee productivity is sufficient to meet the company's overall objectives. The performance assessment examines and evaluates an employee's job performance on a regular basis, while the reward system motivates the individual to carry out his or her tasks. The study looks at how successful performance appraisal and incentive systems are at improving employee performance using both primary and secondary data. Enugu State Civil Service Commission, Enugu State Office of the Head of Service, Enugu State Ministry of Finance and Economic Development, and Enugu State Ministry of Labour and Productivity all contributed 100 participants to this study. A structured questionnaire was distributed to employees of the Enugu State Civil Service Commission, the Enugu State Office of the Head of Service, the Enugu State Ministry of Finance and Economic Development, and the Enugu State Ministry of Labour and Productivity. The data were analysed using SPSS software (Statistical Package for the Social Sciences). The findings show that employee workload delivery is influenced by performance evaluation and compensation (i.e. in the area of timely execution of the task, creating consciousness among employees that they are been watched, paying attention to details)

CORRELATION BETWEEN PRE-RETIREMENT ANXIETY AND AGEING ANXIETY: AN EMPIRICAL STUDY OF WORKERS IN THE ENUGU STATE CIVIL SERVICE

Aging is a fundamental biological process that is inevitable for all living things. It describes a condition of overall change in every aspect of life. Aging anxiety reflects a psychological state of uncertainties, which disrupts well-being if not controlled. In this paper, pre-retirement is assumed to be an essential factor in aging concerns among civil servants. Thus, the purpose of the present study was to assess the correlation between pre-retirement anxiety and aging anxiety. Two hundred and fourteen employees of the Enugu state civil service commission participated in the study. The respondents comprising males and females were randomly pooled from different departments, agencies, and ministries in the state secretariat. They completed a self-report measure of the Aging about Anxiety and the Pre-retirement Anxiety Scale. The finding revealed a significant positive association between the variables.

The Level of Satisfaction of the Regular Employees of the Department of Tourism Region – 4a with their Benefits

Receiving good benefits is a way of showing that the amount of dedication put to work is being rewarded. Government employees are definitely not excluded into receiving these benefits. The researcher together with the help of the Administration Unit of the Department of Tourism-Region IV-A determined the benefits that they are receiving. These are leaves, retirement, loans, healthcare, and monetary bonuses. This study aims to find out the level of satisfaction of the regular employees from the Department of Tourism-region 4A with their benefits. This study distributed 19 questionnaires and gathered 19 respondents from the regional office of the Department of Tourism-Region 4A in the City of Calamba, Laguna. The study used descriptive method of research to illustrate the level of satisfaction of the regular employees from the Department of Tourism-region 4A with their given benefits The data were statistically treated using percentage, weighted mean, and chi- square. Based on the findings of the research study, it was established that the regular employees of the Department of Tourism-Region 4A were satisfied with such benefits, leaves, loans, retirement, and monetary bonuses. While healthcare received was not well perceived. Further, the independent variable of the study does not significantly affect is the level of satisfaction of DOT-Region 4A regular employees with the benefits they are receiving. In this light, the implementation of the following recommendations shall enhance the level of satisfaction of these government employees. The concerned government agencies such as the Civil Service Commission and the Department of Budget and Management to review and assess the current incentive schemes provided to regular government employees. Also, for the Department of Tourism to establish an organization within the agency, to raise and discuss concerns of regular employees in terms of job security and betterment of their working conditions.

Usefulness of Internal Business Process (IBP) Perspective in Performance Appraisal using Balanced Scorecard of Objective (BSCO) As An Alternative To Staff Performance Appraisal and Development (SPADEV) Reporting System in the Civil Service of Lagos State, Nigeria

Appraising employee performance from the perspective of Internal Business Process (IBP) perspective is a dimension of performance appraisal exercise that is not only misunderstood but neglected or given little or no attention. Evaluating performance based on IBP benchmarks and established milestones using the Staff Performance Appraisal and Development (SPADEV) reporting system in the Civil Service of Lagos State, Nigeria is counter-productive. Lack of unambiguous rules and unwritten codes of conduct in basic organizational operating environments give rise to vague performance appraisal mechanisms, processes and outcomes. These reasons contributed to the inadequacies of the Annual Performance Evaluation and Reporting (APER) system previously used in the Civil Service of Lagos State, Nigeria and also constitutes a threat to the effectiveness of the Staff Performance Appraisal and Development (SPADEV) Reporting System. This comparative study examined the Effect of Internal Business Process (IBP) perspective on Performance Appraisal using The Balanced Scorecard of Objective (BSCO) Method or The Staff Performance Appraisal and Development (SPADEV) Reporting Method in the Civil Service of Lagos State, Nigeria. Descriptive survey design was adopted for this study with Key Informant Interviews (KII). The population comprised fourteen Ministries, the Civil Service Commission (CSC), and the Office of Transformation, Creativity and Innovation (OTCI) with total staff strength of 7,555 in the Lagos State Civil Service. Utilizing Taro Yamane’s sampling technique, a sample size of 380 participants was arrived at, with a thirty percent (30%) addition (to enhance the confidence level and response rate). A self-developed structured questionnaire was used to collect information about variables that formed the basis for assessing the appraisal instruments, BSCO and SPADEV; from the perspective of the level of appropriateness (App). The questionnaire was validated, yielding a Cronbach’s alpha coefficient of 0.830. A total of 494 copies of the questionnaire documents were distributed, with a response rate of about 75%. In addition, two Commissioners and a Director General were interviewed, using interview-guide. Data from the questionnaire were analyzed using descriptive and inferential analyses (p=0.05) while data from the interview were content- analyzed. Findings revealed that there was significant difference (p<0.003) between BSCO (IBP: = 7.20) and SPADEV (IBP: = 2.84) for criterion variables assessing the appraisal instruments. Furthermore, analysis of KII revealed BSCO appraisal method to be superior to SPADEV method of appraisal. The study concluded that evaluating employee performance from the Internal Business Process perspective (IBP) using the BSCO is more viable than SPADEV with consistently significant difference for all variables used in assessing the appraisal instruments. It is therefore clear from the study that there is a significantly positive effect of the Internal Business Process (IBP) perspective in BSCO as an alternative to SPADEV. It therefore recommended that the IBPP should be used in BSCO as an alternative performance appraisal instrument in the Lagos State Civil Service.

Application of Due Process in Recruitment and Selection of Personnel into the Federal Civil Service. Part 1

This study was conducted to investigate the constraint to the effective application of due process in the recruitment and selection of personnel into the federal civil service. Four objectives and four research questions guided the study. A sampling technique was used in carrying out the work. A total number of three hundred (300) respondents were used for the study. The instruments for data collection were a questionnaire and observation checklist. Three hundred (300) copies of the questionnaire were distributed to the staff of the Federal Civil Service Commission (FCSC), Abuja and two hundred and seventy-six (276) were returned representing a 92% return rate. The frequency table and Mean were the statistical measures employed for the data analysis. The findings revealed that there were no strategies or methods of recruitment and selection of staff into the federal civil service. However, the findings also revealed that practices such as political interference and corruption during recruitment and selection in federal civil service tend to undermine the principle of due process. Based on the findings, it was recommended that the federal civil service commission should formulate sound policies and practices that will minimize the degree of politicization and corruption in the recruitment and selection of staff into the federal civil service; make use of modern sources and techniques of recruitment and selection such as, E-recruitment process and Information Communication Technology (ICT)-based selection resources as their source of recruitment and selection; and develop strategies or methods that will result in the effective application of due process in their recruitment and selection exercises.

Design and Implementation of Web Based Recruitment Portal for Nigeria Civil Service Commission Abuja

Web based recruitment portal is a web-based application that monitors the recruitment process of any organization online. It has the features that allow the user to apply for a job online. When application is sent through the web portal, based on the requirement of the said job description, the portal screens the candidate and determines whether or not the applicant is qualified. If the applicant is not qualified, the portal rejects the application and returns feedback to the user, or else the applicant’s information will be sent to the portal’s database, where the administrator can access notify the applicant of the date of an interview. The web-based recruitment portal is or should be recommended for every organization in their personnel department because it will ease the stress of the personnel managers and as well help them to select the suitable people to suit the position. This web portal will be developed using Sublime Code Editor, XAMPP Server and scripting with PHP server technology. The database will be administered using MySQL. Keywords: Design, Implementation, Web Based Recruitment Portal, Nigeria Civil Service Commission, Abuja