Nigeria at 57: Debacle of manpower development

Nigeria is in its 57th years of nationhood yet to solidified and appropriately position the federal civil service to function optimally. Federal Civil Service in recent years has been bedeviled with several challenges in all facets of human development vis-a – vis to attain a well articulated policy that is desirous for a prosperous service delivery to the Nation was distanced . On assumption of office by the current Head of federal Civil Service of the Federation, Mrs Winifred Oyo Ita, series of reforms have been carried out to holistically reposition and transform the public service has not yielded the desired results in line with the expectations of Nigerians.
Regrettably, manpower training that supposed to be the nexus, backbone and the right of the federal civil service for political, and socio-economic development of the nations workforce became a story of the tortoise whose destiny is on the ground and unfortunately found itself on top of the tree. However, the Federal Civil Service has been variously described as the branch of government that is traditionally saddled with the responsibilities of unifying and galvanized support for all categories of cadres in government institutions for the day to day running of government policies programme and activities without which government cannot function effectively. Ultimately, these great men and women that constitutes the pillars of the organization and contributes enormously to the growth of the engine room of the efficiency and otherwise service satisfactions in the public service can no longer factored in other innovative skills for lack of training. This professional staff hitherto coordinates the effective functioning of the departments of government MDAs were dramatically reduced to a mere bench warmer, redundant and underdeveloped. On like in the good old day when staff of the Federal Civil Service are well motivated,, well trained and passionately proud and proactive to ensure that policies of government is well executed and implemented without recourse to unnecessary protocol . Painfully enough, all these characteristic of the Federal Civil Service in the past is now a shadow of its former self. Ironically left little or nothing to desired in character, moral transformation and other intrinsic features expected in a public organization to sharpened the output of the personnel was no longer tenable due to lack of regular training of staff development and government will to logically perfect this goal.
Suffice to state that the role of civil service as the instrument in the socio-political and economic development of the Nation cannot be overemphasized considering the strategic positions of the Nations workforce. The prevailing ideological, economic and political changes as well as the management strategies to drive the engine of the civil service culminating to the dwindled service delivery of the federal civil service in recent time. Sadly, the unhealthy policies against staff training has undoubtedly created dangerous gap in the realization of the much needed achievement of the establishment of the public service by the colonial masters with particular reference to the sacrosanct nature of human intellects for innovation. Unarguably, the institutional and capacity weakness of the civil service since 1999 is considered as one of the fundamental reasons why corruption and unethical practices in public offices became so pronounced and the order of the day among the high echelon of the federal civil service. It is therefore unfortunate that some professional in the civil service are not allowed to make the best use of their knowledge, experience and skills to turn things around in the civil service due to existing bureaucratic bottleneck and site tight syndrome. The lack of regular training among the MDAs is the major reasons why the much expected results cannot be achieved by the federal government. As the saying goes, ‘’you cannot give what you don’t have’’ Simply put, if the goal and objectives of manpower training designed by the federal government must be achieved there ought to be effective, proper and adequate policy framework to compel heads of MDAs to take proactive measures toward ensuring that manpower training and development of its staff is given a priority for optimal productivity and efficient output in service delivery at all time. The establishment of the federal civil service by the founding fathers had unmistakably devised enabling working mechanism in place since when the Nation Nigeria came to being to holistically catered for the manpower development of the government. The question now is ,the Nation is operating in E Governance for effective service delivery what is our levels of E- readiness to show our commitment? The parameter are, How many staff are trained on ICT? Out of the number of staff of the federal civil service how many of them assess to computer? How many offices have up to 24hrs uninterrupted internet facilities ? All the aforementioned factors are the militating hindrances for effective service delivery in the federal civil service. Today the wonderful ideas of these great nationalist has gradually drifted away. Often times,most MDAs can only recruit but never pondered on the most salient issues concerning staff training and development to further enrich and enhance on the skills and knowledge of the employees even though there are various institutions specifically designed to train and improve the efficiency of government workforce. As I said earlier, E-Governance is a challenge of th 21st Century. Every year government budget for personnel training but how many staff of the MDAs have benefitted from this height? It is on record that the establishment of ASCON by the federal government was specifically to train and develop the civil servants for efficient service delivery in line with global best practices . But today such wonderful initiative of the founding fathers is now a history and we ,re talking of effective service delivery. Similarly, the political component in the country have an established institution like the institutes for Legislative Studies that trained politicians, the Military has the National Defense College where senior Military Officers undergo manpower development training. According to analyst, it is only the civil service that is not making the maximum use of this institution for the betterment of the civil service for the much needed expectations of staff of the MDAs.
Furthermore, personnel in any organisation remained the most invaluable asset for growth and development. Training and re-training of staff are essential components of manpower development in any society aspiring for greatness. For government to function effectively and efficiently, the manpower training should be given the desired attention with a view to promote the nations economic growth and diversification across the country. Indeed, ideal and honest manpower training development will no doubt propel the engine of attitudinal change and moral re-orientation among the federal civil servants to deter them away from corruption. It is instructive to note that, while preaching the virtues of Change Begins with me ‘’ it must be followed with sincerity of purpose honest, genuine approach and total commitment to really effect true changes in the conscious and subconscious minds of the citizens through regular training workshop,confereces and manpower training and development across all MDAs. However, most of the training program embarked upon in the past have not really identified the rights candidates to participate and developed. It is either the slots is shared among the Godsons or daughters that have little or nothing to contributes to the success of such department in which the training program was designed or not announce at all. All these should be carefully looked into and honestly addressed. The ongoing political and economic restructuring in the country should as a matter of urgency incorporate all this in the agenda to once again reinvigorate and transform the federal civil service for a better and virile institution of the government. This is because since the civil service reorganization Decree of NO.43 of 1988, Nigerians looking forward to have effective federal civil service that is all encompassing. It is therefore not appropriate to reform the federal civil service without taking into cognizance the human elements.as the driving force. Personnel needs to be recognized and encourage for exceptional performance. That will further engender and motivate others to perform even better.
It is pertinent to mention that the present Head of civil service of the federal Winifred Oyo Ita has professionally distinguished herself in the discharge of duty to fatherland through various transformation agenda in the civil service. The introduction of Federal integrated Staff Housing [FISH]was one of her achievement even though majority of staff are yet to benefit from the project. Although, most Federal civil servants particularly at the state level are yet to benefit from this laudable projects. To this end, Mrs Oyo Ita still need more to be done with a view to carry every segment of the personnel along with the transformed and change agenda of the government. At 57 of Nationhood, the staff of the federal civil service should be talking of a well developed and transformed people oriented civil service to be reckoned with globally. Staff of the federal civil service were owned series of promotions allowances running into billions of naira yet to be settled. While battling with salary disparity among the Nations MDAs including different salary structures for civil servants working in the same country, going to the same market. All these anomalies should be corrected to improve efficiency of service. This disparities can be addressed through the harmonization of salary across the MDAs to avoid disorderliness in remuneration and allowances.
In conclusion, the transformation and efficiency of any institutions hinges squarely on the ability and commitment of government to holistically improved on human development through constant training and capacity building courses . Staff need to know how to perfect themselves to overcome the challenges ahead through regular interfaces with other institutions of learning. MDAs should organize regular training program and workshop for staff on a yearly bases with a view to widening and expose the horizon of staff to think positively at all time. Appropriate information dissemination on government policies program and activities should be made available to the Civil servants by their Chief Executive Officer to enable the staff contribute meaningfully to the socio economic development of the country. No body on earth without a gift of talents. But the process inherent in exploring this human talents towards translating into meaningful venture and results oriented values is the major impediment associated with most Chief executives officers in the country. The head of civil service has done a lots towards actualizing the dreams of the nations heroes past and should be commended on the achievements urging her to further re-strategize her efforts for a more purposeful and result oriented federal civil service that we can all be proud of as a nation.
God bless the Federal Republic of Nigeria.
Danjuma is head media and communication NOA Bauchi State directorate.

Danjumaabu143@gmail.com

Shaibu Danjuma