Staffing policies and processes in ordanian civil service system

Abstract

ABSTRACT STAFFING POLICIES AND PROCESSES IN JORDANIAN CIVIL SERVICE SYSTEM BY MOHAMAD M. TAAMNEH METU, PUBLIC ADMINISTRATION DEPARTMENT, 1991 Staffing is a major process in the field of public personnel administration which simply implies acquiring human resources, keeping them, developing their career and finally separate them when the time comes. A proper and sound staffing, we argue, is a Prerequisite for the development of an effective working force in any organization. A faulty staffing policy inflicts a permanent weakness and liability on the administration. It has been argued that if Jordanian Government is very serious in its endeavor to reform administration, fight against corruption and maintain honest administration, adopting sound staffing policies that depend on the merit system seems inevitable. In this study an attempt is made to measure the extent of compatibility between the actual implementation of the staffing policies and processes and the merit principles as observed by the public employees. Furthermore, attitudes of the respondents toward merit system and have been detected and measured. Six hypotheses have been developed to answer those research questions; whereas the seventh one has been developed to compare between the observed practices of merit principles and the attitudes toward them by the respondents. 11To test research hypotheses a written questionnaire has been distributed to a sample consists of two rank levels_j- the ^ personnel administrators plus the Heads of sub_ministries, and rank and file. The mean and percent technique is used to analyze the empirical data that pertain to the sex hypotheses. However, the chi square statistical technique is also used to detect the validity of the seventh hypothesis (i.e. comparison or significant relationship between practices and attitudes toward merit principles). The empirical findings revealed the followings: first, public personnel regime is suffering from a deficiency in `open competitive principle`; where both announcements and competitive examination are ignored to a large extent. Second, despite the relatively satisfied results in regard to equal treatments irrespective of place of birth, sex, religion and political loyalty, there are some serious deficiencies in regard to equality principle. Favoritism toward relatives and in a lesser commitment toward friends has been prevailed in `selection` process. However, findings have revealed that this preferential treatment toward relatives and friends have less impact in `promotion and other personnel practices`. Third, findings have indicated that public officials are not sufficiently secured; where rank and file reported that they are restricted in their appeal to administrative and judicial reviews against any unjust practices of administration. Fourth, (HI.c) has received a sufficient validation; where all variables related to neutrality principle showed an accepted support. IllFindings have supported the hypothesis H(2) ; where respondents showed a positive attitudes toward merit system Finally, in testing hypothesis H(3), findings showed that there is no compatibility or significant relationship between the observed practices of merit principles and the attitudes toward them. in other words, attitudes, have beii found more favorable than those of observed practices of merit system in regarding to staffing issues. iv