Administrative Challenges and Practices of Civil Service Reform Implementation: The Case of Haro Limu District in Oromia Region

Lelisa Kebede Tolera

doi:doi:10.11648/j.hss.20210906.16

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Administrative Challenges and Practices of Civil Service Reform Implementation: The Case of Haro Limu District in Oromia Region

Lelisa Kebede Tolera

Published in Humanities and Social Sciences (Volume 9, Issue 6)

Received: 15 October 2021 Accepted: 11 November 2021 Published: 24 November 2021

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Abstract

Civil service reform is wide ranging areas of public administration adopted by developed and developing countries. This is due to ever increasing change in economic, social, political, and technological environment has demanded more efficient and effective management systems However, the implementation process of the reform tends to became complex because of various institutional challenges. The main objective of this study is to examine administrative challenges in the implementation of civil service reform in Haro Limu District. In order to achieve this objective, descriptive research design and combination of quantitative and qualitative research approach was employed. In this study, the researcher used both primary and secondary sources of data. Primary data were gathered through questionnaire, interview and focus group discussion while secondary data were gathered from books, journals, articles both published and unpublished and official documents from Haro Limu District. Questionnaires were distributed and administered by the researcher with the help of enumerators. Structured questionnaires were filled by the sample respondents from five selected civil service sectors. Interviews were conducted with five management officials from five selected public offices to attain profound information. Similarly, FGD was conducted with employees selected purposively from civil service sectors. Data collected from different sources were analyzed and interpreted through quantitative and qualitative techniques. The finding of the study identified some interrelated administrative challenges in the implementation of CSR in the study area. These are low commitment and competency of management officials and employees; lack of accountability and professionalism; low recognition of reform standards; lack of fair selection, evaluation and promotion of employees; lack of advanced measurement standards; lack of adequate training, lack of incentives and rewards for good performers and lack of regular supervision and monitoring. Based on the identified problems, the following possible recommendations were provided. Strengthening capacity building, enhancing the cooperation between management officials and employees, ensuring accountability of management officials and employees, enhancing human resource management, allocating adequate budget, promoting effective communication between public sectors and strengthening regular supervision and monitoring for the effective implementation of civil service reform in the study area.

Published in	Humanities and Social Sciences (Volume 9, Issue 6)
DOI	10.11648/j.hss.20210906.16
Page(s)	251-257
Creative Commons	This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.
Copyright	Copyright © The Author(s), 2021. Published by Science Publishing Group

Keywords

Civil Service Reform, Implementation, Administrative Challenges and Practices

References

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[2]	Emmanuel Lukumai. C, 2006. The Implementation of Civil Service Reforms in Tanzania, from 1991-2000: University of Bergen, Norway, Master’s Thesis June 2006. Unpublished.
[3]	Rahman. A. T. Rafiqur, 2001. Reforming the Civil Service for Government Performance: A Partnership Perspective, Dhaka: The University Press.
[4]	Paulos, C. (2001). The challenges of the civil service reform in Ethiopia: Initial observations. East Africa Social Science Research Review, XVII, (pp. 79-103).
[5]	Abeje Tafere and E. A. Narayana, 2015. Civil Service in Amhara National Regional State, Ethiopia; Public Policy and Administration Research; Vol. 5, No. 2, 2015 (pp. 51-58).
[6]	Gebre Miruts and Melesse Asfaw, 2014. The Implementation of Civil Service Reforms in Ethiopia: The Promise for Civil Service De-Politicization of Tigray National Regional State. Developing Country Studies Vol. 4, No. 7 (pp. 91-105).
[7]	C. R Kothari 2004. Research Methodology; Methods and Techniques, New Age International (P) Ltd., Publishers.
[8]	J. W. Creswell, V. L. Plano Clark, 2007. Designing and Conducting Mixed Methods Research. Sage Publication University of Nebraska Lincoln, New Delhi, India, 2007.
[9]	Rainey, H. G., & Steinbauer, P. 1999. Galloping elephants: Developing elements of a theory of effective government organization. Journal of Public Administration Research and Theory.
[10]	Kassahun Yirga, 2010. Assessment of the Prevalence of Good Governance in the Public Sector: the Case of Public Institutions in Debre Birhan Town. May, 2010 Mekelle (MA thesis unpublished).
[11]	Libanos, et al. 2014. The Implementation of Recruitment and Selection in Civil Service Institutions of Oromia National Regional State, Ethiopia, Journal of Environment and Earth Science Vol. 4, No. 13, 2014 (pp. 61-67).
[12]	Jungin Kim 2013. Factors Influencing Human Resource Professionals’ Perceptions of the Effectiveness of Civil Service Reform in Six U.S. State Governments; The Korean Journal of Policy Studies, Vol. 28, No. 1 (2013).
[13]	M. Satish, 2004. Civil Service Reforms Centre for Good Governance, Hyderabad November 2004.
[14]	Federal Democratic Republic of Ethiopia Civil Servants Proclamation No. 515/2007.
[15]	Dalita Balassanian, 2006. Incentive Systems: Incentives, Motivation and Development Performance a UNDP Capacity Development Resource Capacity Development Group Bureau for Development Policy United Nations Development Programme November 2006. Conference paper #8 working draft, November.
[16]	Ministry of civil service, 2013. The civil service program in Ethiopia, April 2013, Addis Ababa.
[17]	Ibitoye A. Dickson, et al, 2014. Training and Manpower Development in Public Research and Development Organizations: International Journal of Academic Research in Management (IJARM) Vol. 3, No. 3, 2014, Page: 257-275, ISSN: 2296-1747 Helvetic Editions LTD, Switzerland. www.elvedit.com
[18]	Mengistu Zeleke, 2014. The practice and problem of human resource development and training at vision Ethiopia; congress for democracy training institution June 2014.

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Lelisa Kebede Tolera. (2021). Administrative Challenges and Practices of Civil Service Reform Implementation: The Case of Haro Limu District in Oromia Region. Humanities and Social Sciences, 9(6), 251-257. https://doi.org/10.11648/j.hss.20210906.16

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Lelisa Kebede Tolera. Administrative Challenges and Practices of Civil Service Reform Implementation: The Case of Haro Limu District in Oromia Region. Humanit. Soc. Sci. 2021, 9(6), 251-257. doi: 10.11648/j.hss.20210906.16

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AMA Style

Lelisa Kebede Tolera. Administrative Challenges and Practices of Civil Service Reform Implementation: The Case of Haro Limu District in Oromia Region. Humanit Soc Sci. 2021;9(6):251-257. doi: 10.11648/j.hss.20210906.16

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@article{10.11648/j.hss.20210906.16,
  author = {Lelisa Kebede Tolera},
  title = {Administrative Challenges and Practices of Civil Service Reform Implementation: The Case of Haro Limu District in Oromia Region},
  journal = {Humanities and Social Sciences},
  volume = {9},
  number = {6},
  pages = {251-257},
  doi = {10.11648/j.hss.20210906.16},
  url = {https://doi.org/10.11648/j.hss.20210906.16},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.hss.20210906.16},
  abstract = {Civil service reform is wide ranging areas of public administration adopted by developed and developing countries. This is due to ever increasing change in economic, social, political, and technological environment has demanded more efficient and effective management systems However, the implementation process of the reform tends to became complex because of various institutional challenges. The main objective of this study is to examine administrative challenges in the implementation of civil service reform in Haro Limu District. In order to achieve this objective, descriptive research design and combination of quantitative and qualitative research approach was employed. In this study, the researcher used both primary and secondary sources of data. Primary data were gathered through questionnaire, interview and focus group discussion while secondary data were gathered from books, journals, articles both published and unpublished and official documents from Haro Limu District. Questionnaires were distributed and administered by the researcher with the help of enumerators. Structured questionnaires were filled by the sample respondents from five selected civil service sectors. Interviews were conducted with five management officials from five selected public offices to attain profound information. Similarly, FGD was conducted with employees selected purposively from civil service sectors. Data collected from different sources were analyzed and interpreted through quantitative and qualitative techniques. The finding of the study identified some interrelated administrative challenges in the implementation of CSR in the study area. These are low commitment and competency of management officials and employees; lack of accountability and professionalism; low recognition of reform standards; lack of fair selection, evaluation and promotion of employees; lack of advanced measurement standards; lack of adequate training, lack of incentives and rewards for good performers and lack of regular supervision and monitoring. Based on the identified problems, the following possible recommendations were provided. Strengthening capacity building, enhancing the cooperation between management officials and employees, ensuring accountability of management officials and employees, enhancing human resource management, allocating adequate budget, promoting effective communication between public sectors and strengthening regular supervision and monitoring for the effective implementation of civil service reform in the study area.},
 year = {2021}
}

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TY  - JOUR
T1  - Administrative Challenges and Practices of Civil Service Reform Implementation: The Case of Haro Limu District in Oromia Region
AU  - Lelisa Kebede Tolera
Y1  - 2021/11/24
PY  - 2021
N1  - https://doi.org/10.11648/j.hss.20210906.16
DO  - 10.11648/j.hss.20210906.16
T2  - Humanities and Social Sciences
JF  - Humanities and Social Sciences
JO  - Humanities and Social Sciences
SP  - 251
EP  - 257
PB  - Science Publishing Group
SN  - 2330-8184
UR  - https://doi.org/10.11648/j.hss.20210906.16
AB  - Civil service reform is wide ranging areas of public administration adopted by developed and developing countries. This is due to ever increasing change in economic, social, political, and technological environment has demanded more efficient and effective management systems However, the implementation process of the reform tends to became complex because of various institutional challenges. The main objective of this study is to examine administrative challenges in the implementation of civil service reform in Haro Limu District. In order to achieve this objective, descriptive research design and combination of quantitative and qualitative research approach was employed. In this study, the researcher used both primary and secondary sources of data. Primary data were gathered through questionnaire, interview and focus group discussion while secondary data were gathered from books, journals, articles both published and unpublished and official documents from Haro Limu District. Questionnaires were distributed and administered by the researcher with the help of enumerators. Structured questionnaires were filled by the sample respondents from five selected civil service sectors. Interviews were conducted with five management officials from five selected public offices to attain profound information. Similarly, FGD was conducted with employees selected purposively from civil service sectors. Data collected from different sources were analyzed and interpreted through quantitative and qualitative techniques. The finding of the study identified some interrelated administrative challenges in the implementation of CSR in the study area. These are low commitment and competency of management officials and employees; lack of accountability and professionalism; low recognition of reform standards; lack of fair selection, evaluation and promotion of employees; lack of advanced measurement standards; lack of adequate training, lack of incentives and rewards for good performers and lack of regular supervision and monitoring. Based on the identified problems, the following possible recommendations were provided. Strengthening capacity building, enhancing the cooperation between management officials and employees, ensuring accountability of management officials and employees, enhancing human resource management, allocating adequate budget, promoting effective communication between public sectors and strengthening regular supervision and monitoring for the effective implementation of civil service reform in the study area.
VL  - 9
IS  - 6
ER  -

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Author Information

Lelisa Kebede Tolera

Department of Civics and Ethical Studies, College of Social Science and Humanities, Mettu University, Mettu, Ethiopia

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APA Style

Lelisa Kebede Tolera. (2021). Administrative Challenges and Practices of Civil Service Reform Implementation: The Case of Haro Limu District in Oromia Region. Humanities and Social Sciences, 9(6), 251-257. https://doi.org/10.11648/j.hss.20210906.16

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ACS Style

Lelisa Kebede Tolera. Administrative Challenges and Practices of Civil Service Reform Implementation: The Case of Haro Limu District in Oromia Region. Humanit. Soc. Sci. 2021, 9(6), 251-257. doi: 10.11648/j.hss.20210906.16

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AMA Style

Lelisa Kebede Tolera. Administrative Challenges and Practices of Civil Service Reform Implementation: The Case of Haro Limu District in Oromia Region. Humanit Soc Sci. 2021;9(6):251-257. doi: 10.11648/j.hss.20210906.16

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@article{10.11648/j.hss.20210906.16,
  author = {Lelisa Kebede Tolera},
  title = {Administrative Challenges and Practices of Civil Service Reform Implementation: The Case of Haro Limu District in Oromia Region},
  journal = {Humanities and Social Sciences},
  volume = {9},
  number = {6},
  pages = {251-257},
  doi = {10.11648/j.hss.20210906.16},
  url = {https://doi.org/10.11648/j.hss.20210906.16},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.hss.20210906.16},
  abstract = {Civil service reform is wide ranging areas of public administration adopted by developed and developing countries. This is due to ever increasing change in economic, social, political, and technological environment has demanded more efficient and effective management systems However, the implementation process of the reform tends to became complex because of various institutional challenges. The main objective of this study is to examine administrative challenges in the implementation of civil service reform in Haro Limu District. In order to achieve this objective, descriptive research design and combination of quantitative and qualitative research approach was employed. In this study, the researcher used both primary and secondary sources of data. Primary data were gathered through questionnaire, interview and focus group discussion while secondary data were gathered from books, journals, articles both published and unpublished and official documents from Haro Limu District. Questionnaires were distributed and administered by the researcher with the help of enumerators. Structured questionnaires were filled by the sample respondents from five selected civil service sectors. Interviews were conducted with five management officials from five selected public offices to attain profound information. Similarly, FGD was conducted with employees selected purposively from civil service sectors. Data collected from different sources were analyzed and interpreted through quantitative and qualitative techniques. The finding of the study identified some interrelated administrative challenges in the implementation of CSR in the study area. These are low commitment and competency of management officials and employees; lack of accountability and professionalism; low recognition of reform standards; lack of fair selection, evaluation and promotion of employees; lack of advanced measurement standards; lack of adequate training, lack of incentives and rewards for good performers and lack of regular supervision and monitoring. Based on the identified problems, the following possible recommendations were provided. Strengthening capacity building, enhancing the cooperation between management officials and employees, ensuring accountability of management officials and employees, enhancing human resource management, allocating adequate budget, promoting effective communication between public sectors and strengthening regular supervision and monitoring for the effective implementation of civil service reform in the study area.},
 year = {2021}
}

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TY  - JOUR
T1  - Administrative Challenges and Practices of Civil Service Reform Implementation: The Case of Haro Limu District in Oromia Region
AU  - Lelisa Kebede Tolera
Y1  - 2021/11/24
PY  - 2021
N1  - https://doi.org/10.11648/j.hss.20210906.16
DO  - 10.11648/j.hss.20210906.16
T2  - Humanities and Social Sciences
JF  - Humanities and Social Sciences
JO  - Humanities and Social Sciences
SP  - 251
EP  - 257
PB  - Science Publishing Group
SN  - 2330-8184
UR  - https://doi.org/10.11648/j.hss.20210906.16
AB  - Civil service reform is wide ranging areas of public administration adopted by developed and developing countries. This is due to ever increasing change in economic, social, political, and technological environment has demanded more efficient and effective management systems However, the implementation process of the reform tends to became complex because of various institutional challenges. The main objective of this study is to examine administrative challenges in the implementation of civil service reform in Haro Limu District. In order to achieve this objective, descriptive research design and combination of quantitative and qualitative research approach was employed. In this study, the researcher used both primary and secondary sources of data. Primary data were gathered through questionnaire, interview and focus group discussion while secondary data were gathered from books, journals, articles both published and unpublished and official documents from Haro Limu District. Questionnaires were distributed and administered by the researcher with the help of enumerators. Structured questionnaires were filled by the sample respondents from five selected civil service sectors. Interviews were conducted with five management officials from five selected public offices to attain profound information. Similarly, FGD was conducted with employees selected purposively from civil service sectors. Data collected from different sources were analyzed and interpreted through quantitative and qualitative techniques. The finding of the study identified some interrelated administrative challenges in the implementation of CSR in the study area. These are low commitment and competency of management officials and employees; lack of accountability and professionalism; low recognition of reform standards; lack of fair selection, evaluation and promotion of employees; lack of advanced measurement standards; lack of adequate training, lack of incentives and rewards for good performers and lack of regular supervision and monitoring. Based on the identified problems, the following possible recommendations were provided. Strengthening capacity building, enhancing the cooperation between management officials and employees, ensuring accountability of management officials and employees, enhancing human resource management, allocating adequate budget, promoting effective communication between public sectors and strengthening regular supervision and monitoring for the effective implementation of civil service reform in the study area.
VL  - 9
IS  - 6
ER  -

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