The Human Resource Division plays a pivotal role in shaping the workforce at the University of Jos. At the heart of the Human Resource Division’s mandate is the recruitment of qualified personnel and the promotion of deserving staff – this is made possible by the Staff Training and Development Department which is an integral arm of the Human Resource Division within the Registry.
Working hand in hand, they both ensure that the university’s mission to nurture a skilled, efficient, and motivated workforce is achieved. These units work collaboratively to ensure that staff are not only recruited and promoted based on merit but are also equipped with the skills and qualifications necessary to excel.
In an insightful interview with the Senior Deputy Registrar of the Senior Staff Establishment, Mr. Ishaya Daben, and the Administrative Officer, Mr. Kenneth Dabang, a deeper understanding of the various responsibilities and initiatives of the division were explored, shedding light on its comprehensive mandate.
According to Mr. Ishaya, the division is responsible for critical functions such as staff recruitment, promotions, and professional development. These efforts ensure that the university maintains a highly skilled and motivated workforce, contributing to its reputation as a center of academic excellence.
Mr. Ishaya spoke about the recruitment and appointment process, “The recruitment process in the University of Jos is thorough and structured.”
He explained that available opportunities are advertised through newspapers to attract interested and qualified applicants. They are required to have solid and up-to-date CVs in order to meet the necessary qualifications for the roles they apply for. He also stated that the Vice Chancellor Prof. Ishaya Tanko offers temporary appointments which last a year.
“If after a year, the staff are qualified for the position, a permanent appointment can be given to them,” the Senior Deputy Registrar explained.
This approach allows the University to assess the performance and suitability of individuals before offering them permanent positions. He also stated that the Vice Chancellor is responsible for appointment of staff, ensuring that only the most competent individuals are selected to join the University’s workforce.
The Senior Deputy Registrar, Mr. Ishaya, also spoke about the University carrying out professional growth opportunities to motivate hardworking staff. He stated that various training programs are organized within the institution, benefiting not only the University’s employees but also staff from other institutions who are sent to the University of Jos for development. He further emphasized on the importance of advancing one’s qualification.
Staff are encouraged to upgrade their academic credentials from a first degree to higher degrees like a Masters’ and even further. This emphasis on higher education ensures that the university remains competitive, as individuals with advanced qualifications are prioritized during recruitment and promotion processes.
He also explained the role finances play in the Human Resource Division’s operation, supporting the repair of infrastructures and addressing departmental needs. Finances ensure that both the staff and the facilities within the University are well equipped to meet academic and administrative demands.
Furthermore, Mr. Dabang, The Administrative Officer, stated that promotions are performance-based and occur every three years. Training And Development Giving a brief history of how the Staff Training and Development Division came about, Mr. Thomas Daniel, Deputy Registrar for Staff Training and Development, explained that, in compliance with the Federal Government’s policy directives on Human Resource Development and the quest by the University of Jos Management to provide a formidable, all-embracing and focused approach to issues of Human Resource Development, the Secretariat of Academic Policy Research and Publication Committee (APR & PC) which was housed in the Senior Staff Establishment was upgraded to Staff Training and Development Division in 2001. Since then, the process of skill upgrading and capacity building through academic training, conferences, seminars and workshops has received due attention.
He further highlighted that the Staff Training and Development Division had to continue with the functions of APR & PC in terms of Training leave, Study Leave, Research Leave, Special Leave, Sabbatical Leave, Seminars, Workshop and Conferences – stating that the sponsorships of Training leave, Study Leave, Postdoctoral Fellowship, Research leave, Special Leave, Conferences, Seminars and Workshops are done by the University of Jos and Tetfund Intervention.
The Tetfund Intervention takes care of overseas programmes (internationally) while the University handles those that are locally organised. Over the years, the Tetfund has graciously extended its sponsorship to academic training programmes that are studied within Nigeria in its 2016/2017 Intervention.
Mrs. Cynthia Falum, Administrative Officer 1, shared her personal experience with the program. A workshop hosted by the Association of Nigerian University Professional Administrators (ANUPA) boosted her confidence and interpersonal skills.
“It allowed me to interact with people at higher professional levels, which was a game-changer for my career,” she said.
However, she also highlighted the department’s struggles with manpower and funding, emphasizing the need for improved management support.
Mrs. Ruth Tokkitda, Confidential Secretary, shed light on the nomination process for training and development programs. Staff members apply through their departments, and nominations are made either randomly or based on recommendations from their Heads of Department. This approach aims to ensure fairness and inclusivity in access to opportunities.
Mrs. Rotina, Executive Officer of the department, proudly outlined its achievements, including the successful training and career development of numerous staff members. She displayed theses and dissertations of staff who had benefited from long-term development programs as evidence of the department’s impact. Despite these successes, she echoed the call for additional manpower and modern equipment to streamline operations and enhance efficiency.
Both the Human Resource Division and the Staff Training and Development Department face common challenges – Limited manpower strains their ability to meet increasing demands, while inadequate funding restricts their scope of operations. Essential tools like laptops, printers, and photocopiers remain scarce, affecting productivity.
Mr. Kenneth Dabang, Administrative Officer for Senior Staff Establishment, lamented the heavy workload caused by limited manpower.
“The workload is enormous, and manpower is limited,” he explained.
He also called attention to the issue of poor staff remuneration, urging the university management to address these issues promptly; “We are pleading with the management to address these challenges, particularly in terms of staff payments,” he said.
Another significant challenge is the lack of adequate equipment. Essential tools like laptops, printers, and photocopiers are in short supply, making it difficult for staff to carry out their duties effectively. “The division does not have enough equipment to make our jobs easier,” he added.
In addition, Mr. Thomas Daniel, Deputy Registrar for Staff Training and Development raised concerns regarding funding shortages limiting the department’s capacity to sponsor staff for overseas training, while inadequate data management makes it difficult to track beneficiaries’ contributions post-training; “We lose valuable data on those who have already benefited, making it hard to track their contributions,” Mr. Daniel admitted.
The Staff Training and Development Department has achieved remarkable milestones, empowering staff and fostering growth within the University of Jos.
However, addressing its challenges—ranging from funding shortages to a lack of manpower and equipment—is crucial for its sustained success. As Mr. Daniel aptly stated, “With adequate resources, we can train more staff and make a lasting impact on the university’s future.”
The Department remains committed to its vision, striving to equip staff with the skills and knowledge needed to excel, while urging stakeholders to invest in the resources that will allow it to fulfill its mandate more effectively.
As the University grows, so also must its investment in the Human Resource Division, ensuring that it remains equipped to manage the complexities of modern academia. This balance between achievements and challenges highlights the importance of continued support for this critical arm of the institution.
Pictorial Excerpts
Reports and Photos by Reuben Jecinta Kumleng (Human Resource Division Correspondent) (5/5)
Edited by Israel Fakwagh Ciboh
