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The purpose of the paper is to examine how development of social entrepreneurship can redress the abnormalities associated with economic growth and development paradox. This is because rapid economic growth and various experiments with activist government have not been sufficient to lift a huge portion of the world population, particularly those of less developed countries (LDCs) out of poverty. EX-post facto research was adopted for the study involving review of economic growth and development plans of the country from independence to date, and a comparative analysis of select oil producing countries and Asian countries socio-economic indices. These select countries were decades back rated at par with Nigeria, but today have left the country behind. Data were presented on tables and simple percentage (%) used for simplified comparison and inferences. Results shows poor social-economic indices for the country over the past decades compared to other select countries. It was therefore concluded that articulation of policies that can impact on the well-being of the populace should integrate socialentrepreneurship programmes and policies to promote self-reliance and productive activities at individual and community-levels so that their attendant chain-effects can revamp the economy and restore human dignity.

Nurturing talented workforce is becoming of increasing importance to both public and private sector organizations, as it is easier for an organization with a talented and well-managed workforce to achieve its short and long term aims and objectives than an organization without it. The thrust of this study is to examine the effects of talent management on performance in the public sector, using the resource-based theory (RBT) that clearly states how a valuable, non-substitutable, rare and difficult to imitate employee adds to the competitive advantage of an organization. This kind of employee helps position the organization for short and long-term successes. The survey design was used and data were analyzed using both descriptive and inferential statistics. The stated hypotheses were tested using Pearson Moment Correlation Coefficient. Findings revealed that adequate talent management strategy is needed to enhance performance in public sector organizations as it will help in the maintenance of core competencies, employees’ retention, commitment, increase productivity, as well as lower recruitment costs. The study concludes that no matter the quality and quantity of resources spent on skills sharpening, career support, innovation, training, etc. if adequate strategies are not developed to manage talents within an organization, more resources will be spent on talent acquisition regularly without corresponding results. The study recommends that the process of having a talented workforce should begin from the acquisition (hiring) stage and should flow through the compensation and retention stages. Thus, public organizations should, at all times, identify areas that talent replacements are needed at present, as well as develop the skills and competencies of the employees to take up leadership roles in the future or when the need arises. With this, the organization will have suitable hands to fill in top managerial positions when a senior staff retires, dies, or whenever the need arises.

Public service delivery is an effort to provide the much-expected value for customers or clients by a government-funded organization through the activities, relationship, or interaction between its employees and the people. Public service organizations in Lagos State cannot deliver effective and efficient services without adequate Human Capital Development. This study seeks to examine the relationship between human capital development and public service delivery in Lagos with emphasis on training, performance appraisal, and job enrichment programs; through the lens of human relations theory as popularised by Elton Mayo. The survey research design was used in this study, and data were analyzed using Pearson Moment Coefficient Correlation (through SPSS) at 0.05 level of significance. Findings in this study reveal that efficient service delivery in Lagos State public service organizations, which is supposed to be a function of proper human capital development, has been on a dwindling mode and for more than three decades now, the Lagos State public service organizations have not overcome the challenge of rendering epileptic services to the public. This study concludes that more attention should be paid to the development of human capital in Lagos State public sector for efficient and effective service delivery. It recommends regular training and performance appraisal for the employees in Lagos PSO.

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Process reengineering (PR) is a newly introduced approach to process management; it pays close attention to all the processes that are related to the achievement of organizational objectives. Although originally developed for and applied in the private sector, PR is expected to constitute a handy tool for the transformation of work processes in public sector organizations (PSOs), especially in this era of information and communications technology. This paper x-rays PR in African public sector organizations (APSOs) with an emphasis on lessons to be learnt from the private sector. This paper adopts a descriptive approach, to validate and modify extant theoretical models that are relevant in explaining PR in APSOs. The paper observes that APSOs, unlike the private sector organizations (PrSOs), PSOs have failed in the adoption of PR as well as carrying out logically related tasks in such a way that well-defined results are achieved. It reveals further that poor PR in APSOs has been a clog in the wheel of achieving high performance, efficient service delivery, public satisfaction, efficient management of resources, and sustainable development in Africa. This paper concludes that APSOs can fully adopt PR if they cut down on excessive bureaucracy and learn more from the private sector in terms of readiness and adaptability to environmental changes and transformation as advocated by the contingency theory (CT). The paper recommends, amongst others, that there should be the availability of information technology (IT) infrastructure and the willingness on the part of government representatives to deploy new technologies through adequate support for information technology companies and the prioritization of IT application's needs for high system automation. Managers of APSOs should be given the power to effect changes when the need arises, without any form of influence. Also, there should be concerns about the future of PSOs, and citizens who are clients thereof should be held in high esteem and not to be treated as ‘people in need of favour’. Finally, APSOs should embrace radical changes associated with PR especially by ensuring that promotions are based on merit and not on seniority alone.

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