There has been a growing incidence of poverty in sub-Saharan Africa over the last two decades. Historically, it is a fact that women have not been seen as equal partners in growth and development process. Poverty has a gender dimension since women and men experience and react differently to its impact. Within the framework of social exclusion theory, the paper argued that there cannot be genuine sustainable development aimed at poverty alleviation, without mainstreaming women in all development structures and processes. The study established among others, that a lot of efforts have been made in poverty alleviation in Nigeria through poverty alleviation programs. However, the reality on ground indicates that despite these interventions, there is geometrical increase in the number of the poor both in rural and urban Nigeria. Therefore, there is need to intensify efforts in poverty alleviation programs, especially as regards to beneficiaries participation in decision making and implementation, human resource training and development and legal framework. Nigeria can adopt the template of Rapti Women Empowerment Project in Nepal. Sustainable poverty alleviation strategies should engage and empower men and more of women as actors and beneficiaries. It concludes that unless there are genuine, realistic and workable interventions to address the ugly situation, poverty will remain a vicious circle that could be inherited from one generation to the other in communities, families and the nation at large.
Every organization regardless of its size, product or service must recruit applicants to fill vacant positions. The efficiency and effectiveness of any work place whether the private or public sector largely depend on the calibre of the work force. Within the framework of bureaucratic theory, the paper examined recruitment policies in Nigerian federal civil service and its implication on employee performance with a view of determining the challenges facing poor employees performance and recruitment of competent and qualified candidates into the service. The primary question that was explored is whether there is a relationship between recruitment policies in the federal civil service and employees' performance. It established that, there is a significant relationship between recruitment policies and practices and employees performance in Nigerian federal civil service. The paper concludes that federal civil service is faced with poor recruitment policies and practices which have affected service delivery in service. Given the identified constraints, it recommends among others, that the current recruitment policy in the civil service that calls for uniform qualifications do not specify classification of degrees, diplomas and certificates should be modified to make provision on preference for candidates with outstanding results at all levels of education.
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