Abstract
Service delivery in the Nigerian Civil Service has long been a subject of public concern due to persistent challenges such as inefficiency, delays, corruption, and low employee productivity. This study investigates the role of Human Resource Management (HRM) in enhancing service delivery within the Nigerian civil service. It examines how key HRM practices including recruitment and selection, training and development, performance management, compensation, and employee relations influence the effectiveness, accountability, and responsiveness of public institutions. Using a descriptive and analytical approach, the study draws on secondary data from government reports, policy documents, and scholarly literature, alongside primary insights from civil servants across selected ministries, departments, and agencies (MDAs). The findings reveal that weak merit-based recruitment systems, inadequate staff training, poor performance appraisal mechanisms, and ineffective reward structures significantly hinder optimal service delivery. Conversely, institutions that adopt transparent recruitment processes, continuous capacity building, performance-driven evaluation systems, and fair incentive structures demonstrate improved employee commitment, efficiency, and public service outcomes. The study concludes that effective HRM is a critical driver of public sector performance and sustainable governance. It emphasizes that strengthening HR policies, institutionalizing meritocracy, leveraging digital HR systems, and promoting accountability in workforce management are essential for improving service delivery in Nigeria. The paper recommends comprehensive HRM reforms as a strategic pathway to building a more professional, citizen-focused, and results-oriented civil service.