Employee Capacity Building and Organizations Performance in the Service Sector in Rivers State
CHAPTER ONE
Objective of the Study
The main objective of this study is to find out the influence of capacity building and employee performance in the Nigeria civil service, specifically the study intends to;
- Find out the influence of capacity building on civil servant performance
- Find out the challenges militating against capacity building in the Public sector
- What are the benefits and prospects of capacity building on organizational Performance
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Conceptual Framework
The conceptual framework of this research is geared towards having a proper understanding of the concept capacity building and also relate it to the concept development of manpower. Although both concepts could be used interchangeably, it is important to accentuate that the concept capacity building could be defined as “the existence of unskilled and/or skilled humans that need capacity building or re-capacity building to perform specific task in society” (Ekpo 2009). Thus, capacity building could be seen as organizational specific. This is because it is largely a function of organizational manpower need or job specification. That is, it could be viewed as the adaptation of the human resources available in the country to the needs, objectives and orientation of a given organization. Conversely, the concept development of manpower could be viewed as a concept which is generic because of its focus on turning out human resource that is needed for the development of the State (Drucker 2009). As a result, development of manpower views man as the most important asset in the society (Chalofsky and Reinhart 2008; Ekpo 2009; Drucker 2009; Muchinsky 2004).
CHAPTER THREE
RESEARCH METHODOLOGY
Research design
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study sought employee capacity building and organizations performance in the service sector
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in the analysis.
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain employee capacity building and organizations performance in the service sector in Rivers state.
In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of employee capacity building and organizations performance in the service sector
Summary
This study was on employee capacity building and organizations performance in the service sector in Rivers state. Three objectives were raised which included: Find out the influence of capacity building on civil servant performance, find out the challenges militating against capacity building in the Public sector and what are the benefits and prospects of capacity building on organizational Performance. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 civil servants. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made up HOD, directors, senior staffs and junior staffs were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
The adoption of Capacity building training in the service sector of the economy has positively impacted the sector. Analyses have revealed that the operating efficiency has improved greatly since the adoption of Capacity building training. In the parastatals on the other hand, adoption of Capacity building training has had an appreciable positive impact on the sector. Analysis revealed that adoption rate is very high in the areas of telephone facilities, word processing, fax and e-mail services. Other areas of application include information processing, data analysis and record keeping, especially for inventory control and accounting. The fear that adoption will lead to redundancy of staff was debunked by the analyses, which revealed that the adoption opened up training and employment opportunities for many employees in both sectors.
The physical facilities, that is, the gadgets and equipment have been installed, but the constant functioning of these facilities could not be taken for granted due to constant power outages, equipment breakdowns and poor maintenance culture. In other words the non-reliability of electric power has grave consequences on ICT’s full adoption to the level of its potential in the industrial and service sectors. Since the development of infrastructural facilities in Nigeria has always been the responsibility of the apex government, it is imperative therefore that government policy be directed at encouraging the reliability of electric power supply to avoid total collapse of energy sources in the country. Adequate technical capability in the area of manufacture and maintenance of ICT components is another area that must be of utmost interest to policy makers. Telecommunication facilities in many states in the country are poor or non-existent and where available, they are obsolete. These situations are skill prevalent, because the rates of Capacity building in these areas are equally poor and not taken seriously. It must also be noted that the present policy of upgrading and modernizing the existing telecommunication facilities will not lead to sustainable growth, unless backed with serious Capacity building effort. A situation where Capacity building is relegated to the background, and the desire to move along with the level of globalization, will only make the Capacity building training sector in Nigeria perpetually dependent on the developed world for survival
Recommendation
Education and training programmes to build up the base for human capital development and resources for long term investments. Government agencies and private sectors through their Human Resource department should map-out long term education and training programmes that are in line with the objectives of the organization and those that match employee’s abilities and skills that will enhance effective performance. Also, government should make it compulsory for civil servants to undergo relevant training programmes especially in the senior cadre before being promoted to the next level. Fiscal policies, performance level and quality of products to meet international standard. Government policies: have been found to act as catalysts in the adoption of information and communication technology in Nigeria.
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