Capacity Building and Employee Performance in Civil Service of Nigeria
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).
Tools for Capacity building in Organizations
The tools and methods for capacity building in organizations differs, and it is largely determined by the objectives of organizations, the idiosyncrasy of management staff or the chief executive, the organizational policy, as well as the organizational environment to mention a few. Thus, it is a common feature to see methods for capacity building varying from one organization to the other, just as a given organization can be tailored at adopting different methods at different times or a combination of techniques at the same time. Capacity building and development improves employee abilities to perform the tasks required by an organization. It, according to Graham (2005), has the important dual function of utilization and motivation. Organization, have a stake in developing the careers of their employees so that the employees can be retained while their performance becomes more effective and efficient. Walker(2006) opined that “in the 2004s and beyond, organization will invest more, not less in efforts to retain, train and develop talent.” Capacity building and develop is a tool employed by organization to equip their workforce to the accomplishment of set goals and objectives. The internal structure of an organization is made up of socio-technical arrangements which are deliberately designed to achieve the objectives of that organization by doing the right thing at the right time and in the right measure. Capacity building and development in FRSC therefore focuses on the objective of equipping the personnel in the service from the point of their recruitment to that of retirement, so that manpower be kept constantly ready not only to provide improved living conditions for Nigerians, but also set the machinery for achieving accelerated growth and development within the country. Capacity building and development is essential to the existence and survival of organization. Olowu (2005) supports this school of thought as he points that human resources capacity building and development enables civil servants (employees) to acquire the relevant professional skills and knowledge for effective performance. It was drucker (2006), who said that a good organizational structure itself does not guarantee good performance. It ishuman resource capacity building and development that equips civil servants with the relevant professional skills and knowledge that brings about effective and efficient performance. This position is further supported by pye (2008) when she opined that “when steps are to be taken to improve the quality of employees and overall organizational performance, attention naturally turns to the process of capacity building, education and development of employees”. According to foot and hook (2009), human capacity building and development is a planned process to modify attitudes, knowledge and skills or behavior through learning experience to achieve effective performance in an activity or range of activities. Its purpose in a work situation is to develop the activities of the individual and to satisfy the current and future needs of the organization. Human resource capacity building and development according to walker (2006) is specifically about providing a range of learning experience in a work situation. Critically speaking, human resource capacity building and development seem to have never been the priority of the civil service in Nigeria. Omale(2006) observed that in almost all senior positions, if one is recruited with required educational qualification, no capacity building and development was carried out on him. Experience on the job now becomes the only criteria for the worker to reach the top of his career ladder. Yet, the jobs an officer does from one grade level to the other according to omale(2006):
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitutes of individuals or elements that are homogeneous in description.
This study was carried to examine Capacity Building and Employee Performance in Civil Service of Nigeria. Rivers state civil service commission forms the population of the study.
SAMPLE SIZE DETERMINATION
A study sample is simply a systematic selected part of a population that infers its result on the population. In essence, it is that part of a whole that represents the whole and its members share characteristics in like similitude (Udoyen, 2019). In this study, the researcher adopted the convenient sampling method to determine the sample size.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain Capacity Building and Employee Performance in Civil Service of Nigeria. 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 Capacity Building and Employee Performance in Civil Service of Nigeria
Summary
This study was on Capacity Building and Employee Performance in Civil Service of Nigeria. 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. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from Rivers state civil service commission. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
The study has particularly provided empirical evidence that indeed the adoption of Capacity building training in the Nigerian public sector is beneficial, going by what the analyzed data collected in the Rivers state civil service commission have revealed, 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
Recommendation
- The government should make a policy that will encourage continuous staff training and development of its workers so that all the potentials of employees can be harnessed.
- Since lack of training, insufficient funds and lack of modern technologies are the major factors militating against capacity building and employee productivity in the Rivers State civil service commission as well as other stakeholders should endeavor that training and development of workers are always encouraged, funds made available to organizations for the training of their staff and also, modern technologies should be brought in to replace the old and obsolete ones as these will help to solve the malaise of untrained staff.
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