THE IMPACT OF HUMAN CAPITAL
DEVELOPMENT ON EMPLOYEES PERFORMANCE IN THE NIGERIA PUBLIC SECTOR: A CASE STUDY
OF FEDERAL MINISTRY OF INTERIOR
ABSTRACT
The study titled “Impact of Human
Capital Development on Employees Performance in Public Sector a case study of
the Federal Ministry of Interior’’ is to identify some training and development
programmes with a view to advice the Ministry on which one to adopt in accomplishing
its objectives. Human Capital Development is pivot to personnel utilization,
retention, motivation and productivity in organizations. Many employees in organizations
have failed because their needs for development was not identified and provided
for as an indispensable part of management function. The situation has now been
made worse by, the problem of improper selection of resource persons; problem of
transfer of learning, high cost of development programmes; vague objectives of
development; improper planning; lack of positive reinforcement; and inability
to evaluate development outcomes. In an effort to provide solution to these
problems above, it was discovered that many organizations including the Federal
Ministry of Interior have employees with ability and determination, matched
with appropriate equipment and managerial support, yet productivity falls below
the expected standard. This research project work, therefore, looks at the
challenges facing pooling system and operational performance. To achieve the
objective, the research adopts survey design and questionnaires were used as instrument
for the collection of data from a population of 230 respondents. Only 100
questionnaires were returned out off the 230 questionnaires. Analysis was done
using simple percentage methods of data analysis for the research questions,
while the hypotheses were analyzed using the chi-square statistical analytical
technique. The finding indicated that: human capital development can lead to
increase performance in the Federal Ministry of Interior. The study recommends
stronger leadership, institutions, and collective resolution to train,
re-trains, retained, and developed it work force. The government must take
proactive in area of development, growth, progress, decency, and stability in
the civil service pooling system and operational policies.
TABLE OF CONTENTS
Title page
Certification
Dedication
Acknowledgement
Abstract
Table of content
List of figure
CHAPTER ONE: INTRODUCTION
1.1
Background to the study
1.2
Statement of Research Problem
1.3
Objectives of the study
1.4
Research Questions
1.5
Statement of Hypothesis
1.6
Significant of the study
1.7
Scope and Delimitation of the Study
1.8
Definition of Terms
CHAPTER TWO: LITERATURE REVIEW
2.0 Introduction
2.2 Conceptual Clarification
2.3 Theoretical Framework
2.4 Literature on the Subject Matter
CHAPTER
THREE: METHODOLOGY
3.1 Research Design of the Study
3.2 Population
3.3 Sample size
3.4 Sampling Technique
3.5 Instrumentation
3.6 Instrument Validation
3.7 Reliability of Research Instrument
3.8 Procedure of Data Collection
3.9 Method of Data Analysis
CHAPTER FOUR: DATA PRESENTATION,
ANALYSIS AND INTERPRETATION
4.0 Data analysis, findings and discussion
4.1 Findings of the Study
4.2 Discussion of findings
CHAPTER FIVE: SUMMARY, CONCLUSION
AND RECOMMENDATIONS
5.1 Summary
5.2 Conclusion
5.3 Recommendation
5.4 Suggestion for further research
Bibliography
Appendix
1: Letter of introduction
Appendix
II: Questionnaire
CHAPTER
ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
Human Capital Development is a pivot or
personnel utilization, retention, motivation and productivity in organizations.
Many employees in organizations have failed because of their needs for
development was not identified and provided for, as an indispensable part of the
management function. For employees to satisfy organizational goals irrespective
of their qualification or experience, they need to be trained, retrained and
developed within the context of the organization objectives.
Nwachukwu (1988) argued that in economic
terms, human capital development contributes to the accumulation of effective
and efficient human capital and its investment in the development of an
economy. Countries such as Japan, Western Germany, Korea, Italy, etc, are known
to have attained a high level of development despite the absence of mineral
wealth of any significance. Thus the manpower development of any nation is
intricate with her economic and social development.
One important reason for human capital
development is that, the technologies and new work procedures emerge every day
that calls for additional and improved skills of works and management. New
employees, as well as older ones deployed to undertake new jobs often, require
some development. Many organizations including the Federal Ministry of Interior
believe that an employee who is well developed is capable of carrying out his
functions competently, highly motivated with confidence and consequently more
productive than an employee of equal physical ability.
Some organizations have staff with
ability and determination, matured with appropriate equipment and managerial
support, yet productivity falls below expected standard. It is against this
background that this research was
conceived using Federal Ministry of Interior in Nigeria to carry out a thorough
research work on the impact of human capital development on performance in the
Nigeria public sector.
The Federal Ministry of Interior in
Nigeria (the focus of this research) was created by the control management
ordinance of June 1958. The ordinance which came into operation on the 31st
day of July, 1958, conferred on the Ministry the responsibility for the control
and management of the public interior. The colonial period has passed through
several phases and stages with each stage or phase leaving an indelible mark
and legacy which have combined to make the Ministry the complex organization of
seven functional departments today.
According to Deming (1988) Agencies of
regulations must themselves be regulated. In other, word if the Federal
Ministry of Interior is to perform its function satisfactorily as the
controller and manager of the treasury department of the federation in this
millennium, she should develop its workforce for the enormous challenges ahead.
1.2 STATEMENT OF THE PROBLEM
The success of any organization depends
very crucially on the efficiency and effective use of its skilled, trained and
productive employees. Therefore, human capital development is an important
aspect of human resources management today. One important reason for human
capital development is that new technologies and new work procedures emerge
everyday that calls for the additional and improved skill of workers and
management. New jobs often required some workers and development. Many organizations
including the Federal Ministry of Interior believe that a trained employee is
capable of carrying out his functions more competently, high motivated,
committed and consequently more productive than an untrained employee of equal
physical ability. An untrained employee is a threat to the organization. Some
organizations in Nigeria have employees with ability and managerial support,
yet productivity falls below expected standard. The missing link is inadequate
development.
From the foregoing analysis, we are
confronted with the following problems for investigation and subsequent
remedies:
a.
The problem of declining productivity or
low quality output, which are acquired through the development of labour force.
b.
High rate of labour turn over in
organization which is caused by frustration or inability of the organization to
motivate its labour force by means of training and development. As a result, a
frustrated and unproductive employee hates his work and abandons it at the
slightest provocation resulting from lack of training and development.
c.
There is a problem of transfer of learning.
Some of the concepts and principles taught in development programmes are too
academic or explained in theoretical frame work and very difficult to apply in
real life situation or at work.
d.
In some staff development programmes,
the consultants are not properly selected and do not adapt their lectures to
suit specific organizational needs.
e.
The objectives of some staff development
programme are not clearly stated to participants. There is no mental
preparedness. In this way, some employees see it as few days off duty that is
meant for relaxation and consequently an instrument for promotion to the next
grade levels.
f.
There is a consequence of pooling system
in which staffs that are trained in accounting procedure and treasury
management are transferred to their ministry.
1.3 OBJECTIVES OF THE STUDY
The objective of this research is to
study and recommend ways in which human capital development can lead to higher
productivity in the Nigeria public sector in general and Federal Ministry of
Interior in particular.
Therefore, the objectives which these
embodiment of research record set to achieve be stated thus:
a.
To study human capital development programmes available
for staff in organizations and advise the Federal Ministry of Interior which
wants to adopt and why.
b.
To study the benefits of human capital
development programmes in the Federal Ministry of Interior.
c.
To identify the problem associated with
human capital development programmes with a view to recommending remedies as an
expert opinion.
d.
To study effects of a pooling system
involving the inter-ministerial transfer of professional accountants from the
Federal Ministry of Interior with a view to make recommendations.
e.
To identify the consequences of the
inadequate human capital development of employees in organizations with a view
to give expert advice.
f.
To examine the various ways in which the
staff development programmes can improve productivity in the Federal Ministry
of Interior.
1.4 RESEARCH QUESTIONS
In
this study, an attempt will be made to provide answers to the following
questions.
1.
Are their human capital
development programmes available for staff of Federal Ministry of Interior to adopt?
2.
What is the relationship between the
human capital development and employees performance?
3.
To what extent does the pooling
system affect civil service operational performance in Nigeria?
4.
What are the available measures
provided by the government to enhance human capital development in Nigeria civil service?
1.5 STATEMENT OF HYPOTHESIS
Hypothesis refers to an assumed or
conditional statement that has to be tested. The analysis is done in two ways –
null hypothesis and alternative hypothesis. The null hypothesis is always
stated in a negative form to show that there is no relationship between two
variables. The alternative hypothesis is a statement made in a positive form to
show that there is a relationship between two variables.
It can therefore be possible to
formulate the following hypothesis which will be tested on its validity
reliability in a later chapter.
i.
Ho: Human capital development
cannot lead to increase performance in the Federal Ministry of Interior.
H1 Human capital
development can lead to increase performance in the Federal Ministry of
Interior.
ii.
Ho: There is no significance
relationship between pooling system and operational performance in the Nigeria
civil service.
H1:
There
is significance relationship between pooling system and operational performance
in Nigeria Civil Service
1.6 SIGNIFICANCE OF THE STUDY
It is hoped that, this academic research
will be of immense value and guide to the Federal Ministry of Interior as to
which type of development programme to adopt; and how to impact it to
accomplish the objectives of the ministry.
This embodiment of the research
literature is a compendium of ideas, facts and figures for development
consultants, resources person and management scholars as well research students
who are in search of knowledge for achievement.
It is a hall mark of records and data
bank for private business organizations and the entire organizations within the
public sector in Nigeria.
It has provided a solution to the
problems associated with training and development and indeed made
recommendations on human capital development programme which will be of great
benefit to organizations in and outside Nigeria.
It is an invaluable contribution to
knowledge and scholarship for the general public and the world at large, who
are interested in the impact of human capital development in enhancing
productivity in the Federal Ministry of Interior in Nigeria.
1.7 SCOPE AND DELIMITATIONS OF THE STUDY
The extent of this research is focused
on the Federal Ministry of Interior in Nigeria from July 1958 to December 2008.
The year 1958 is very important to this research because this was the year the
Federal Ministry of Interior in Nigeria was created by the control Management
Ordinance of 1958.
Therefore, the period between 1958 and
2008 is not isolated period since the historical manifestation of the Nigeria
Federal Ministry of Interior leading to its current growth and development is
dynamic and a continuous process. The events of this period were connected with
those of the period before it and after. In this way, this study where relevant
will make reference to events before 1958 and after December 2008.
However, this research is limited by
many factors. Among these factors is the substance of this academic research
which is difficult one. In as much as it is difficult to get the data that are
relevant to the topic of this research, it is indeed frustrating to note that
human capital development in the Federal Ministry of Interior is one of the area
which no serious academic research of this nature is written.
Lack of fund also limited the research
work. The fund was necessary as transport fare to collect data, administer questionnaires
and interview resource person.
The research is again faced with the
problem of time factor. The research was given only few months to collect data and
complete the dissertation which is grossly inadequate.
Equally important is the hostile
attitude of staff in organizations where oral interview was conducted. They see
the items of the oral interview as probing and as such, not ready to volunteer
information for security reasons.
1.7 DEFINITION OF TERMS
This aspect of the study attempts to
define the major operational terms as contained in the topic of this
dissertation. These terms are:
Impact: Hornby (1975), define impact as
“a strong effect or impression”.
The meaning of impact that is adopted
here is the one given by Ewache (1998) thus: “impact is a positive impression
or positive mark which makes a particular thing to have maximum advantage”.
Human Capital: Cole (1990) defined the
phrase ‘human capital’ as a literate employee who has been given specific tasks
to achieve within the frame work of organizational objectives”.
For the purpose of this dissertation
“human capital is a skilled employee who is on establishment post and has been
given adequate training and development to perform specific duties in a given
organization” (Ngu, 1992).
Staff Development: Nwachukwu (1988),
defined, staff development as “the activities undertaken to expose employee’s
additional duties and assume the position of importance in the organizational hierarchy”.
Staff development is educational process by which the top management and other
employees in organization acquire conceptually, theoretical knowledge and
skills for specific and general applications” (Ngu, 1992:28).
Public Sector: Child (1982) defined the
phrase public sector’ as “part or branch of a particular area of activity which
is owned by Federal State of Local Government or in which its agent have
controlling interest or shares. Cole (1990), from its view of normative
consideration as “government ministries, businesses, corporations or
organizations which are created by a necessary legislation or establishment
circular to provide services or product to the general population of people
without discrimination in order to promote welfare, social, economic and
political development.
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Hornby,
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Bakare,
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Campbell,
J.P. (1970), Managerial behaviour performance & effectiveness. New-York McGraw-Hill.
Child,
G.F.L, (1982), Organization. Sussex Harper & Row
Cole,
G.A. (1990) Management theory & practice. London: DP Publications
Deming,
M.(1967) Personnel management. Chicago: University of Chicago Press
Drucker,
P.F. (1979) People & performance: the best of Peter Drucker on management, London: Heinemann
Eze,
N. (1981), “Motivation & employees productivity among Nigeria workers”. a paper
presented at the first “National
workshop on organizational behaviour & management”, May 24 – 27 at the University of Ibadan.
Federal
Republic of Nigeria (1987) Nigeria human resources development & utilization
a final report prepared by the
United States Agency for international development, under Contact No. Aid/ Afri 85.
Federal
Republic of Nigeria (1999), History of federal ministry of finance Abuja a publication
of the federal ministry of
information & communication production publication & documentation department.
Ganon.
M.J. (1979) Understanding global cultures: metaphorical journeys through 17 countries
Illinois: California.
Ngu,
S.M. (1992), personnel management in Nigeria a monograph of the department of public
administration
A.B.U Zaria.
Nwachukwu,
C.C. (1978) Increasing the productivity of Nigeria civil service employees: an empirical research: a paper presented at
the first National seminar on “manpower
policy & programmes” university of Nigeria Nsukka: Enugu campus.
Obikeze,
O.S. & E.B. Obi (2005) Public administration in Nigeria a development approach Onitsha:
Book Point Publishing Ltd
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