Project Materials

BUSINESS ADMINISTRATION

CAPACITY DEVELOPMENT AND EMPLOYEE PERFORMANCE IN THE NIGERIAN CIVIL SERVICE

CAPACITY AND EMPLOYEE PERFORMA IN THE NIGERIAN

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FIRST PART

INTRODUCTION

1.1 Context of the Study

Capacity building and development must be based on a need analysis that compares “actual performance” and “actual behavior” to “required performance” and “required behavior.” One of the most important ways a business invests in its staff for greater return today and in the foreseeable future is through capacity building and development (Williams, 2007) Organizational effectiveness is contingent upon the efficient and effective performance of the organization’s staff. The richness of the workforce’s knowledge, skills, and capacities, in turn, determines the workforce’s efficiency and effectiveness. In most organizations, capacity development and strengthening is a constant process. Adaptability and ongoing preparedness of the workforce are as unavoidable as the initial acquisition of information and skills due to the unstoppable progression of time and the enduring allure of societal change. In the absence of staff capacity growth and development in an organization, this cannot occur. In order to enhance the organization’s production and efficiency, every executive, manager, or supervisor in a public or private organization has the responsibility and obligation to ensure the growth of personnel who possess the essential knowledge and competence (Dada, 2004) an organization’s capacity is analogous to honing an existing ability in order to reflect technological and other social-cultural environmental developments. Productivity is the objective of today’s competitive business environment, and capacity building can serve as a springboard for increasing productivity. The objective is to empower them to contribute fully to the organization’s welfare, health, and growth (onah 2007). The primary purpose of capacity building and development in the FRSC is to boost employee efficiency, resulting in a 2 rise in corporate output. This explains why organizations anticipate to invest a substantial amount of money and time in the short-term or long-term improvement of their employees’ abilities at various levels. According to Akinola (2007), the primary purpose of capacity development is to provide people with the knowledge necessary to qualify for a certain position of work or to enhance their abilities and effectiveness in their current position. On the other side, human resource development entails growth and the accumulation of broad experience for the organization’s future strategic advantage. Therefore, capacity building and development increases the employee’s efficacy and efficiency. Therefore, the purpose of this study is to determine the current state, nature, procedure, and method of capacity building and development employed by the Guaranty Trust Bank for their employees. It should also be noted that any organization that lacks a plan for the capacity building and development of its staff is less than dynamic, as learning is an ongoing process and acquired skills become obsolete as the environment evolves. Also, a popular phrase in the world of states, “If you think capacity building and development are costly, try ignorance.” While capacity building and organizational development are beneficial, ignorance is destructive. Therefore, workers, like machines, must be continuously updated lest they become outmoded or unsuitable (Muhtar, 2007)

According to Armstrong (2006), training can be utilized to improve an individual’s performance based on the criteria of effectiveness and efficiency, in addition to achieving competitiveness and productivity. Aside from this, he stated that training trains individuals to ascend the organizational ladder through personnel transformation. Staff development is therefore strategic for both the individual employee and the company. According to Shuman (2009), people training encompasses initiatives to encourage employee growth in accordance with organizational needs. According to Ismail and Bongogoh (2007), training and development programmes are strategic activities of human capital management that emphasize the development of employee competences to overcome everyday, routine, and short-term challenges. In a study conducted by Haslinda (2009) on the effectiveness of training in the public service, it was discovered that public sector organizations have increased their focus on the effectiveness of training and development because it is essential for enhancing on-the-job performance and achieving key performance indicators (KPI) for each employee. Therefore, from the perspective of evaluating and transferring training aspects, management must recognize the need to assist employees in developing new skills and capacities for effective performance. Ismail and Bongogoh (2009) noted that the opportunity to learn new things through training is a source of motivation for employees, and that this motivation leads to positive outcomes such as current knowledge, skills, abilities, and good moral values (attitude), commitment, trust, and good work ethics. They noted that lacking the abilities necessary to perform a job properly can set up people for failure and place the firm at a competitive disadvantage. Furthermore, poor performance assessments resulting from inadequate work training might result in employee discontent, conflict, and a negative attitude (Truitt, 2012). He said that the workers’ primary objective is to achieve success so that they may do their duties more efficiently and effectively. In a related development, Kanal, Normah, and Othman (2012) observe that providing employees with training opportunities within an organization not only motivates them, but also assists them in learning their required and expected tasks, which increases their work performance and exposes them to the belief that they are an integral part of the organization.

1.2 Description of the Problem

Human capital development in emerging nations poses a formidable task. This is due to how far behind the rest of the world is and the massive efforts and resources required to catch up. The difficulty is exacerbated by Nigeria’s enormous population, vast sociocultural diversity, immature political culture, and the high hopes placed on her to emancipate the black race. The good news is that there is reason for optimism because the nation has more than enough human capital potentials to overcome the problem if they are harnessed, empowered, and channeled properly. Also, comparisons have long been made between private sector employees and civil servants in terms of productivity and efficiency, with many acknowledging the high level of dedication and productivity of private sector personnel. It must be mentioned, however, that civil workers in Nigeria encounter several obstacles in carrying out their tasks (Ejumudo, 2014). In addition, according to Behn (2003), the challenges of civil servants in Nigeria extend from poor and irregular pay to a lack of adequate training and capacity building.

1.3 Objective of the Research

The primary purpose of this study is to determine the relationship between employee performance and capacity building in the Nigerian civil service.

Determine the impact of capacity building on the performance of government employees.

2. Determine the obstacles preventing capacity creation in the 4 Public sector

What are the advantages and future possibilities of capacity building in relation to organizational performance?

1.4 Investigative Question

What are the effects of capacity building on the performance of public servants?

2. Determine the obstacles preventing capacity creation in the 4 Public sector

What are the advantages and future possibilities of capacity building in relation to organizational performance?

1.5 Scientific Hypothesis

False: capacity building has no major effect on public servant performance

Capacity building has a substantial impact on public servant performance.

1.6 Importance of the Research

All civil service organizations in Nigeria will benefit from this research since it highlights the need for and encourages the formulation of policy guidelines for an efficient and successful capacity building and development program. It will enable managers of diverse organizations produce ideas and problem-solving strategies based on the optimal manner to implement capacity building in their organization in order to reach their intended goals and objectives. Small businesses, huge organizations, universities, colleges of education, and the government will all find it valuable. It will also aid researchers in gaining a better understanding of the capacity building programme as a strategy for enhancing employee performance. Students will find it extremely useful as a reference, and it will also serve as a foundation for future research.

1.7 Scope of the Research

This research will examine in depth the need for capacity building in the Nigerian civil service, as well as a government parastatal in the state of Lagos.

1.8 Limitations of the Research

During the course of study, obtaining funding for general research will be a struggle. In addition, respondents may not be able to or want to submit the questionnaires provided to them.

However, it is anticipated that these limitations will be overcome by maximizing the use of available resources and devoting additional time to research. Therefore, it is strongly expected that despite these constraints, their impact on this research report will be small, allowing the study to achieve its purpose and significance.

1.9 Explanation of Terms

Planned development (or increase) of an organization’s knowledge, output rate, management, skills, and other capacities by acquisition, incentives, technology, or training.

Civil Service refers to the permanent professional branches of a state’s administration, excluding the military and elected politicians.

Organization: A social unit of individuals that is methodically formed and controlled to fulfill a need or pursue a common goal.

CAPACITY AND EMPLOYEE PERFORMA IN THE NIGERIAN

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