Project Materials


Employee capacity building and organization performance in the service sector in Rivers State

Employee capacity building and organization performance in the service sector in Rivers State



This study was about how to improve the skills of employees and how well organizations do in the service sector in Rivers state. There are 200 civil servants in the study as a whole. The questionnaires were the tool that the researcher used to get the information. For this study, a descriptive survey research design was used. The study used responses from 133 people, including HOD, directors, senior staff, and junior staff. The information gathered was put into tables and analyzed with simple percentages and frequency counts.


Chapter one


1.1 The study’s background

Capacity building and development must be based on a need analysis that compares “actual performance” and “actual behavior” with “required performance” and “required behavior.” One of the main ways companies invest in their employees to get a better return now and in the near future is by building up their skills and abilities (Williams, 2007) Organizational effectiveness depends on how well and efficiently the people who work there do their jobs. In turn, the knowledge, skills, and abilities of the workforce determine how well it works. Capacity building and development happen all the time in most organizations. The unstoppable march of time and the constant desire for social change make it just as important for workers to be able to adapt and keep getting ready for work as it is to learn new skills and knowledge in the first place. This can’t happen if an enterprise doesn’t help its employees grow and improve their skills. Every executive, manager, or supervisor in a public or private organization has the responsibility and, in fact, the legal obligation to make sure that their employees with the right skills and knowledge grow. This helps the organization be as productive and efficient as possible (Dada, 2004) Capacity building is like getting better at a skill you already have so that you can adapt to changes in technology and your organization’s social and cultural environment. In the competitive business world of today, the goal is to be more productive, and building capacity can help with that. The goal is for them to be able to contribute as much as they can to the organization’s well-being, health, and growth (onah 2007). The main goal of FRSC’s capacity building and development is to make employees more productive, which will lead to a rise in the company’s output. This is why organizations expect to spend a lot of money and time at one time or in an order to improve the skills of their employees at different levels. Akinola (2007) says that the main goal of capacity building is to give people the knowledge they need to qualify for a certain job or to improve their skills and effectiveness in the job they already have. Manpower development, on the other hand, means growth and getting more experience so that the organization can use it to its strategic advantage in the future. So, building up an employee’s skills and abilities makes them more effective and efficient. So, the goal of this research is to find out the current state, nature, procedure, and method of capacity building and development used by the Guaranty Trust Bank for their employees. Let’s not forget that any organization that doesn’t have a plan for the capacity building and development of its staff isn’t very dynamic, since learning is an ongoing process and skills become outdated when the environment changes. Also, in the field of personnel management, there is a popular saying: “If you think building capacity and developing people is expensive, try being ignorant.” Capacity building and development help an organization grow and thrive, but ignorance kills it. So, workers, like machines, have to be updated all the time or else they become useless or out of date (Muhtar, 2007)

Armstrong (2006) says that training can be used as a tool to help people gain knowledge and skills that will improve their performance based on criteria like efficiency and effectiveness, as well as help them become more competitive and productive. Aside from that, he said that training helps employees change their roles and get ready to move up the organizational ladder. So, staff development is important for both the individual employee and the organization as a whole. Shuman (2009) says that personnel training includes efforts to help employees grow in ways that meet the needs of the organization. Ismail and Bongogoh (2007) say that training and development programs are strategic parts of human capital management. These programs focus on building the skills of employees so they can deal with daily, routine, and short-term problems. Haslinda’s (2009) research on the effectiveness of training in the public service found that public sector organizations have become more worried about the effectiveness of training and development because it is so important for improving on-the-job performance so that each employee can reach their KPIs. So, from the point of view of evaluating and transferring training elements, management must realize that workers need to learn new skills and build new capacities in order to do their jobs well. Ismail and Bongogoh (2009) said that training that gives employees the chance to learn new things is a source of motivation, and that motivation leads to good things like up-to-date knowledge, skills, abilities, and good moral values (attitude), as well as commitment, trust, and good work ethics. They said that employees who don’t have the right skills for a job are more likely to fail and put the company in a less-than-competitive position. Inadequate job training can also lead to poor performance reviews, which can lead to employee dissatisfaction, conflict, and a bad attitude (Truitt, 2012). He said that the goal of every worker is to be successful in their jobs so that they can do their jobs better and more efficiently and effectively. In a related development, Kanal, Normah, and Othman (2012) say that giving employees training in an organization not only motivates them but also helps them learn more about their required and expected tasks. This improves their work performance and makes them feel like they are a part of the organization. Employee capacity building and organization performance

1.2 Statement of the Problem

Human capital development is a difficult task for countries that are still developing. This is because the rest of the world is so far behind and it will take a lot of work and money for them to catch up. Nigeria has a large population, a wide range of social and cultural backgrounds, a young political culture, and a lot of people are counting on it to free the black race, which makes the challenge even bigger. The good news is that there is a lot of reason to be hopeful because the country has more than enough human capital potentials to overcome the problem if they are harnessed, activated, and channeled effectively. Also, people have always made comparisons between people who work in the private sector and people who work for the government in terms of how efficient and productive they are. Many people agree that people who work in the private sector are very dedicated and productive. It should be noted, however, that civil servants in Nigeria have a hard time doing their jobs (Ejumudo, 2014). Also, Behn (2003) says that the problems of civil servants in Nigeria range from not getting paid on time or at all to not getting the right training and building up their skills.

1.3 Objectives of the Study

The main goal of this study is to find out how employee performance and capacity building affect each other in the Nigerian civil service.

Find out how building people’s skills affects how well government workers do their jobs.
Find out what the problems are that make it hard to build capacity in the public sector.
What are the benefits and chances of building people’s skills in an organization?
1.4 Hypothesis for Research

Ho: Capacity building doesn’t make a big difference in how well civil servants do their jobs.

Capacity building has a big effect on how well government workers do their jobs.

Ho: There are no big problems that make it hard to build capacity in the public sector.

H2: Capacity building in the public sector is hard to do because of big problems.

1.6 Significance of the study

The research will help all civil service organizations in Nigeria because it shows how important it is to have policy guidelines on how to build and develop people’s skills in an efficient and effective way. It will help managers of different organizations come up with ideas and solve problems based on the best way to run capacity building in their organization so that they can reach their goals and objectives. Small businesses, big companies, universities, colleges of education, and the government will all find it useful. It will also help researchers learn more about how capacity building programs can be used to help employees do their jobs better. Lastly, students will find it very useful as a point of reference, and it will also be a good starting point for more research.

1.7 The Study’s Scope

This research will look closely at the need for building up people’s skills in the Nigerian civil service. It will also look at a government agency in Lagos state.

1.8 Delimitation of the study

During the course of study, it will be hard to find money for general research work. People might also not be able to fill out the questionnaires or be willing to send them back.

But it is thought that these problems will be solved by making the most of the materials that are available and spending more time on research than is needed. So, there is a strong belief that, despite these limitations, the effect on this research report will be small, making it possible to reach the goal and importance of the study.

1.9 Definition of Terms

Capacity is the planned growth (or increase) of an organization’s knowledge, output rate, management, skills, and other abilities through acquisition, incentives, technology, and/or training.

Civil Service refers to the permanent professional parts of a state’s government that are not the military, the courts, or elected politicians.

Organization is a group of people who work together to meet a need or to work toward a common goal.


Employee capacity building and organization performance in the service sector in Rivers State



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