HUMAN CAPITAL DEVELOPMENT AND EMPLOYEES PRODUCTIVITY
Need help with a related project topic or New topic? Send Us Your Topic
DOWNLOAD THE COMPLETE PROJECT MATERIAL
HUMAN CAPITAL DEVELOPMENT AND EMPLOYEES PRODUCTIVITY
Chapter one
INTRODUCTION
Background of the study
Human capital development is an extremely useful activity in human life. Perhaps it is appropriate to argue that a nation’s human capital, rather than its material (natural) resources, ultimately determines the scope of its economic and social development.
Governments that want to be effective are increasingly emphasising the importance of the various elements that contribute to capital acquisition. Another organisation may limit physical assets such as premises, products, services, or technologies.
Human assertions cannot be replicated, and hence serve as an organization’s competitive advantage. According to Sani (2001), the quality, organisation, and motivation of a nation’s human capital have a significant impact on its progress.
Sain defines management as the process of teaching organisational goals by collaborating with and through people and other organisational resources. Human capital management is typically defined in broad but general terms.
According to (Fisher 1998), human capital management (H.C.M) encompasses all management decisions and practices that directly affect or influence the organization’s human capital.
In the instance of Akwa Ibom state, where diversity has enormous influences on politics and administration, the ability to improve the advantages and lower the costs of this diversity is a human capital management challenge of epic proportions.
How can an organisation set its programme and service delivery goals, which is of essential concern? Bowen and Osteff (2003) argue that it can be done by enhancing administrative capability, particularly those areas dealing with humans.
Capital presents the greatest obstacle for enhancing organisational effectiveness. Strategic human capital management policies improve staff productivity and the ability of government agencies to achieve their missions. Rules and the strategic planning process help an organisation attain its goals and objectives.
Civil services systems are designed to combine the numerous aims pursued by the public sector. While they may impede the adoption of progressive human capital practices, they are not always hard barriers to change.
Several studies (Singh, 2003), Katon and Budhwar (2006), and Domba and K’pbpnyo (2009) investigated the impact of strategic human capital management policies and practices in organisations.
Most performances have taken place in underdeveloped countries. However, the majority of these research focused on the operations of large private corporate organisations.
The research does not yet address how the public sector responds to human capital management initiatives. This study addresses and identifies a gap by assessing the impact of human capital policies in the Akwa Ibom state civil service.
RESEARCH PROBLEM.
Today’s management level has seen a tremendous expansion in organisations, businesses, and even the government. There are issues with human capital management policies in Akwa Ibom state civil services. These issues can be investigated via.
Insufficient human capital policies and decision-making in an organisation.
ineffective implementation of policies
Lack of proper planning: what would happen in the event that affects a business?
Management’s failure to oversee pans and plans has hampered organisational performance.
This study effort is being carried out with these issues in mind. It is intended to investigate the impact of human capital management policies in the Akwa Ibom State Civil Service.
Need help with a related project topic or New topic? Send Us Your Topic