ABSTRACT
This study examines the effect of human
capital development on organizational productivity in a single
local government, future studies can be
carried out with broad scope and
specifications. In addition; there are several factors that determine
the efficiency of the human capital apart from training, it is therefore suggested that future studies can look
at the role of the remuneration system vis-a-vis
human capital development and organizational productivity. It capital
represents the knowledge, skills and abilities that make it possible for people to do their
jobs. Human capital development is about
recruiting, supporting and investing in people, using a variety
of means, including education, training, coaching, mentoring, internships,
organizational development and human resource management. The problem
of low productivity and less competent work force has immensely cost the public
sector in terms of loss of profit and wasted time coupled with unsatisfied customers who fail to
patronize the public sector again either
as· a result of poor communication or unsatisfied
business on the part of the organization.
TABLE OF CONTENTS
CHAPTER ONE: INTRODUCTION
1.1 Background
of the study
1.2 Statement
of the problem
1.3 Objectives
of the study
1.4 Research
questions
1.5 Research
hypotheses
1.6 Significance
of the study
1.7 Scope
and delimitation of the study
1.8 Definition
of terms
1.9 Plan
of the study
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction
2.2 Conceptual
clarification
2.3 The
significance of human capital development
2.4 Deployment
of human capital management
2.5 Key
factors for effective human capital management
2.6 Role
of human capital in economic development
2.7 Human
capital development system
2.8 Theoretical
framework
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Population
3.2 Sample
3.3 Sampling
technique
3.4 Data
collection instrument
3.5 Data
collection procedure
3.6 Data
analysis
3.7 Limitation
of the methodology
CHAPTER FOUR: DATA PRESENTATION, ANALYSIS
AND INTERPRETATION
4.1 Introduction
4.2 Respondents’
characteristics and classification
4.3 Presentation
and analysis of data according to research
Questions
4.4 Presentation
and analysis of data according to test of Hypotheses
4.5 Discussions
of findings
CHAPTER FIVE: SUMMARY CONCLUSION AND
RECOMMENDATIONS
5.1 Introduction
5.2 Summary
of findings
5.3 Conclusion
5.4 Recommendations
5.5 Suggestions
for further studies
References
Questionnaires
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
The world today is very different
from the one which experienced the two world wars. During the second half
twentieth century, considerable advancements in science
and technology, along with the establishment of broadly-based governments and strengthening of institutions,
have led to significant socio-economic progress and improvement in the lives of a large number of people in many countries.
However, there are still many others among us who
are lagging behind. Given the vastly divergent economic development among the
groups of countries, it would be a common myth to presume that the discrepancy
in development is somehow inherited by the respective groups of countries. Contrary to this general perception, it is
quite an enigma to note that, this had not been the case in the past
(Hassan, 2000).
Human capital represents the
knowledge, skills and abilities that make it possible for people to do their
jobs. Human capital development is about recruiting, supporting and investing
in people, using a variety of means, including education, training, coaching,
mentoring, internships, organizational development and human resource management,
Strengthening the human capital of
organization and the larger community development field should be an important
goal of any organization that deserves higher productivity. According to
Corporate District Quarters (2007) organization will remain effective and keep
their edge only as long as they have competent and committed individuals
working for them. As the public sector grows, attracting new talent and
passing along the experience arid wisdom of the more seasoned professionals are critical challenges. Some of the
human capital development initiatives that can lead to the increased
productivity of organization includes coaching to elevate employee skills and
position them to advance to higher level positions within their career or
elsewhere in the field as well as assistance in mapping out a career
development plan, in-service training to build .specialized skills; mentoring
etc. After the globalization and World Trade Organization regime, the whole
dimension of economy has changed. Productivity, quality, delivery and customer
satisfaction are the four words have become key words to sustain the shocks given by the
globalized competition. Focus of production has been changed towards market and
customer. Instead of speaking about only profit, people are speaking about world class manufacturing processes. The globalization has
widened the area of competition and given the opportunities to many companies.
The resource like material, machinery will not only contribute in the success.
Stronger human capital management is required to run the systems have provided significant economic benefits to
organizations that have embraced them as ongoing process instead of on-time
events. For becoming world
class, public sectors need to
increase revenue, improve fund flow, increase returns of investment, improve
quality, increase productivity, reduce cost, reduce cycle time, and increase
market capitalization (Aina, 2005).
Aina (2005) stated further that the
participation of human capital development is not only necessary but all encompassing. Thus
aligning the human resource towards business goal is the prime need for
success. Competencies and the competitive edge showed the when an organization
identifies and communicates the core competencies that strategy to achieve
goals. The role the competences can play in an organization
include-articulation what the organization's values are, providing a common
language for employers and managers to describe value creation. The competitive
workforce creation is necessary. Talent management has to be practiced,
learning organizations and the organization which will adopt
the change very rapidly will only survive.
Given the importance of human capital
development in the success and productivity of any organization, this study
intends to look at its role in the management of the public sector.
1.2 STATEMENT OF PROBLEM
The problem of low productivity and
less competent work force has immensely cost the public sector in terms of loss
of profit and wasted time coupled with unsatisfied customers who fail to patronize
the public sector again either as a result of poor communication or unsatisfied
business on the part of the organization.
The business world is a dynamic and
changing platform especially with globalization, it is therefore imperative for
organization to consider its work force as the biggest asset of the
organization. But the recent happening in many public organizations has put a
question mark on that The desire for profit has overshadowed the organization
to the extent of parading unqualified and unmotivated staff, which lack regular
training, coaching and empowerment leading to low or reduced productivity.
Organizations should adopt the view that contributions are role related and not
position related. Specialized skills and competencies have to be developed and
stress is to be given on the development aspect (Falade, 2001).
Not understanding the
way people work interact in an organization results in usually an expensive
failure, with employee reactions ranging from simple misunderstandings (resulting
in lost productivity or damage) to outright
sabotage and organized labour actions. Because of this, the best way to bring
about change and productivity is to develop the people who will be affected by
it, and the people whose support you need to implement it.
1.3 OBJECTIVES
OF THE STUDY
The main objective of this study is
to examine the effect of human capital development on organizational
productivity in the public sector.
Other specific objectives include:
1. To assess the role of human capital
development in organizational efficiency.
2. To determine the impact of efficient human
capital development on the productive capacity of organization.
3. To determine the role of training in
improving human capital development for increased organizational productivity.
1.4 RESEARCH QUESTIONS
In this study attempt was made beam
search light on the following questions.
1. Is there any relationship between human capital
development and organizational efficiency?
2. Does efficient human capital development
lead to higher to higher productivity in the organization?
3. Does regular training lead to improved
human capital development in the public sector?
1.5 RESEARCH HYPOTHESES
Thin study is geared
towards testing the following hypotheses
1. There is a relationship between human
capital development and organizational efficiency?
2. Efficient human capital development will
lead to higher productivity in the organization.
3. Regular training will lead to improved
human capital development in the public sector.
1.6 SIGNIFICANCE OF THE STUDY
This study hopes to be significant in
so many ways. It will serve a compendium of knowledge for industry leaders in
formulating training plan for their organizations. Furthermore, it will induce
the work force for better motivation given the fact that considerable time is invested in boosting their morale.
The study will equip students of
human resource management en the importance of human element of management and
production. It can also induce the government to invest more into human capital
because of its dire importance.
The industry, government and the
society stand to benefit immensely from the outcome of this study. It will also
assist the government in cushioning the
effects of the global financial crisis because of the importance and challenges
of the human element of the meltdown. The study is also significant in the
sense that its findings will assist policy makers in formulating policies that
can enhance human capital development in Nigeria. Finally, the study will be
useful to scholars and students of Human Resource Management in particular and
Public Administration who may wish to conduct research on related subject
areas.
1.7 SCOPE AND DELIMITATION OF THE STUDY
This study will be limited to the selected
case study for the study. Instrument of the study will used on the selected
group of people, and their opinions will form the core the outcome of this
study.
The study will be carried out of the
staff of Ojo Local Government Area of Lagos State. Generalizations would be based on the findings of the study. In addition, the
result of the study will be based on the opinions of the respondents.
1.8 DEFINITION OF TERMS
In this section, attempt is made to clarify some important
concepts relevant to this study.
PRODUCTIVITY: Productivity may be
calculated as net sales per employee using Gross Rate of Return of Assets
(GRATE) or input output ration case or production personnel. It can also mean
prudent use of resources, customer satisfaction, cost effective, service,
delivery and general output of the organization. Productivity has been
interpreted as a measure of how efficiently an organization manipulates its
resources / factors of production (human, capital, materials, energy, knowledge
etc.) within the production of goods and services. However, productivity is not
only related to the fostering of maximum efficiency by doing things right but
also involves the attainment of maximum efficiency by doing things right but
also involves the attainment of maximum (ie. reaching organizational goals) by
doing right things.
HUMAN CAPITAL: is a combination of
employee competencies (i.e, knowledge,
skills abilities and experience), and the motivation or commitment of the
individual to apply these competencies. Broader definitions suggest that while
the competence / commitment description is useful, there is also a need to include the work environment design a factor in
human capital. A well developed human capital base of a nation played an
important role in economic development.
TRAINING: This refers to the
acquisition of skills and job knowledge required for better and improved
performance of workers in the organization.
DEVELOPMENT: This is the gradual growth of
something so that it
becomes more advanced stronger, etc.
in the manufacturing sector, it means the process of producing or creating
something new or more advanced, that is, a new or advanced product.
SERVICE DELIVERY: This is the means and
method with which organization gives out their services. It also includes the
efficiency of rendering these services.
PUBLIC SECTOR: The area of business
and economy that is wholly owned managed and controlled by the government.
1.9 PLAN OF
THE STUDY
The study comprised five different
chapters with each of the chapter discussing different part of work. Chapter
one will contain the introductory part of the work with other headings like the
general background to the study, statement of the problem, objectives, research
questions, hypotheses, its significance and scope of the study.
Chapter two discusses the review of
related literature and theoretical framework. Chapter three focuses on the
research methods adopted for the study. Amongst other things, it discussed
research design, population, sampling technique, instrument an others. Chapter
four contains the data analysis, presentation and test of hypotheses, and
finally, chapter five treats summary, the conclusion and recommendations.
Click “DOWNLOAD NOW” below to get the complete Projects
FOR QUICK HELP CHAT WITH US NOW!
+(234) 0814 780 1594
Login To Comment