CHAPTER ONE INTRODUCTION
- Background to the Study
Capacity building and development must be based on a need analysis derived from a comparison of “actual performance‟‟ and behavior with “required performance‟‟ and behavior. Capacity building and development is one of the major ways organization invests in the workforce for greater return today and even in the foreseeable future (Williams, 2007)
Organizational effectiveness rests on the efficient and effective performance of workforce that makeup the organization. The efficient and effective performance of the workforce in turn, rest on the richness of the knowledge, skills and abilities possessed by the workforce. Capacity building and development in most organizations is a continuous act/exercise. The inexorable march of time and the ceaseless glamour for social change combine to make adaptability and continuing preparation of the workforce as inevitable as the initial acquisition of knowledge and skills. This cannot happen if employees‟ capacity building and development do not occur in an enterprise. In other to maximize the productivity and efficiency of the organization, every executive, manager or supervisor in a public or private organization has the responsibility and indeed the bounding duty to ensure the development of their employees who have requisite knowledge and expertise (Dada, 2004)
Capacity building is like sharpening an existing skill in order to reflect the trends in technology and other social –cultural environmental changes of an organization. Productivity is the goal of today‟s competitive business world and capacity building can be a spring board to enhance productivity. The aim is to enable them contribute their full measure to the welfare, health and development of the organization (onah 2007). The main objective of capacity building and development in FRSC is to increase efficiency of employees with
the resulting increase in corporate productivity. This accounts for why a large number of fund and time is expected by organization at one period or the order in the improvement of the skills of their employees at various levels.
The principal intention of capacity building according to Akinola (2007), is to equip people with the knowledge required to qualify them for a particular position of employment, or to improve their skills and efficiency in the position they already hold.
Manpower development on the other hand, implies growth and the acquisition of wide experience for future strategic advantages of the organization. Capacity building and development therefore, improves the effectiveness and efficiency of the employee. Therefore, the aim of this research is to know the current state, nature, procedure and method of capacity building and development used by the Guaranty Trust Bank for their employees and let‟s not forget that any organization that has no plan for the capacity building and development of its staff is less than dynamic for learning is a continuous process and acquired skills get obsolete when the environment changes. Also, a popular caption in the field of personnel management says, “If you think capacity building and development are expensive try ignorance‟‟. While capacity building and development prosper organization, ignorance destroys it. Therefore, workers like machines must be updated on constant basis or else, they end up becoming obsolete or misfit (Muhtar, 2007)
The development of indigenous manpower to serve as the propelling force for national growth and development is no doubt a key to Nigeria‟s socio-economic and political development (Ake 2009). This is quite indispensable
considering the argument of the concept of transfer of technology as a propelling force for the development of the developing countries of which Nigeria is one (Ake 2009).
However, it is important to state that the lack of adequate emphasis on manpower development as a tool for development in Nigeria on the part of
government as well as the organized private sector could not be far-fetched from the lack of understanding of both the concept and methods for manpower development in a post-colonial Nigerian State in which the process of human resource development for national growth was distorted by colonialism with the attendant negative orientation that was injected into
political leadership (Ekpo 2009). Thus, manpower development became an elitist design that was geared to favour capitalist mode of production in which labour was relegated to the background among the factors of production.
- Statement of the Problems
The challenge of human capital development for developing nations is daunting. This is in consideration of how far ahead the rest of the world is and the enormous efforts and resources required of them to catch up. Nigeria’s high population, vast socio-cultural diversity, yet-to-mature political culture and the great hope repose on her to emancipate the black-race, makes the challenge even more critical for us. The good news however, is that there is cause for great optimism because the nation has more than enough human capital potentials to surmount the challenge if harnessed, activated and effectively channeled.
This research as it deals with the capacity building and organizational performance in FRSC is intended to find out the efficiency and effectiveness of capacity building and development programme in FRSC. For this reason, it encounters numerous problems which range from:
- Lack of qualified instructors and consultants to undertake capacity building courses,
- Lack of essential capacity building tools, to
- Lack of effective communication within the organization which makes it impossible for most employees to know about capacity building opportunities available to
- RESEARCH QUESTIONS
- What is the role of capacity building to FRSC employees‟ effectiveness?
- What are the challenges militating against capacity building in the
- To what extent has government been able to enhance capacity building in Nigeria?
- What are the benefits and prospects of capacity building on organizational Performance in FRSC?
- Objectives of the Study
The Broad objective of the study is to examine the impact of capacity building on operational capabilities of public sector organization, case study of Federal Road Safety Corps.
The specific objectives are;
- To evaluate the impact of capacity building in FRSC
- To highlight the challenges facing organizational performance and capacity building in FRSC Nigeria
- To examine the benefits and prospects of capacity building on organizational performance in FRSC
- To proffer possible policy recommendations
- Statement of Hypothesis
The hypothesis of the study is stated below:
Ho: Capacity building does not contribute positively to organizational performance in FRSC Nigeria
Hi: Capacity building contributes positively to organizational performance in FRSC Nigeria.
Ho: There is no significant relationship between Human Capital Training and organizational performance in FRSC Nigeria
Hi: There is a significant relationship between Human Capital Training and organizational performance in FRSC Nigeria
- Significance of the Study
The research will be beneficial to all service organizations especially FRSC, Asaba and their staff as it emphasized the need and encourage the establishment of policy guidelines on the efficient and effective capacity building and development programme.
It will help managers of various organizations to generate ideas and solution to problems based on the best way to run capacity building in their organization in order to achieve desired goals and objectives.
It will equally be useful to small scale business, large corporations, universities, college of education and to the government. It will also help researchers to know more about capacity building programme as a tool for improving employees‟ performance.
Finally, it will be of great value to students as a point of reference and will equally form the basis for further research study.
- Scope and Limitations of the Study
This study covers the effect of capacity building on organization performance,a case study of Federal Road Safety Corps Nigeria. The basis for the case study is to show whether there have been any significant contribution of capacity building on organizational performance in FRSC Nigeria
The main limitation of this work is the time frame and other limitations are stated below:
- Time Constraint: it should be noted the period given is not adequate for a study of this magnitude and also a high demand nature of other academic engagements would affect the quality of this research. For this reason the study has to be limited to some specific
- Availability of Relevant Materials: the problem of getting the relevant textbooks, journals and other materials might pose as a threat to the quality of this
- Finance: the non-availability of finance for countless trips to collect data and meet certain obligation as at when due may contribute to the quality of this research work.
- The Problem of Collecting Information: organizations and individuals usually characterized by the fear of diverging sensitive information to outsiders. Hence, the quality of the project may be affected by unavailability of some vital data from the respondents to some extent but total co-operation is being anticipated from our