An Assessment of Human Resource Development on Civil Service a Case Study of Ministry of Education in Nigeria 2015-2020
CHAPTER ONE
OBJECTIVE OF THE STUDY
The main objective of the study is to assess human resource development and productivity in the civil service; but to aid the completion of the study, the researcher intends to achieve the following specific objective;
- To ascertain the impact of human resource development on the productivity of civil service
- To examine the role of human resource development on the effectiveness of Nigerian civil service
- To examine the relationship between human resource development and the productivity of the civil service
- To ascertain the effect of human resource development on the efficiency of civil servant
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Human Resource Management
Nowadays, the human resource is regarded as the main capital of an organization and the combination of the management with the human resource can improve the performance of an organization (Bordbar, 2013). The HRM, is not the organizational management of the employee but it refers to the organizational processes, activities and relationships between the employees. In order to achieve the organizational success and the goals as well as the strategic plans, there should be a coordination and cooperation between the employees. In addition, in order to achieve the integration of the organization, all the members should work with each other in a harmonized form. The main objectives of the HRM or simply HR is a function in organizations designed to maximize employee performance in service of their employer’s strategic objectives (Johanson, 2009). HR is primarily concerned with how people are managed within organizations, focusing on policies and systems (Collings & Wood, 2009). HR departments and units in organizations are typically responsible for a number of activities, including employee recruitment, training and development, performance appraisal, and rewarding (e.g., managing pay and benefit systems) (Paauwe & Boon, 2009). HR is also concerned with industrial relations, that is, the balancing of organizational practices with regulations arising from collective bargaining and governmental laws (Klerck, 2009). A human resource information system should define an integrated approach for the collection, storage, analysis and control of the human resource information inside the organization. The HRM has two soft and hard approach. The hard approach is a factor for the organization efficiency focusing on the employee’s affairs including methods and guideline that leads to the balanced input and output of an organization (Zahedi and Najari, 2008).
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain an assessment of human resource development on civil service a case study of ministry of education in Nigeria. 2015-2020. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of an assessment of human resource development on civil service a case study of ministry of education in Nigeria 2015-2020
Summary
This study was on an assessment of human resource development on civil service a case study of ministry of education in Nigeria 2015-2020 . Three objectives were raised which included: To ascertain the impact of human resource development on the productivity of civil service, to examine the role of human resource development on the effectiveness of Nigerian civil service, to examine the relationship between human resource development and the productivity of the civil service and to ascertain the effect of human resource development on the efficiency of civil servant. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from ministry of education in Nigeria. 2015-2020. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
The study impresses on a body of work that stresses on the importance of Human Resource functions as the key contributors to the performance and growth of organizations in the service sector industry. It is concluded that human resource development practices, performance appraisal, training and development significantly influenced organizational commitment
Recommendation
Management are recommended to review their HRD policy such to prioritize HRD practices such as training and development and performance appraisal which have high correlation to organizational commitment as opposed to compensation system which has no correlation to organizational commitment.
Management should regularly appraise employees’ job skill requirements to ensure that every employee possesses the right skills required in his/her job.
Management should regularly organize training/development programmes to bridge knowledge gaps identified in employees’ job/skill requirements
Management should regularly improve employees’ condition of service to ensure high level of staff morale, commitment, efficiency and low staff turnover.
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