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Human Resource Development And Productivity In The Civil Service
[AN APPRAISAL OF KOGI STATE CIVIL SERVICE COMMISSION]
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To
Noe et al (2003:68) a number of skills are instilled in employees
through training and development. Development involves acquisition
knowledge, skills and behavior that improve employees ability to meet
the challenges of a variety of existing jobs or job that do not yet
exist.
To Barney (1995) quoted in Onah (2008:3) Human resource
development include all the experience, skills, judgment, abilities,
knowledge, risk-taking, and wisdom of individuals and associates in an
organization.
Omale (1992) observed that in almost all senior
positions, if one is recruited with required educational qualification,
no training and development was carried out on him. Experience on the
job becomes the only criteria for the worker to reach the top of his
career ladder. Yet, the job an officer does from one grade level to the
other according to Omale are:
Sufficiently different to warrant not
only vocational knowledge which he gets via experience, but also
theoretical knowledge and attitude re-orientation in order to
successfully cope with the demands of such higher jobs. Such theoretical
knowledge and attitudinal re-orientation can only best be acquired
through formal training off the job in appropriate training institution.
In his own view, Makinde (1992) is of the opinion that human
resources training is a short-term process of learning specific skills
by both junior and intermediate staff, while development entails a long
term learning process designed to develop senior officers in order to
activate them with changes in technology and management method.
Human
resource training and development equips workers with the necessary
skills to enable them to gain promotion and have a reasonable
expectation of redeployment. To this end, Adamolekun (1986) made a
strong case for a positive conception of the civil service that would be
able to carry out the contractual obligation between government and the
governed whereby services would be seen to be provided efficiently and
the system would run on smooth wheels. This position is reflected in the
revised guidelines for training in the federal civil service (1995)
where it is unequivocally stated that government continues to accept the
need and wisdom to use training as a vehicle for enhancing productivity
and efficiency in the service.
The primary purpose of human
resource training and development under scores the driving activities
according to Chrudeen and Sherman (1976) and Ubeku (1973), is to develop
employees who are made to acquire relevant skills, knowledge and job
attitudes are put into more definitive use so as to bring about
effective performance.
Human resource training and development
according to Nadler (1992) prepares the employee so that he can move
with the organization as it develops and grows, resulting in new jobs
for the employees of higher level.
The overall purpose being to
produce a viable and flexible workforce for the organization as it moves
towards its future. However, according to Bienvennu (1980), what is to
be understood is that training and development prepares a worker to
improve on his ability beyond the job in which he is currently engaged.
The worker is prepared for a place in the organization for the sake of
the future and in the case of eventualities. Bienvennu refers to this as
shift of effort from job training to work training.
According to
Danisi and Griffin (2005) productivity is an economic measure of
efficiency that summarizes and reflects the value of the output created
by an individual, organization, industry or economic system relative to
the value of the inputs used to create them. They argued that
organizations around the world have come to recognize the importance of
productivity for its ability not only to compete but also to survive,
furthermore, an organization that is serious about productivity will
need to invest more on training and development to give workers the
necessary skills and ability to create high quality products and
services. Human resources development has the goal in most organization
of helping to enhance productivity through different activities and
task.
Daniel Hartzell (2011) sees productivity as a measured
relationship between the quality (and quantity) of results produced and
the quantity of resources required for production. Productivity is in
essence a measure of the work efficiency of an individual, work unit or
entire organization. He further argued that productivity can be measured
in two ways, one way relates the output of an enterprise, industry or
economic sector to a single input, such as labour or capital. The other
relates output to a composite of imput combined so as to account for
their relative importance.
The choice of a particular productivity measure depends on the purpose for which it is to be used.
He
further defined productivity as a war against waste. Even if the
technical and economic concept of productivity is taken into
consideration, i.e. productivity is the ratio of output and input. This
could be favourable only when planned efforts are made to utilize the
scarce resources as economically as possible to achieve the best result.
He concludes that among several factors affecting productivity, safety
in industry, one of the most important factor to be kept in view for
promoting productivity is the rate of output of a workers or machine.
Productivity
is the measure of how well resources are brought together in
organization and utilized for accomplishing of set result produced in
reaching the highest level of performance with the least expenditure of
resources (Nwachukwu, 2002:56).
It can also be seen as the amount of production in relations to labour put in.
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ABSRACT - [ Total Page(s): 1 ]The Civil Service as the machinery of Government performs the unique role of governance and National development as such government everywhere in the world have come to terms with the need to train and re-train it’s human resource for them to be better equipped to maximize productivity levels and meet the challenges of governance and management.This work makes use of the system theory as the theoretical framework and data gathered from secondary sources. My chapter one began with the gene ... Continue reading---
