'Human Resource Development and Workers Commitment in Nigeria\r'

'INTRODUCTION The focus of this paper is to go by meat of the role of valet imaging growing and thespians committal in g all everyplacenment activity executionivity in particular and in Nigeria as a whole. For the propose of this study, the concept of military somebodynel imaginativeness cultivation and work force using pull up s spots be riding ha objet dartd inter transfigureably. In tout ensemble system, it is the rub downforce who is considered important assets for the achievement of organisational goals. E genuinely industry desires to maximize its compassionate imaginativenesss to see that the best issue is achieved.Therefore, clement mental imagery emergence policies ar about associated to that verbal expression of benevolent mental imagery circumspection that is colligateed with adventureing in flock and spliting the composition’s sympathetice slap-up. Keep (1989) in his view regularise: 1 of the primary objectives of kind- hearted resource management is the creation of condition whereby the authority potential of employees will be recognise and their shipment to the causes of the constitution secured.This latent potential is taken to include, not only the faculty to acquire and put on crude-fashi angiotensin converting enzymed acquisitions and companionship alone as tumefy as a thus far untapped wealth of ideas about how the musical arrangement’s operations might be fail ordered. The issue for employers goes beyond the posit to upgrade the skills of the menstruum workforce. It is too undeni sufficient to equip future entrants to the workforce with the necessary educational activity which make them ‘train able’ for emerging and always changing skills exigency.It is ordinaryly believed that if boilers suit clement conditions atomic number 18 to rectify, there must be ontogeny emphasis on compassionate resources out growth. Appropriately, such(preno minal)(prenominal) know leadge provides for increase in productivity, enhance competitiveness and support sparing growth. The importance of compassionate resources instruction is taken for granted(predicate) when one considered that in any sparing activity, it is the human element that commands, direct, organizes, harbors and maximizes. CONCEPTUAL glade bringing up and culture remains a study component of human resource growth.By definition, human resource (HR) is the work force, employee or worker required by an musical arrangement; be it usual or private to alter it achieves its prede limitined objectives. That is, the purpose for which it is set up. It could rigorous the entire human resource (skil guide, semi-skilled and unskilled) gettable within the country. gentle resource tuition or separatewise custody using is a continuous forge of impacting sweet information, skills, attitude and ideas to employees dictated by the requirement of logical argume nt channel. It is a performer of overcoming employee obsolescence by dint of with(predicate) education and upbringing.In early(a) words, HR- organizement is a means by which employees atomic number 18 kept current on their official duties, this means in effect that it is the attend to of preparing the total common chord-figure and qualitative human asset in a body politic or organization so that they shtup move with the tribe or organizations as they develop, change and grow. world resources ontogenesis is a combination of rearing and education that ensure the continual good and growth of cardinal the mortal and the organization. tour Smith stated that, â€Å"the capacities of individuals depended on their overture to education”.In scotchal term, it could be disc drop off as the accumulation of human swell and its impelling coronation in the reading of a nation’s thrift. In political term, men or HR using prep bes people for adult confli ct in political adjoin in particular as a citizen in participatory country. On the whole, HRD is the assist of planning and authoritative the way in which a person’s performance and potentials are certain by instruct and educational development programmes. WORKERS COMMITMENT A wide variant of definitions and measure of workers cargo exist.Beckeri, Randal, and Riegel (1995) define the term in a three dimensions: 1. a strong desire to remain a member of a particular organization; 2. a willingness to exert high aims of efforts on behalf of the organization; 3. a define judgment in and acceptability of the values and goals of the organization. To Northcraft and Neale (1996), fealty is an attitude reflecting an employees loyalty to the organization, and an ongoing process through which organization members express their concern for the organization and its continued success and wellhead being.Organizational chip inload is located by a number of movers, including individual(prenominal) factors (e. g. , age, tenure in the organization, disposition, internal or external control attributions); organizational factors (job design and the leadership modal value of ones supervisor); non-organizational factors (availability of alternatives). All these things affect subsequent payload (Nortcraft and Neale, 1996). Mowday, Porter, and Steer (1982) see committal as attachment and loyalty. These authors describe three components of shipment: ? an identification with the goals and values of the organization ?A desire to belong to the organization. ?A willingness to endanger effort on behalf of the organization. A mistakable definition of commitment emphasizes the importance of demeanour in creating it. Salancik (1977) conceives commitment as a state of being in which an individual be seminal fluids bound by his actions and it is these actions that sustain his activities and touch onment. From this definition, it brush off be inferred that three gasconades of behavior are important in binding individuals to act: visibility of acts, the extent to which the outcomes are irrevocable; and the degree to which the person on a lower floortakes the action voluntarily.To Salancik therefore, commitment can be change magnitude and attach to obtain support for the organizational ends and interests through such things as participation in stopping point-making. THE RELATIONSHIP BETWEEN HUMAN choice maturement AND WORKERS COMMITMENT IN NIGERIA The intimately important st setgy for productivity good is based on the fact that human productivity, twain high and low is determined by the attitudes of both those who work in the enterprise. Thus, to improve cut into commitment, it is necessary to change attitude towards plus drive.These changes develop positive attitudes and an organizational culture which will be favourable towards productivity improvement as well as expert changes. To improve productivity, it is therefore necess ary to manage change; this means motivating, inducing and generating change. Ashton and Felstead (1995) regard the enthronement funds by an organisation in the skills of employees as a ‘litmus test’ for a change in the way they are manages. First, the re definement of the words ‘ preparation approach’ with investment responses to the outcomes of HRD where the continuation of viewing work through s a short-term be has persistently acted as a regent(postnominal) break of many a(prenominal) bringing up strategies. Having defined human resource development as the study and shape of increasing the accomplishment capacity of individuals, groups, collectives, and organizations through the development and covering of learning-based disturbances for the purpose of optimizing human and organizational growth and effectiveness, it is indicated that formal training enhances employees’ organizational commitment. Sharma 1989 had as well as effect a c orrelation betwixt training and organizational commitment.Organizations that offer employees a relative high degree of development opportunities and internal career possibilities were also tack to give way opportunities has also been reported to project a positive effect on perceived rationalism of the employment relation, which is also state to claim accounted for higher(prenominal)(prenominal) levels of commitment and job satisfaction. In organizations that offer training opportunities, employee commitment and citizenship behaviour are anchor to be higher than in organizations that do not offer the same.Studies has also shown that entrancement of perceived training obligations consequent in reduced organizational commitment and increased intentions to leave the organization. Tannenbaum et al. (1991) found that naval recruits who participated in an 8-week training held higher levels of affective commitment than before the training. EQUITY THEORY The surmise was propounded by spell Staley John in 1963 and this theory calls for a fair sleep to be struck between an employee’s input (hard work, skill level, tolerance, enthusiasm etc. ) and employee’s output (salary, hits, recognition etc).According to the theory, determination this fair balance serves to ensure a strong and productive relationship achieved with the employee, with the overall result being contended, motivated employees. Adam’s Equity Theory accognitions that elusive and variable factors affect an employee assessment and intuition of their relationship with their work and their employer. The theory is make on the belief that employees become de-motivated, both in relation to their job and their employer if they shade as though their inputs are great than the output.This theory also compares the input and output between divergent workers at variant levels. Bringing this theory to the level of work commitment in Nigeria, it will be noted that workers are hig hly de-motivated because of the contrariety between their various input and their output. For instance, examine the input of a University Professor with that of a Senator and relating it to their output, this will highly de-motivate professor to work. And these are some of the business affecting workers commitment in Nigeria.HUMAN CAPITAL THEORY human beings Capital theory was proposed by Schultz (1961) and certain extensively by Becker (1964). According to the theory, it suggests that education or training raises the productivity of workers by imparting useful intimacy and skills, thereof raising workers’ future income by increasing their lifetime earnings (Becker, 1994). It postulates that expenditure on training and education is salutely, and should be considered an investment since it is undertaken with a view to increasing personal incomes.The human neat approach is lots used to explain occupational lucre contrastingials. military personnel peachy can be vie wed in general terms, such as the ability to read and write, or in limited terms, such as the learning of a particular skill with a limited industrial application. In his view, human capital is similar to â€Å"physical means of mathematical product”, e. g. , factories and machines: one can invest in human capital (via education, training, medical examination treatment) and ones outputs depend partly on the rate of return on the human capital one owns.Thus, human capital is a means of production, into which additional investment yields additional output. Human capital is substitutable, but not transferable like land, labor, or repair capital. This suggest that for human resource development to be effective and for workers to be much commit to the organization, the organizations concerned ask to be to a greater extent admitd in the training and re-training of its workforce. THE HUMAN CAPITAL MODELThe human capital model suggests that an individuals decision to invest in training is based upon an examination of the electronic network present value of the be and benefits of such an investment. Individuals are assumed to invest in training during an initial period and experience returns to the investment in subsequent periods. Workers pay for training by receiving a engross which is lower than what could be received elsewhere slice being trained. Since training is theme to make workers more productive, workers collect the returns from their investment in later periods through higher marginal roducts and higher wages. Human capital models usually decompose training into specific training, which increases productivity in only one firm, and general training, which increases productivity in more than one firm. Purely general training is financed by workers, and the workers receive all of the returns to this training. In contrast, employees and employers will share in the costs and returns of specific training. Despite these differences between g eneral and specific training, the model predicts that both forms of training lower the starting wage and increase wage growth.THE NIGERIAN CONTEXT Human resource development in Nigeria has come a long way, but the process of actual resource development has been very gradual. Nigerian get down at human resources development in particular cannot be separated from the country’s post- colonial effort at accelerated education and industrialization. In a broader sense, every post colonial government activity’s investment in education has been for the purpose of providing the manpower which the nation lease in it private and public sectors.This led to the validation of three (3) Universities by the three regional governments of West, East, and the North (University of Ibadan which is the first) and the establishment of University of Lagos by the federal government all within the first decade of post freedom Nigeria. As a result of the country’s quest for technol ogical development, polytechnics and universities of engineering as stream in the 1970s, 80s, and 90s. Provision of universities and polytechnics education were meant to provide the topic economy with the manpower it needs to develop and expand.The emphasis on formal and higher education as a base of operations of national human resource development was kinda apparent in all the national development plans of post independence Nigeria. Gradually, the nation’s sparing planners shifted solicitude to intervention in the areas of training and manpower development. In fairness to our earlier economic planners, Onasanya (2005) believes that â€Å"without education, there can be no training and without the two, there can be no development”.Government’s attempt at strengthening training and development in the national economy led to the establishment of the Industrial Training strain (ITF) in 1971; Administrative and Staff Training College of Nigeria (ASCON) in 197 3; and Centre for concern breeding (CMD) in 1976. The idea behind the three establishments is the provision of consultancy on training needs all enterprise, training higher level manpower staff, and conducting research into line of works of manpower and garbage disposal in public and private sectors.Onasanya (2005) also believe government’s intervention as stated above must be appreciated in the Nigeria settle setting because, â€Å"until recently, and probably until the intervention of the government (training was one of the ill-managed and haphazardly handled areas of modern enterprises. Training and development was seen as a waste of a workers labour hours (to his employer) and a way of denying the employer the serve of the employee. The above analysis is not to take away the concerted effort in the public and private sectors towards training and human resource development.Public sector workers have many structured training programmes and many government have a min istry of establishment and training, as well as designated training centres. In the private sector, some notable sectors such as banking, telecommunications, and manufacturing industries are more salutary in training today than in the past. The efficiency of manpower training and new-made technology has helped these sectors in terms of better service delivery. But, are workers really committed in Nigeria?Workers’ commitment or otherwise in Nigeria is more than whether there human capacity is developed because there are many factors affecting workers motivation and commitment in Nigeria. The spheric economic meltdown has meant less security for workers in Nigeria and passim the world. Even good workers do lose their jobs at these times, hence morale is mainly low. Other factors such as culture, god-fatherism, ICT and other modern technologies have impacted negatively on workers morale and productivity in Nigeria. The gradual decimation of the power of labour unions hav e also not helped matter.TOOLS/METHOD FOR hands DEVELOPMENT IN ORGANIZATIONS The tools and rules for manpower development in organizations differs, and it is largely determined by the objectives of organizations, the idiosyncrasy of management staff or the chief executive, the organizational policy, as well as the organizational environment to pertain a few. Thus, it is a common feature to see mode actings for manpower development variable from one organization to the other, just as a given organization can be tailored at adopting different methods at different times or a combination of techniques t the same time. However, some methods for manpower development are stated below: 1. Orientation: This method of manpower development could be said to be an integral part of the recruitment exercise in that once an employee has been found appointable, it is evaluate that such an employee need to be positively oriented in depict with the vision and aspiration of the organization fo r effective discharge of function. And since employee function in an organization is basically affected by his intelligence of the organization vis-a-vis the rules and principles that exist in the organization.It therefore follow that an employee undergoes formal and intimate orientation in a rear end of work. While the formal orientation focuses on job specification and occupational demands dictated on the employee, the informal orientation involve the social interaction that take place in the place of work which could each boost productivity or be detrimental to it (Koontz et al. 1980). Orientation therefore, as a method of manpower development is rather indispensable because it helps in boosting the productivity of workers which is undeniable for competing in the global market of the twenty-first century. . On the Job Method of manpower organic evolution: This method is basically different from the orientation method in that while orientation is at the point of entrance into the organization or a new assignment; on the job method is a process through which knowledge and experience are acquired over a period of time either formally or informally. This process involve the quest: (a)Coaching: This is a method of on the job training and development in which a young employee is attached to a precedential employee with the purpose of acquiring knowledge and experience necessitate for the performance of tasks. Yalokwu, 2000). (b) Job rotary motion: This method either involve the exercise of an employee from one official assignment or department to the other, in order for the employee to be acquainted with the different aspects of the work process or through job ebullition †that is, given additional responsibility to an employee who has been shake as a result of the encyclopaedism of additional skill or knowledge (Yalokwu, 2000; Lawal, 2006). (c) in House Training: This involve a formal method of on the job training n which skills and knowled ge are acquired by employees through internally organized seminars and workshops geared toward updating the workers with new techniques or skills associated with the performance of their jobs. (Lawal, 2006). (d) In divine service Training: These methods involve training removed the organization or workplace in higher institution of learning or vocational centres under the sponsorship of the organization or on terms that may be agreed upon between the organization and the worker (Lawal, 2006). 3.Committee/Work Group Method: This method entails manpower development through the affaire of employees in meetings, committees and work group word geared towards injecting inputs in form of decision making as regard resolution organizational occupation. This method is quite indispensable, particularly in the aspect of training employees for managerial functions or heading organizational units. 4. residence Training Method: This is a method of manpower development through the encyclopae dism of skills in a related on the job(p) environment (Nongo, 2005).Under this method the trainee practices his skill with uniform equipment that he uses or he is expect to use in his actual place of work. This method is or so suitable for spiritualist operations where maximal perfection is expected. The purpose is therefore to enable perfection at work place. 5. Apprenticeship Method: This method of manpower development involve the acquisition of skill through extensive practice for over a period of time by the trainee. This type of manpower development kink could either be formal or informal.In the informal environments the trainee is attached to the trainer, and he/she is expected to pay for an agreed period of apprenticeship (Nongo, 2005). In the formal environment on the other hand, an employee of an organization could be placed under apprenticeship in the organization with pay. THE RELEVANCE OF men DEVELOPMENT IN NIGERIA 1. Economic instruction: The relevance of manpower development in Nigeria could be situated vis-a-vis economic development. This is because manpower development captures the actual gist of development in that it is people center ( orbit Bank 1991; Grawboski and Shields 1996).In addition, it involves the pass oning of capacity and harnessing the suppose’s human resource which work a sine-qua-non for development. The above advantage was vividly conceptualized by Harbison (1973) when he stated that: Human resources constitute the ultimate basis for wealth of nations, capital and natural resources are static factors of production; human beings are the progressive agents who accumulate capital, exploit natural resources, build social, economic and political organizations, and carry ahead national development.Clearly a country which is ineffective to develop the skills and knowledge of its people and to utilize them effectively in the national economy will be unable to develop anything else. 2. policy-making Stability: T here is no doubt that a country which fails to fair to middlingly develop her manpower would be doing so at the expense of her socio-economic and political stability.In the aspect of political stability, Omodia (2004) stressed the dysfunctional use of the nation’s human resource among the youths in propelling political unbalance when he stated that: …there has been situations in which the Nigerian youth especially, those of unfortunate family reason were used as tools for disrupting the political egalitarian system through rigging, thuggery and ethnic conflicts. These factors of rigging, thuggery in addition to economic mismanagement, personal desire or selfishness among others, were the factors that terminated the First and plump for Republic.Thus, manpower development could help the youths in the development of self and in amend the quality of their political participation. 3. Poverty backup man: It has been argued that effective impoverishment alleviation do dging must involve the development and exercise of local resource including human for closure local problems (Robb, 2000; Omodia, 2005). Thus, manpower development is underlying to solving the present problem of poverty in Nigeria. CHALLENGES FACING men DEVELOPMENT IN NIGERIA 1.Colonial Experience: There have been several arguments regarding the distortions in manpower development of national growth in Nigeria as a result of colonialism which was fashioned towards economic exploitation (Ekpo, 1989; Ake, 2001; Dauda, 2003). It could be recalled that the advent of colonialism led to the integration of the Nigerian economy into the World Capitalist System thereby placing borderline premium on labour when compared to other factors of production. This poor performance of indigenous labour by the colonial government no doubt has persisted in the post-colonial Nigerian State.As a result, this problem account for the lack of adequate attention given to labour as a critical part of the production process in Nigeria. 2. Poor Political Leadership: Closely related to the problem of colonial experience as a problem of manpower development in Nigeria is poor political leadership which is upgrade deepening the problem of manpower development in Nigeria. This factor has manifested itself in poor funding of education over the historic period (Baikie, 2002), disparity or class in manpower development between children of the loaded and the poor (Omodia, 2006). 3.Poor hands Planning: This problem is associated with the poor data base that is needed for manpower planning in Nigeria both in the rural and urban centers. This problem no doubt constitutes a major hindrance on effective manpower development in Nigeria (Baikie, 2002; Oku 2003). 4. Poor livelihood: Nigeria’s democracy has enhanced the practice of human resource development, determine the quota of expatriates it permits. Nigeria’s economy allows the importation of new technology to enhance human re source development, but training is still a bit slow, thus employment of expatriates to handle such is still encouraged.In Nigeria there is application of new management techniques and skills used in the rails of organizations. All aimed at running cost effective system. 5. The socio-cultural diversity of Nigeria has influenced the human resource management practices in Nigeria. Nigeria is characterized by over reliance on culture, language, religion, gender and educational qualifications as a basis for determining who get employed and who need to be trained and re-trained. What this means is that, the opportunity for an reasonable Nigeria to get employed is a factor of the afore marked cases. CONCLUSIONThis paper have been able to situate or relate what could be referred to as manpower underdevelopment to socio-economic and political problems in Nigeria by looking at such factors as poverty, political instability and economic underdevelopment. From this background, it is therefor e important to conclude that human resource development as a concept and method should be able to take its rightful place as a tool for development in Nigeria through the recognition of the fact that it is the almost active and indispensable in the process of production even in the global age of the 21st century.RECOMMENDATION FOR EFFECTIVE MANPOWER DEVELOPMENT IN NIGERIA The options recommended for effective manpower development in Nigeria could be viewed from two basic perspectives: 1. The option of an enhanced restrictive capability on the part of government for effective reinforcement of manpower policies. This is quite indispensable based on the need to ensure quality manpower development irrespective of sex, class, ethnic affiliation to mention a few.This point could best be appreciated considering the liberal nature of most government policies which tend to snowball into elitist benefit in terms of policy outcome. 2. The need for government to be persuasive in making organi zations embraces well designed policies at improving the development of manpower in Nigeria. This could be done both internally and externally. Internally, organizations should be made to see reasons why a careful manpower development plan should form part of their plans and objectives for the fiscal year.As a matter of fact, the success of organizations should not only be measured in terms of the magnitude of profit through the adoption of outdated personnel memorial tablet technique, but, basically on the contribution of the organization in enlarging the confidence of its workers through manpower development. The external factor involves the contribution of organization to the development of manpower through fiscal support meant to boost adult education, vocational education, and specialized research institutes to mention a few. REFERENCES Ake, C. (2001): Democracy and study in Africa. Ibadan: Spectrum hold upsLimited. 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