HUMAN CAPITAL DEVELOPMENT AND EMPLOYEES PRODUCTIVITY

HUMAN CAPITAL DEVELOPMENT AND EMPLOYEES PRODUCTIVITY
 
CHAPTER ONE
INTRODUCTION
BACKGROUND TO THE STUDY
Human capital development is a very practical activity in human life. Perhaps is pertinent to assert that is  it is the human capital of a nation, rather  than its materials (natural) resources that ultimately determine the pale of its economic and social development. Government tat desire to be effective are increasingly reclining that the varied factors contributing to the attainment of capital is the most critical. Physical asset, such as facilities, products and services or technologies can be limited by another organization. Human asserts can not be duplicated and therefore, becomes the competitive advantage an organization enjoys. Sani (2011) states that the development of any nation therefore, depends on a very large extent no the caliber, organization and motivation of is human capital.
Sain define management as the process of teaching organization gals by working with and through people and other organization resources. Human capital management is usually defined in broad but common terms. A definition by (Fisher 2014) states human capital management (H.C.M) involves all managements decision and practices that directly affect or influence the people of human capital, who work for the organization. In the specific case of Akwa Ibom state where diversity exerts tremendous influences on politics and administration, the capacity to increase the benefits and reduce costs of this diversity constitutes human capital management challenge of epic proportion. How will an organization set its goals of program and service delivery which  is of paramount concern; Bowen and (Osteff 2013) Opine that it can be done by  improving administration capacity and especially those aspects dealing with human. Capital offer the most challenge for improving organization effectiveness strategic human capital management polices enhances employee productivity and the ability of government agencies to achieve their mission. Rules and strategic planning process enables an organization to better achieve its goals and objectives.
Civil services system are designed to integrate the multiple goals pursued by the public sector can inhibit the adoption of progressive human capital practices, they are not the necessarily rigid barriers to change. A lot of studies (Singh, 2013), Katon and Budhwar. (2016), Domba and K’pbpnyo, (2015) examined the effect of strategic human capital management policies practices in organizations. Performances have been conducted most especially in the developing countries. But most of these studies were actually based on the operation of big private business organizations. How public sectors response to human capital management policies is still unanswered question in the literature. This study fills and the identify the gap by evaluating the effect of human capital polices in Akwa Ibom state civil service.
RESEARCH PROBLEM
There is a significant increase in an organization, business and even government in today’s management level. There are problems associated with human capital management policies in Akwa Ibom state civil services these problems can be examined via. Inadequate human capital policies and decision making in an organization Ineffective implementation of policies Lack of adequate planning: what would like a happen in the event that impacts a business Poor monitoring of pans and strategies by management to checkmate organizational performances. This research project is therefore carried out with these problems in mind. It is design to investigate the effect of human capital management policies in Akwa Ibom State Civil Service.