EFFECT OF HUMAN CAPITAL DEVELOPMENT ON EMPLOYEE’S PRODUCTIVITY IN NIGERIAN BANKS
The recruitment of academically qualified employees is a necessary start for sustainable human capital development in all organizations. Human capacity has become a critical index of competition in the world of business to the extent that the development of such capacities through training has become top priority in designing the strategic plan of business organizations (Tim & Brinkerhoff, 2008)
Human Capital Development is essential for the growth and development of any nation. It is perhaps the most dynamic of all the resources of any organization. Over the years, the Financial Sector had been plagued with scarcity of trained personnel and financial experts, which has led to employment of half-baked workers who need further training to make them suitable for the banking jobs. Human Capital Development is the key to the development process of any country. It is the process of determining and assuring that a country will have adequate number of qualified persons, available for work at any time. Developing countries including Nigeria have tried to accelerate the pace of their socio-economic development and modernization since the end of the Second World War most especially after attaining political independence.
It should be mentioned that an important aspect of manpower is its quality and not its size but more importantly, the educational and skill content of a country’s labour force. Studies have shown that the success of an organization is highly dependent on the skills, knowledge and experience of its employees, which is a direct product of adequate human capital development capability of that particular organization (Rao, 2000; Bokeno, 2011). The success and progress of an organization depend on its ability to maximally explore the talent and potentials of its workforce. This is more likely to be achieved through the purposeful (HCD) capability of an organization, (Mohammed, 2006)
Human capital development is the process of enabling people to make things happen, (Rodrigues and Chincholkar 2005). This implies that without availability of capable employees (in terms of required skills, knowledge and experience) to make things happen in the area of quality products/service delivery and profit maximization, the enhanced goal attainment of that particular organization becomes a mirage. Researchers have shown that one of the major challenges facing modern organizations in the twenty-first century is on how to put in place strategies to motivate and encourage their employees to get committed to organizational ideals and aspirations; and also on how to translate these ideals and aspirations into enhanced productivity of the workforce and the organization (Olowu and Adamolekun, 2005; Gberevbie, 2010).
In this regard, no other factor is as important as human capital in maintaining corporate stability, development and profitability of an enterprise…” Therefore, the successful mobilization of employees to get committed to the ideals and aspirations of an organization (organizational commitment) for the purpose of enhancing its growth and profitability is sine-qua-non to organizational survival, (Ejiofor and Mbachu 2001).
