Learner’s Submission: HR Managers Capacity Development – Case of Nigeria

“There is a saying that, can two be except they be agreed?

Rhetorically, it is a knot to be untied non-verbally but in deliberate activities by the Government and Human Resource Manager(s) to ensure the people’s need for capacity development and satisfaction.

Human Resource Capacity development in itself is to ensure an on-going learning, knowledge management and solvable problems based on development theories and practices to enhance Government’s effort towards her citizens thereby looking away from traditional crude practices like capacity building at such a century as has. It is in tune to enhancing Government’s effort to empowering the people through the Human Resource Manger or Professional’s effort to collate and research on the people’s area of needs such as unemployment among youths; inequality bridge between the rich and the poor and poverty scourge most especially on women and children in alignment with Government’s vision looking into communities with urgent needs.

For instance, Nigerian President, Dr Goodluck Ebele Jonathan’s vision 2020 (Transformation Agenda) to turn Nigeria’s economy to the greatest in Africa by out-twitting South Africa has been concluded upon as an unprofitable venture due to low impact in allocation distribution throughout the country. This might have rubbed off on him because the expertise of a Human Resource Manager might have been looked down upon to ensure its employ ability and assessment as the work evolves.

As a leader aiming for good governance in order to ensure a heightened capacity development in alignment with the country’s development vision, the following are paramount if result is expected:

1) Identify loop-holes to the program/vision failure or unequal distribution of resources and review the strategies adopted.

2) Weigh the financial allocation and public expenditure management from office inception till date with the aid of external auditors.

3) Assess its distribution mechanism in quantity and quality.

4)  Check feasible public service ministry’s records and make a public announcement to invite all private investors who have vie for contracts both awarded and not awarded alongside their proposals.

5)  Review employees skill, training and professionalism in relevance to the job to either be retained or retrenched.

6)  Review foreign policy and Economy diplomacy links and networks in relevance to (i) relationship (ii) interest (iii) rewards (iv) and vision agreement as documented or pact.

7)  Take deliberate and firm actions that are continuous, consistent and committed to the vision.

8)  Personally visit project location sites to ensure that all players are acting their roles. Avoid being a” title leader’’, be a ”doing leader”.

9)  Adopt new and fresh hands. Avoid dogged crisscrossing relationships of same principles and practices as a supposed constitution. Be flexible to new ideas and challenges.

Finally, to ensure that these vision is realized through the employment of various capacity development programs, Human Resource Mangers should provide adequate logistics and technology necessary in channeling the vision’s effectiveness.

Lack of these materials or personnel strategy analyst can constrain the distribution/allocation of unleashing, strengthening and maintaining the development’s capacity beyond the peripheral of the people’s need.” – Emuoghene Alicia Eguko – Lagos, Nigeria


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