EFFECT OF SKILL MANAGEMENT ON EMPLOYEES’ EFFICIENCY AT NATIONAL DRUG LAW ENFORCEMENT AGENCY [NDLEA]

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EFFECT OF SKILL MANAGEMENT ON EMPLOYEES’ EFFICIENCY AT NATIONAL DRUG LAW ENFORCEMENT AGENCY [NDLEA]

ABSTRACT

The study attempts to examine the impact of skill management on employee’s          efficiency    in      an     organization. Consequently relevant literatures were reviewed on the subject matter. National Drug Law Enforcement agency (NDLEA) was selected as a case study. Stratified Random Sampling Technique was used to collect the primary data/ from the respondents. One hundred (100) copies of the questionnaire were administered but only 78 were recoverable and used for analysis. In analyzing the questionnaire, frequency and percentages tables were used, while the chi-square test was used in testing hypotheses. The sample covered both the senior and junior staff and the management of National Drug Law Enforcement agency (NDLEA). The research hypotheses showed the relationships between the management of employee’s skill and labour retention. Result showed that there was a significant statistical relationship, between management of employee’s skill and job performance. There was no statistical significant relationship between management of employee’s skill and corporate goal. There was statistical relationship between management expertise and employee’s skill management. Consequently, it was recommended that employees’ skill management should be a continuous process and strategy for improving monitoring and matching employees’ skill with organizational changes. That management should create skill management as a competitive strategy to motivate employees’ commitment towards the organization that management organizational elements, marshaled toward the realization of corporate goals and objective that the monitoring and the development of employees should involve management expertise in the area of policy formulation, implementation and planning.

  

TABLE OF CONTENTS

  

Title Page                                                                                i

Certification                                                                            ii

Dedication                                                                              iii

Acknowledgment                                                                    iv

Abstract                                                                                  v

Table of Content                                                                    vi

 

CHAPTER ONE

INTRODUCTION

1.1    Background of the study                                                      1

1.2    Statement of the problem                                                     4

1.3    Objectives of the Study                                                         5

1.4    Research Questions                                                              6

1.5    Research hypotheses                                                             7

1.6    Scope and Limitations of the Study                                     7

1.7    Significance of the study                                                      8

1.8    Definition of Terms                                                                9

 

 

CHAPTER TWO

LITERATURE REVIEW

2.1 Introduction                                                                    11

2.2 The Elements of Skill Management                               12

2.2.1 The Resourcing Strategy                                             14

2.2.2 Attraction and Retention Policies and Programmes 14

2.2.3 Skill Audit                                                                    14

2.2.4 Role Development                                                        15

2.2.5 Skill Relationship Management                                  15

2.2.6 Performance Management                                           16

2.2.7 Total Reward                                                                16

2.2.8 Learning and Development (Harris, 2002)                17

2.2.9 Career Management                                                     17

2.3 Creating A Great Place to Work                                     18

2.4 Attraction Strategies                                                       20

2.4.1 Employer Branding                                                     20

2.4.2 Employer of Choice According To Sear (2003)          23

2.4.3 Targeted Recruitment and Selection                          23

2.5 Retention Strategies                                                        24

2.5.1 Factors Affecting Retention                                         24

2.5.2 Basis of the Strategy                                                    25

2.5.3 Risk Analysis                                                                26

2.5.4 Analysis of Reasons for Leaving                                 26

2.5.5 Areas for Action                                                           27

2.6 Career Management                                                        29

2.6.1 Career Dynamics                                                         29

2.6.2 The Process Of Carrier Management                         30

2.6.3 Skill Audits                                                                   31

2.6.4 Performance and Potential Assessment                     32

2.6.5 Demand and Supply Forecast                                    33

2.6.6 Succession Planning                                                    34

2.6.7 Career Planning                                                           36

2.7 Skill Management for Knowledge Workers                   39

 

 

CHAPTER THREE

RESEARCH METHODOLOGY

3.1    Introduction                                                                 41

3.2    Research Design                                                          41

3.3    Population of the Study                                               41

3.4    Sample Size and Sampling Techniques                     42

3.5    Research Instruments                                                 44

3.6    Methods of Data Collection                                         45

3.7    Method of Data Analysis                                             45

 

CHAPTER FOUR

PRESENTATION AND ANALYSIS OF DATA

4.1    Introduction                                                                 47

4.2    Personal Information of Respondents                        47

4.3    Analysis Base on the Skill Management and Employees,

Efficiency                                                                       50

4.4    Test of research Hypotheses                                       57

 

CHAPTER FIVE

SUMMARY, CONCLUSION, AND RECOMMENDATIONS

5.1    Introduction                                                                 63

5.2    Summary of Findings                                                  64

5.3    Conclusion                                                                   66

5.4    Recommendations                                                        67

References                                                                    70

Appendix

CHAPTER ONE

INTRODUCTION

1.1. BACKGROUND TO THE STUDY

Skills management is the practice of understanding developing and deploying people and their skills Cascio (1992). A well implemented skills management should identify the skills that job roles require, the skills of individual employees and, any gap between the two contents. The skills involved can be described by the organization concerned or institution. They are usually defined in terms of a skills framework, a competency framework or skills matrix. This consists of a list of skills and a grading system with a definition of what it means to be at particular given skill. To be most useful, skills management needs to be conducted a san ongoing process, with individuals assessing and updating their record skill sets regularly Smilansky (2005). These updates should occur at least as frequently as employee regular lines manager reviews and certainly when their skill sets have charged. Skills management systems record the result of this process in analysis of the data.

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EFFECT OF SKILL MANAGEMENT ON EMPLOYEES’ EFFICIENCY AT NATIONAL DRUG LAW ENFORCEMENT AGENCY [NDLEA]

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