CHAPTER ONE

INTRODUCTION

1.1. BACKGROUND TO THE STUDY

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

In order to perform the functions of management and to assume multiple roles, managers must be skilled. Katz (1997) identified three managerialskills essential to successful management; technical human and conceptual. Technical skill involves process or technique knowledge and proficiency. Managers use the processes, techniques and tools of a specific area. Human skill involves the ability to interact effectively with people managers interact and cooperate with employees. Conceptual skill involves the function of idea. Managers understand abstract relationships develop ideas and solve problems creatively. Thus, technical skill deals with things, human skill concern people, and conceptual skill has to do with ideas.

Kartz further states that organization determined the relative importance of possessing technical, human and conceptual skills. Top level managers need conceptual skills in order to view the organization as a whole. Conceptual skills are used in planning and dealing with ideas and abstractions supervisors need technical skills to manage their area of specialty. All levels of management need human skills in order to interact and communicate with other people successfully.

As the pace of change accelerates and diverse technologies coverage new global industries are being created (for example; telecommunication). Technological change alters the fundamental structure of firms and cells for new organizational approaches and management of skills. According toTechnological change alters the fundamental structure of firms and cellsfor new organizational approaches and management of skills. According to Purcell et al (2003) skills management provides a structured approach to developing individual and collective skills and gives a common vocabularyfor discussing skills as well as the general benefits derived by employees. Three groups of employees receive specific benefit from skills management.

As a result of skills management, employee should be aware of the skills their job requires and -any skills gaps that they have. Depending on their employer; it may also result in a personal development plan (PDP) of training to bridge some or all of those skills gaps over a given period.

Skills management enables managers to know the skills strengths andweakness of employees reporting to them. It can also enable them tosearch for employees with particular skills sets ( e.g. to fill a role on a particular project). A rolled up view of skills and skills gaps across an organization can enable its executives to see areas of skill strength and weakness. This enables them to plan for the future against the current and future abilities o staff as well as to priorities areas for skills development.

1.2   STATEMENT OF THE PROBLEMS

The drive for corporate goal attainment is central to every management. A major determinant in this drive is the level of efficiency and effectiveness of the organizations human capital. As often realized, then significance and usefulness of the structures, positions and tasks created in theorganization can only be actualized with the activities and effort of. the human capital. The ability of organization to achieve its goals dependsmajorly on the skills and competencies of the human resources. Therefore, for purpose of organizational goal attainment, survival and relevance, every organization must show concern for the quality of the workforce as it relates to skills. It is the duty of management to develop necessaryapparatus that will monitor, coordinate, organize and develop the skills ofthe personal for the good of the organization. Management shouldendeavour to develop definite and coincides programmes that will increase the skills of their personnel. The failure of many organizations today can betraced to poor skill enhancement and monitoring.

Skill management rests upon a foundation of basic knowledge and considerable practice and feedback of results on employees' skills (Fajana2000) opines that the entire world is caught upon a process of growth andmodernization. This process, to many means involvement in a process of industrialization, skill building and capacity building which leads to optimal utilization of human resources. Therefore, the study seeks toexamine the monitoring and deploying people and their skills on their qualitative contributions to the organization.

1.3   OBJECTIVE OF THE STUDY

In recent years, the role of the human element in the organization has increased significantly, as human resource in new being valued andrecognized as a crucial asset to the organization. Most organizations arenow adopting the learning strategy where focus is on employee's skills. It is against this background that efforts will be made in the study to identify the importance of managing employee's skills on the employee's tasksperformance quality as well as his contribution to the organization.

However, the specific objectives of the study are:

i.     To examine the importance of employee's skill monitoring coordination on employees job tasks performance.

ii.    To identify the impact of skill coordination and monitoring on employee's retention.

iii.   To examine the effect of skill monitoring and coordination on cooperate goal attainment.

iv.   To examine the influence of management knowledge and skill on the success of skills management.

v.    To examine the effect of skill monitoring and coordination on corporate goal attainment.

1.4   RESEARCH QUESTIONS

The following research questions have been formulated to guide the conduct of the research study.

a.    Will effective monitoring and coordination of employee's skills affect

their job tasks performance?

b.    Does employee's skill monitoring and coordination determine the employee's retention?

c.    Is skill need determination determined by skill monitoring and coordination?

d.    Does the management expertise and skill competency have any influence on the success management?

e.    Will effective skill monitoring and coordination ensure corporate goal attainment?

1.5   RESEARCH HYPOTHESES

There are tentative statements or answers given to this researchstudy which would be tested empirically

1. Ho:   There is no significant relationship between monitoring andcoordinating employee's skills and job tasks performance.

Hl:      There is significant relationship between monitoring andcoordinating employee's skills and job tasks performance.

2. Ho:    There is no significant relationship between the achievement oforganization goals and skill monitoring and coordination in theorganization.

H1:   There is significant relationship between the achievement of organization goals and skill monitoring and coordination in the organization.

1.6   SCOPE AND LIMITATION OF THE STUDY

Due to the fact that the issue of skill management is crucial to organizational productivity survival and relevance, the research will be relevant to all organizations and industries in the nation. However, the study will limits its study to NATIONAL DRUG LAW ENFORCEMENT

AGENCY (NDLEA). This is due to constraints such as crime fighting ,

data gathering.

1.7   SIGNIFICANCE OF THE STUDY

The research was taken up, to exhibit the effect of skill management onthe efficiency of the workers on his job and his contributions to theoverall well being of the organization. Consequently, it is clear that thecontribution and importance of this study cannot be over emphasized as

it trends to evaluate the place of human resources in terms the skillthat people utilize in production process.

The study will make the render appreciate the role of skill monitoring and coordination in the organization. Again the management and employers will be exposited to the need for effective skill management in the organization which starts at the point of entry of the worker into the organization.

1.8 DEFINITION OF TERMS

Certain words and concepts were used in the course of the study which may have particular meaning. The descriptions of these words and concepts are giving below.

i.        Job roles

ii.       Third Party Institution

iii.      Skill matrix

iv.      Conceptual skill

v.       Technical skill

vi.      Human relation skill

vii.     Personal development plan

•       Job Roles: This can be described as the contents or tasks that anindividual performance in a job position.

•        Third Party Institution: This means another individual or group notwithin an organization or a group.

•        Skill Matrix: This is described as a kind of already existing skills ranking and description that might be used to determine skill level and assign roles to individuals.

•        Conceptual Skill: This is deserved as the management ideas or theoretical skill used in viewing the organizational and solution problems.

•        Technical Skill: This can be the process or techniques that managers needs to manage the organization.

•        Human Relation Skill: This is defined as the skill which managers need to communicate and interact effectively in the organization.

•        Personal Development Plan: This is a concept which means the individualistic approach of employees to training. That is, employees take of it upon themselves to personal upgrade their skill without relying on the organization.

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