An Evaluation Of Managerial Competences As A Factor For Success In Kaduna Refining And Petro-Chemical Company
An Evaluation Of Managerial Competences As A Factor For Success In Kaduna Refining And PetroChemical Company
Abstract
The existence and continuity of any organization are not without its human capital (the whole of what the workforce know), which has been expressed as managerial competencies. These studies researched into what the basic understanding of the term competence or managerial competence is and highlight the role of organization in helping the managers develop competencies in their profession. It also sought to highlight issues of staff training; recruitment habit and how competencies learned could be transferred or be made to have bearing upon the product. This cannot happen without putting in place certain frameworks and networks like learning and development programme and performance monitoring and implementation programme with succession plan. The essay sought, primarily to establish the fact that no organization succeed and survive without allowing competencies development of its management or employee. It was established without any shadow of doubt that the effective development and management of workers (human resources) will enable successful business and organizational performance. Finally, organization’s that aim at being successful in business in a sustainable manner must invest in time and money in the development of competency and management of their employees.
Table of Contents
- Title Page
- Declaration
- Approval Page
- Dedication
- Acknowledgement
- Abstract
Chapter One:
Introduction
- 1.1 Background of the Study
- 1.2 Statement of the Problem
- 1.3 Objective of the Study
- 1.4 Significance of the Study
- 1.5 Research Hypothesis
- 1.6 Scope of the Study
- 1.7 Limitation of the Study
Chapter Two:
Literature Review
- 2.1 Introduction
- 2.2 Concept of Managerial Competence
- 2.3 Elements of Competencies
- 2.4 Success of Organization Depended Upon Competence Element
- 2.5 Human Capital Development Influence on Organizational Success and Continuity
- 2.6 the Role of Organization in Helping Managers / Fresh Employees Develop Competencies in Business Operation
- 2.7 Challenges to the Learning Outfit
- 2.8 Summary of the Chapter
Chapter Three
Research Methodology
- 3.1 Introduction
- 3.2 Research Design
- 3.3 Area of Study
- 3.4 Population of the Study
- 3.5 Sample Size
- 3.6 Instrument for Data Collection
- 3.7 Validity of the Instrument
- 2.8 Reliability of the Instrument
- 2.9 Method of Data Presentation and Analysis
Chapter Four:
Data Presentation and Analysis
- 4.1 Introduction
- 4.2 Presentation of Data and Data Analysis
- 4.3 Data Presentation and Analysis
- 4.4 Test of Hypothesis
Chapter Five:
Summary of Findings, Conclusion and Recommendation
- 5.1 Introduction
- 5.2 Summary
- 5.3 Conclusion
- 5.4 Recommendation
- References
- Appendix
Chapter One
Introduction
1.1 Background of the Study
For any organization which came into existence to continue, there must be some deliberate actions and attitude that are channelled towards ensuring success of the organizational key purposes and objectives. Those who will ensure deliberate success in purpose and objectives are key contributors namely, manager/leaders and the workers within the institution. Therefore attention should be focused on them what they are doing, to what they should be doing and to how they should be doing it.
Evaluating managerial competences as an indispensible strategy for success and continuity implied that part of the control process that help checked the impact of managerial skills/performance upon business and success and continuity of an organization. Evaluation methods aimed to get feedback about the results or outputs or to assess the degree of impact of competences in relation to success and continuity of business enterprises, with a view to lay emphasis on the importance of competences building and for business enterprises to invest in it.
In Nigeria in recent time, it is common for a business enterprise to come up and foldup within shorttime. A number of strategy may be responsible, paramount among them were risks and changes that had been met with incompetencies.
Kaduna refining petrochemical company (KRPC) limited, being the case study of this research was established with operational specification to process crude oil into finished products for domestic consumption/export and manufacture Alky benzene (C6H6 colourless liquid), has, various chemical products and tin. It has the following objectives:
To act as catalyst (change agent) to Nigeria’s industrial expansion and diversification of the country’s economy; to provide job opportunities to the citizenry, to enhance the acquisition of modern technology and knowhow in the country and more. To achieve this the KRPC embarked on competencies building. However, the company still performed below expectation i.e. 4.5m litres per day instead of 5.6 m litres per day.
The call for evaluation of managerial competencies as indispensable strategy for success and continuity of organization aimed to get feedback about the results or outputs or assess the degree of impact of competencies in relation to success and continuity of a business enterprise, with a view to lay emphases on the importance of competences building and for business enterprises to invest in it.
For an organization like the KRPC which had embarked on competencies building but still experience shortfalls, what is responsible for this problem? The search for answer to this problem calls for evaluation of competencies as an indispensible strategy for organizational business success and continuity. This led the researcher to the statement of the problem.
1.2 Statement of the Problem
There are many organizations today that are still ignorant of what managerial competencies is all about or what managerial competence stand for and not bother about their image, set goals and objectives, this move is highly disastrous. At times no body cares to check evidence of competence; neither would conducive environment be created for personnel to develop competencies.
Some other times, persons selected and appointed or promoted to management position have little or no time to devote to personal development, and or staff training, sentiment among some committee members brings about setback during selections in any form whether in recruitment or employment.
Since the company is working nonstop, fullspeed ahead of competitors or to get the done is the focal point, no time to pause, no time to linger over the important process of learning and performance.
Therefore, the setobjective, aims or goals of the organization where jeopardized due to the managerial incompetence to coordinate the organization effectively and appropriately.
1.3 Objectives of the Study
The general objective of the study is to find out how much organizations success and continuity depends on managerial competencies, while the specific objectives are to:
- Find out how the relevant of staff training to managerial competences
- Examine the level of devotion to personal development
- Examine the method use in recruitment in KRPC which will subsequently affect managerial competency of the organization
1.4 Significance of the Study
This study is not only significant but equally relevant in view of the trend of event in the country. Most industries and some organizations across the country had to close down or suspend production due to either one form of mismanagement or another or due to some kind of maladministration, or even due to politically motivated, unfavourable pressure of some government policies.
It is therefore, significant in that, it will help to:
- Identify the problems that have been responsible for the instability in organization and in the economy.
- Also developing managerial competences is the possible best approach to management practice that can position organization in success and sustain it.
- It will help the organizations, particularly the KRPC further invest in strategy that are indispensable for success and continuity.
1.5 Research Hypothesis
The research work will attempt to assess the impact of managerial competencies as a strategy of success in the development of Kaduna refining and petrochemical company. It is necessary to make specific hypothetical statement which will be evaluation.
- HO: Developing managerial competencies is not related to staff training
- Hi: Developing managerial competencies is related to staff training
1.6 Scope of the Study
This study covered what managerial competences is, elements of competencies and how success of a business enterprise depended on the competencies of its contributors (workforce), human capital influence on business success of the organizations. Can a business concern be successful without the competencies of its contributors?
1.7 Limitation of the Study
In writing a project research work, one is bond to come across certain constraints that will limit the extent to which the research may intend to cover such as:
- Some respondents refused to collect and fill the questionnaire because of time strategy and office schedule.
- It is also difficult to gain access to the organisation is record under case study.
Chapter Five
Summary of Findings Conclusion and Recommendation
5.1 Summary
The main thrust of this study is evaluating managerial competencies as a strategy for organizational success. From the huge data collected for this study, the presentation, analysis and of hypothesis have shown what would imply that capital development is the core value the organization should pay attention to the success and continuity of the organization hinges on its workforce competencies.
A lot should be done in pursuit of competence development being part of the corporation’s PACE project programme to turn around into a new way of doing things in any organization or business.
5.2 Conclusion
To conclude this study it has become necessary to state that there have been serious problems that hampered the operations and achievement of objectives of the firm (KRPC). Paramount among these variables are the problems that could be traced to competence gaps among the workforce/problems associated to management of competences in the organizations, whose effects manifest in many ways.
It is the opinion of this study researchers that once competence(s) are properly given appropriate attention it deserves, other variables that pose difficulty in the organization will be adequately tackled.
This is certain in the light that it is a fact that techniques/technology are not better than those who use (i.e. managers) them, proper attention must be given to training and development of management at all levels.
As the organization embark on competency development, it should be a worthwhile thing that monitoring of learning activities be instituted to assure relatively permanent change in behaviour that occurs as a result of practice or experience.
5.3 Recommendations
Having collected, presented and analyzed the data in this study, the following are recommended
- The authority concern (financial managers) in particular should increase investment budget, particularly for training outfit of the organization instead of shoestring – driven budget, except when it is extremely necessary to do so.
- The financial manager can help the training for competence outfit ensure transfer of acquired knowledge/skills to productivity by what we will call budget size base on competency accountability (a competence bearing upon productivity). This will put the outfit on its toes over its responsibility to ensure transfer of competence(s) or knowledge/skills to workplaces.
Net – Work System of Achieving Objectives
This could be guided by a network system put in place, that is, for example, should there be any notable obstruction to realizing objective(s), at either or production, marketing units end, the attention of all these units or departments could be called and intelligence report could be shared to profer corporate solution.
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