Capacity building and development must be based on a need analysis derived from a comparison of “actual performance‟‟ and behavior with “required performance‟‟ and behavior. Capacity building and development is one of the major ways organization invests in the workforce for greater return today and even in the foreseeable future (Williams, 2007)
Organizational effectiveness rests on the efficient and effective performance of workforce that makeup the organization. The efficient and effective performance of the workforce in turn, rest on the richness of the knowledge, skills and abilities possessed by the workforce.
Capacity building and development in most organizations is a continuous act/exercise. The inexorable march of time and the ceaseless glamour for social change combine to make adaptability and continuing preparation of the workforce as inevitable as the initial acquisition of knowledge and skills. This cannot happen if employees‟ capacity building and development do not occur in an enterprise. In other to maximize the productivity and efficiency of the organization, every executive, manager or supervisor in a public or private organization has the responsibility and indeed the bounding duty to ensure the development of their employees who have requisite knowledge and expertise (Dada, 2004)
Capacity building is like sharpening an existing skill in order to reflect the trends in technology and other social–cultural environmental changes of an organization. Productivity is the goal of today‟s competitive business world and capacity building can be a spring board to enhance productivity. The aim is to enable them contribute their full measure to the welfare, health and development of the organization (onah 2007). The main objective of capacity building and development in FRSC is to increase efficiency of employees with the resulting increase in corporate productivity. This accounts for why a large number of fund and time is expected by organization at one period or the order in the improvement of the skills of their employees at various levels.
Statement of the Problems
The challenge of human capital development for developing nations is daunting. This is in consideration of how far ahead the rest of the world is and the enormous efforts and resources required of them to catch up. Nigeria's high population, vast socio-cultural diversity, yet-to-mature political culture and the great hope repose on her to emancipate the black-race, makes the challenge even more critical for us.
The good news however, is that there is cause for great optimism because the nation has more than enough human capital potentials to surmount the challenge if harnessed, activated and effectively channeled. This research as it deals with the capacity building and development of employees in FRSC is intended to find out the efficiency and effectiveness of capacity building and development programme in FRSC.
For this reason, it encounters numerous problems which range from:
1) Lack of qualified instructors and consultants to undertake capacity building courses,
2) Lack of essential capacity building tools, to
3) Lack of effective communication within the organization which makes it impossible for most employees to know about capacity building opportunities available to them.
Objectives of the Study
The Broad objective of the study is to examine the impact of capacity building on operational capabilities of public sector organization, case study of Federal Road Safety Corps. The specific objectives are;
i. To evaluate the impact of capacity building in FRSC Nigeria.
ii. To highlight the challenges facing organizational performance and capacity building in FRSC Nigeria
iii. To examine the benefits and prospects of capacity building on organizational performance in FRSC Nigeria.
iv. To proffer possible policy recommendationsImpact of Capacity Building on Operational Capabilities of Public Sector Organizations: Case Study of Federal Road Safety Corps