HUMAN CAPITAL DEVELOPMENT AS A STRATEGY FOR IMPROVED ORGANISATIONAL PERFORMANCE IN PUBLIC SECTOR. A STUDY OF ENUGU STATE WATER COOPERATION 2016-2023

The purpose of this research work is to highlight the impact of human capital development on organisational performance manufacturing firms. Today’s business environment is in the state of flux, where competition is the name of the game. Organizations that fail to change may be forced to change from existence to nonexistence, hence survival is the panacea. To survive, companies must explore all available avenues that can bring about competitive advantage. To develop a competitive advantage, it is important that firms truly leverage on the workforce as a competitive weapon. Specifically, the study aimed to pursue the following objectives: to establish the relationship between Human capital development and organizational performance, to examine the extent to which training affects organizational performance, to ascertain the extent to which talent management impacts on organizational performance, to evaluate the extent to which incentive and compensation influence organizational productivity. The study had a population size of 250 staff, out of which a sample size of 245 was realised using Taro Yamene formula at 5% error to tolerance and 95% level of confidence. Instrument used for data collection was primarily questionnaire and• interview. The total numbers of 245 copies of the questionnaire were distributed while 225 copies were returned. The descriptive research design was adopted for the study. Four hypotheses were tested using Pearson’s moment correlation coefficient, chi-square (x2) and Z- test statistical tools. The findings indicate that there, was significant relationship between human capital management and organisational performance. Training positively affects drganisational performance. Incentives and compensations positively influence organisational performance. The study concluded that theoretical and technological advance in human capital management has allowed manufacturing organizations to move beyond managing personnel by head count and billet, the managing their workforces The study recommends that Firms should conduct a workforce assessment to determine the current human capital capacity based on the verified job requirements.