Full Project – Competence management and organizational agility in the private sector in Rivers State
1.1 Background to the Study
Agility is one of the most important factors in the survival and development of companies in today’s dynamic environment. The main feature of this environment is change and uncertainty (Kubaisi, 2013). The current business organizations face some organizational features, such as rapid technological development, increasing risks, globalization, and privatization expectations. To succeed in this environment, agility creates a competitive edge which can be maintained with fame in innovation and quality (Ebrahimian and Jelodarzadeh, 2011). Agile organization synchronizes processes and individuals with advanced technology and fulfills the customer needs based on the high-quality products and services in a relatively short-time frame. However, this happens when agility is considered a systematic organizational value and a competitive strategy for leaders (Ebrahimian and Jelodarzadeh, 2011)
According to Ogwurnike and Adenegan (2009), agility as the ability that requires active use of the benefits and opportunities along, with positive exposure to competitive threats that all of which are stemmed from frequent and sometimes unpredictable changes. Therefore, the lack of agility can lead to significant real losses and missing opportunities. The goal of the agile organization is to provide satisfaction for customers and employees (Fadiran, 2010). For an organization to achieve agility, there must be agility creators within that organization. Staff performance in an organization can show their potential and actual capabilities along with their strengths and weaknesses. Since the main goal of organizations is to achieve the desired goals, therefore, success largely depends on the performance of the employees through competence management (Abdellah, 2017). Human resources agility may bring a wide range of benefits, such as improving quality, better customer service, increasing learning curve and saving in a deep and extensive scale (Abdellah, 2017).
Competence management has become an essentiality and a must in today’s unstable economic environment if the organization is to be competitive in its operations because it enables managers to manage effectively one of the organization’s must important assets (Abdellah, 2017). Zeb-Obipi (2017) argued that worker competence management is a modern way of managing human resources in the organization in the sense that it is the bedrock of corporate performance and the way it is managed affects what could be accomplished in the organization and it plays an important role in ensuring that the organization is able to adjust to changes in the environment. In this turbulent and complex business environment, agility has become an important feature that affects organizational success. The agility method that has been introduced arid developed since two decades ago is a conscious and comprehensive response to changing needs in competitive environment and obtaining success from the available opportunities (Sheida, and Somayyeh, 20l5) Organizational agility is very important, thus, organizations must be able to ensure that worker’s competence is well managed to be able to meet up with this frequent environmental changes (Sheida, and Somayyeh, 2015).
1.2 Statement of the Problem
Today’s business environment is witnessing series of rapid developments that emerged from various environmental issues like frequent technological changes, political instability, and the growing interest in environmental issues where the environment of organizations is no longer stable and with a noticeable reasons, it has become kinetic and dynamic with obvious characteristics. With these continuous change, development and volatility which greatly influence organizational objectives, it is therefore, obligatory for business enterprises to align themselves with these changes either in a direct form or indirect form to ensure continued existence. How organizations can achieve success in the complex environment of today is one of the most important challenges facing them. Business enterprises may not be able to achieve long-term success if they do not align themselves with changes through competence management. The rate at which Banks are failing has increased overtime, which has become a concern as so many Deposit Money Banks have liquidated in recent times due to their inability to be agile to changes. As a result, others acquired some banks. Agility as an innovative tool is used to align an organization with changes as well as factors of development in the world that have in one way or the other affected the organization and a means of restructuring and achieving competitive edge.
Effectively managing the competence of organizational workers is arguably more significant today than in the past because of the uncertain, volatile and complex form of the business environment. However, studies on the concept of organizational agility from extant literature have not fully looked in the direction of worker competence management but have explored other variable. Taking into consideration previous research on organizational agility, there appears to be a dearth of knowledge on the relationship between competence management and organizational agility in this part of the world as studies that was done were mainly outside Nigeria, thus, the aim of this study is to bridge this gap by investigating the relationship between competence management and organizational agility of Banks in Rivers State.
1.3 Conceptual Framework
The dimensions of competence management are adapted from the works of Zep-Obipi (2017).
Source: Researcher Desk, 2021
1.4 Objectives of the Study
Generally, this research work is set out to determine the relationship between competence management and organizational agility in the private sector in Rivers State. Specifically, this research intends to achieve the following objectives:
- To examine the relationship between competence planning and organizational agility.
- To examine the relationship between competence development and organizational agility.
iii. To examine the relationship between competence monitoring and organizational agility.
1.5 Research Questions
Based on the specific objectives, the following research questions were proposed:
- What is the relationship between competence planning and organizational agility?
- What is the relationship between competence development and organizational agility?
iii. What is the relationship between competence monitoring and organizational agility?
1.6 Research Hypotheses
The following hypotheses guided this research work
Ho1: There is no significant relationship between competence planning and organizational agility.
Ho2: There is no significant relationship between competence development and organizational agility.
Ho3: There is no significant relationship between competence monitoring and organizational agility
1.7 Significant of the Study
The outcome of this study will be of value to the following stakeholders.
Management/Organization: the management of organizations will find the outcome of this study useful as they will be able to know the importance of competence management and how to take advantage of it to enhance organizational agility.
Researchers: Future and present scholars many use the results of this study as a source of reference in related studies.
1.8 Scope of the Study
The content scope of this study is to determine the relationship between competence management and organizational agility. Geographically, this study is restricted to cover only the private sector in Rivers State with focus on service organization in Port Harcourt.
1.9 Limitations of the Study
However, a research of this magnitude cannot be conducted without the researcher encountering some constraints. Some of these limitations are discussed below as follows:
Attitude of the Respondents: The staff sampled for this research work were reluctant to provide the needed information to the research questions. This reluctance on their part adversely affected the amount of data collected through primary sources.
Inadequate Funding: The financial constraint posed by the recessive Nigerian economy was a serious problem that almost marred the effort of the researchers at getting this research work done in record time. A huge amount of money was spent in collecting data needed for the research.
Time Factor: The time line assigned to this research work is insufficient with regards to when it will be due for final submission and defense as the researcher is preoccupied with other duty calls.
1.10 Operational Definition of Terms
Competence Development: This is used to express the entire actions taken by the organization as well as the worker to improve the competence level of the worker.
Competency Management: This is the practice of identifying the key skills necessary for an employee to reach target performance in their specific role, and then developing and optimizing those skills to best align with the business strategy of an organization.
Competence Monitoring: This has to do with the worker competence and making judgment or evaluation on the worker competent performance.
Competence Planning: This refers to the process of organizing the
recognized competences in the organization into a framework that allows or assists workers into understanding and applying acquired competencies in the performance of a given task.
Employee: An employee is someone hired for a specific job or to provide labor in the service of someone else known as an employer.
Management: This can be defined as the process of administering and controlling the affairs of the organization, irrespective of its nature, type and size.
Organization: This is used to describe the structural framework of
duties and responsibilities required of personnel in performing various functions with a view to achieve business goals.
Organizational Agility: This is used to describe a firm’s capacity to adjust to changes that are unexpected from the environment as well as to continue to exist in the midst of threat from the environment and use those changes as opportunities to increase performance.
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Full Project – Competence management and organizational agility in the private sector in Rivers State