INTRODUCTION
Human capital is the economic value that an employee provides to an employer. According to Schuttz (2010) human capital is referred to as a key element in improving an organizations assets and employees in order to increase productivity as well as sustain competitive advantage. However recent evidence reveals that many organizations have not paid sufficient close attention to human capital development, leading to an under-utilization of talent in the workforce.
Kingsmil, (2011) opined that treating human capital as a means of achieving positive business results is traditionally dominant approach in the literature. However, little work has been done on what constitutes a framework of human capital development, particularly in view of investigating the gap between rhetoric (what is espoused) and reality (what is enacted) in an international organization. Also, there is a scant evidence identifying key dimensions of human capital development that are involved in creating the conditions for such gap. Much of the human capital literatures is prescriptive in tone and managerial in intent, specifying ideal models and broad descriptions as to how to develop human capital in an organization operating in the international environment. An area which has been received particularly scant attention is whether, within companies that have claimed to foster human capital developing human capital has been actually embedded with the firm and to what extent human capital has effect to organizational development.
Garavan et al (2012) defined Human capital as the gap between what a firm intends to achieve and what the firm is actually destined to implement. The however, said that being the models of human capital, people construct focusing specifically on the tools used and the meanings, made in the those models.
Taking Nigerian Television Authority as a case study NTA was established in the year 1960 by the premier of an Eastern region of Nigeria by Dr. Michael Okpara. It was the oldest television station in Nigeria. It was received in the thirteen states of the federation. The station has two studios and each of them equipped with video-cameras and microphones, because of the tempograph of Enugu the studio and the transmitter are not con-sided.
The transmitter is located about 15 kilometers away from the studio. The station’s transmitters on 201.75mhz video and 196.25 audio, both local and network programmes are received from the station. In the year 2003 the station was upgraded to a zonal network center. The implication of the above is that the station not only now receives both also transmitter, network news and programmes. The zone covers Abia State, Akwa-Ibom State, Anambra State, Benue State, Imo State and River State. It can be said that the zone and its station are fulfilling their primary function of informing, educating and entertainments.
TABLE OF CONTENTS
Title Pagei
Approval Pageii
Dedicationiii
Acknowledgementiv
Table of Contentsv
CHAPTER ONE
INTRODUCTION
1.1Background of the Study1
1.2Statement of the Problem4
1.3Purpose of the Study4
1.4Significance of the Study5
1.5Scope of the Study 6
1.6Research Question6
CHAPTER TWO
2.1Literature Review8
2.2Six Basic Pillars of Human Capital Development10
2.3Theory of Human Capital Development11
2.4The Role of Human Capital in Economic Development13
2.5Human Capital Formation14
2.6How To Develop Human Capital Performance in An Organization 15
2.7Importance of Human Capital Development15
2.8Problems of Human Capital Formation in Less Developed Countries 16
2.9The Establishment of the Nigerian Television Authority 20
2.10The Profile of the Nigerian Television Authority21
2.11Methods of Human Capital Development22
2.12The Concept of Human Capital Development24
2.13How is Human Capital Effort Measured26
2.14How Development of Human Capital Affects
the Workforce Positively 27
2.15How Human Capital Development
Affects Organizational Productivity Positively31
CHAPTER THREE
DATA PRESENTATION
3.1Area of the Study 36
3.2Research Design36
3.3Population of the Study36
3.4Sampling Method/Procedure37
3.5Sampling Size38
3.6Instrument for Data Collection 39
3.7Summary of Findings44
3.8Recommendation 45
3.9Conclusion46
References48