Long-Term Dynamic Behaviour of Human Resource Needs in Ghana’s Oil Sector: System Dynamics Approach

This study espouses a multi-strategy method comprising of a qualitative study and system dynamics (SD) to deliver the long-term dynamic behaviour of human resource development (HRD) in Ghana’s oil and gas sector. The adoption of the SD differed from previous studies addressing the local content implementation challenge of human resources, thereby allowing HRD to be considered a ‘system’ which, in turn, aided in comprehensively identifying and analysing the interrelationships among the dominant variables. Focal articles were reviewed to develop a causal loop diagram (CLD) for human resource and subsequently validated qualitatively. The CLD was used for analysing interconnections among the variables in the HRD and as a basis for developing the stock and flow diagram for projections. The study found that local content investment is projected to increase from $799 million to$3.0807 billion in 50 years, with a corresponding revenue increase from $29 billion to$44 billion in 50 years. Subsequent sensitivity analysis compared the local content model results under varying situations, which indicated the possibility of a demand for 20,000 local staff. The study further uncovered two critical issues affecting HRD, namely policy coordination and harmonisation and sustainable funding. These issues are exacerbated by the pervasive political interference in the administrative and operational functions of state oil and gas institutions

Critical success factors for Kaizen implementation in the Nigerian construction industry

Purpose: Kaizen in construction is a new paradigm stemming out of lean production systems. Construction companies in developing economies, such as Nigeria, have a task to innovate to liquidate in certain cases. With the aid of kaizen, which encompasses the benefit of stakeholder relationship improvement and management, profitability enhancement and delivery of projects to satisfied clients, construction companies can realise expected growth. An exploration of the critical success factors (CSF) and associated drivers within the limits of the scope is essential. The paper aims to discuss these issues. Design/methodology/approach: Exploratory factor analysis statistical tests categorised the CSF identified in the literature review section. A detailed sampling approach extracted 135 questionnaires under the five-point Likert scale format from a larger population in Nigeria. An exploration of important drivers and iteration of eigenvalues combined with asymptotic significance of the drivers provided the CSF and significant drivers. Findings: Construction management function, operational efficiency, construction business ethics and construction cost management were the CSF established from the exploratory factor analysis tests. It was confirmed that kaizen can be adopted in Nigerian construction companies with reflections on the principal drivers for the CSF. Research limitations/implications: The exploration of the CSF and drivers associated with kaizen implementation can be applied to other developing countries with considerations of implementation in terms of cost and time. Originality/value: The identification of CSF provides ample opportunity for consideration of kaizen in construction companies. The findings of this study are a basis for investigations into cost and time implications of kaizen adoption in construction companies