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International Journal of Civil Engineering and Technology (IJCIET)

Volume 10, Issue 03, March 2019, pp. 726–742, Article ID: IJCIET_10_03_070

Available online at http://www.iaeme.com/ijmet/issues.asp?JType=IJCIET&VType=10&IType=3

ISSN Print: 0976-6308 and ISSN Online: 0976-6316

© IAEME Publication Scopus Indexed

TECHNICAL AND SKILLED MANPOWER AS

PREQUISITE FOR ENHANCED PRODUCTIVIY

IN THE CONSTRUCTION INDUSTRY

Aigbe Fortune

Physical Planning Department, Covenant University, Ota, Ogun State

Ikpefan, Ochei Ailemen

Professor, Department of Banking & Finance, Covenant University, Ota, Ogun State

Egolum, C.C

Professor, Department of Estate Management, UNIZIK, Awka, Anambra State, Nigeria

ABSTRACT

The present difficulties, in getting competent and seasoned craftsmen, to work on

construction sites, calls for great concern. Nigeria, being a developing country with

the potentials for a geometric population growth that would culminate to an attendant

rise in the quest for shelter. would require the services of adequate and competent

skilled workmen to meet these need. Presently, the construction industry is

experiencing skill shortage, the experienced hands are ageing and retiring, the

apprenticeship scheme is outmoded and unstructured while many youths prefer other

quick money making ventures than learning skills. The emphasis on skill instruction in

technical colleges has become secondary. An appreciable percentage of the available

hands seem to be incompetent and half-baked. This study, therefore aims at analyzing

how technical skilled manpower serves as prerequisite for enhanced productivity in

the Nigerian construction. The methodology involves survey design, review of related

literatures, structured questionnaires. The sample techniques involved purposive

sampling techniques. Data were analyzed using mean and rank order; while Chi-

square was employed in testing the hypothesis. The findings revealed that there are

basically these categories of skills which are: Professionals, eg. Architects, Builders,

Crafts and Tradesmen, e.g. Tilers, Machines/Equipment Operators, etc. Among the

factors responsible for skill shortage are: low wages, high cost of training, etc. The

impacts of such shortages are: increase in cost of construction and delay in time of

project delivery/completion. This study therefore, recommends improved

technological awareness, improved incentives for skilled personnel in the construction

industry in order to encourage them for improved productivity and also reduce

attrition.

Key words: Technical Skill, Productivity, Construction Industry, Construction

Management, Virtual reality.

Technical and Skilled Manpower as Prequisite for Enhanced Productiviy in the Construction

Industry


Cite this Article: Aigbe Fortune, Ikpefan, Ochei Ailemen, Egolum, C.C, Technical

and Skilled Manpower as Prequisite for Enhanced Productiviy in the Construction

Industry, International Journal of Civil Engineering and Technology 10(3), 2019, pp.

726–742.

http://www.iaeme.com/IJCIET/issues.asp?JType=IJCIET&VType=10&IType=3

1. INTRODUCTION

In the 21st century of rapid technological development; professionals in the construction

industry requires insight on new ways of doing things more than ever before because the

scripture says the people perish for lack of knowledge. Since 2000, new ways have evolved in

the construction industry. In the past, absence of technical skilled manpower has led to

collapse in household and public buildings. Since the discovery of oil and the subsequent oil

boom, the Nigerian construction industry has experienced changes in terms of volume and

complexity of work with the emergence and construction of mega projects in terms of road

construction, buildings, bridges, dams, sewage plants. Therefore, the need for the training,

development and consistent provision of local manpower is expedient, owing to the fact that

most of the technology of construction are comprised of both local and imported.

Construction is the activity which creates all types of new buildings and engineered

structures, as well as the maintenance and/or repair of existing facilities (Wallis, 2002).

Rafael, Jennifer , Dana , Gabriel , Wei Zhou & Aviad (2015) study shows that consultation

and dialogue with an experienced construction professional are highly beneficial for building

construction.

Construction is viewed as a convenient tool for regulating the economy in most countries

due to its industry – relative large investment requirement (Ojo & Dada, 2005). The

construction industry is categorized into two, i.e. the building construction industry and the

civil engineering construction industry. The construction industry plays a key role in the

economy of every country contributing a lot of its Gross Domestic Product (GDP). The

Global Construction Perspectives and Oxford Economics estimated that construction in

Nigeria contributed 3.2% of Gross Domestic Product (GDP). A nation‟s economy is reflected

by the robustness of its construction industry (opoko and Ali,2005, Rafael et al2015) and the

activities of the industry goes a long way in determining a nations socio economic quest of

providing shelter, infrastructure and employment for its citizens. According to the National

Bureau of statistics, the percentage of the total workforce in Nigeria employed in the

construction industry was 0.61% in 2010, up from 0.55% in 2016.

Besides shortage of skilled manpower other factors expected to drive the construction

industry in Nigeria are: General Economic Growth and Increased Economic Activity (such as

the development and mining industry), rapid urbanization, demographic and housing demand

and the increasing popularity of private public partnership worldwide. The projected inflow of

investment into the construction industry in Nigeria (which would attain $9.4 billion in 2021)

could be threatened by the present skill shortage in the construction industry according to the

2012 first quarter report of Business monitor international.

Skill is the ability to perform a task to a predefined level of competence (Frogner, 2002);

while Leitch (2006) defined skill as capabilities and expertise in a particular

occupation/activity but the pervasiveness of abandoned projects has assumed an alarming

proportion in Nigeria. Areghan, Ochei Ikpefan, (2016) posited that in a bid to improve their

infrastructure some projects have been abandoned because of paucity of funds.

https://www.tandfonline.com/author/Sacks%2C+Rafael


https://www.tandfonline.com/author/Swissa%2C+Dana

https://www.tandfonline.com/author/Raviv%2C+Gabriel

https://www.tandfonline.com/author/Zhou%2C+Wei

https://www.tandfonline.com/author/Shapira%2C+Aviad

Aigbe Fortune, Ikpefan, Ochei Ailemen, Egolum, C.C


Construction related skill can be classified into two (2) broad categories: namely trades

construction and other construction related skills and the management, finance, business and

administration, scientific and technical occupations such as architects and civil engineers

(Kwantlen University College et al, 2010) while Obuks (2007) categorize construction skills

as hard and soft skills; Soft skills are transferrable and/or hard skill which are non-

transferable. Some examples of soft skills are communication and team work; while an

example of a non-transferable skill is technical trade. In the construction industry, site

activities vary from the simplest to the complex, hence adequate training and supply of

sufficient number of competent and skilled workers in the form of craftsmen and artisans

becomes an essential tool for good quality product delivery.

In the construction industry, semi-skilled, skilled and unskilled workers make up a major

component of the labour requirement; and the various tasks they perform eventually

determine the quality of products. Therefore, in order to ensure the smooth flow of activities

on construction sites and the incessant production of good quality work, then the training and

development of this group of workers is expedient. Construction skilled workers are a major

resource for construction output; therefore, the quantity and quality of skilled workers

available in the construction industry could greatly affect construction output (Odusanmi,

2010). Furthermore, Cole (1998), The Employment Workplace Relations and Education

Reforms Committee (2004) found that there is a dearth of skills and declining levels of skills

amongst site staff in the construction industry.

Wallis (2002) posited that skill shortage is the inability to fill current levels of vacancies

while Frogner (2002), opined that inadequate skill leads to underemployment. Deficiency in

skilled labour generally has effects on the time, cost, quality of work and also on diverse parts

of construction projects, which invariably compromises the attainment of the economic

prospect for which such projects were intended (Odusanmi, 2010). However, Obiegbu (2002)

and Njoku (2007) posited that the construction industry in Nigeria have a great deficiency and

poor quality of craftsmen. According to Odusanmi, (2010). there‟s a preference for

foreign/migrant site workers by contractors engaged in construction works in Nigeria than

those trained in Nigeria. Also Aniekwu, (2010) despite the high percentage of tertiary

institutions offering engineering and numerous technical colleges skill shortage still exist in

Nigeria.This invariably infers that the shortage of skilled manpower is not just in quantity but

also in quality. The construction industry is a labour-intensive one, requiring more human

effort both skilled and unskilled Muya, et al, (2006); Ubenyi (1999).

Martin, Kent, Regine, Anders & Marianne (2018) posited that visionary leadership is

required to direct the skilled manpower in the construction industry. Thus, the quality and

availability of skilled workforce is considered an important factor in the effectiveness of the

construction sector. The shortage of competent skilled workers in the industry has hampered

the effectiveness of the sector which is populated largely by unskilled, insufficient, and

dissatisfied workers, who see work in the industry as a „stop gap‟ till better things come up in

the future. In the light of the above, this research is focused on analyzing the impact of skill

shortage in the Nigeria construction industry. Samwel Alananga,Charles Lucian &Moses

Mpogole Kusiluka (2015) Opined that construction is significantly enhanced through longer

construction periods, the use of local cement and drainage system materials and larger built

space

Nigeria, being a third world country with the potentials for a geometric population growth

which would culminate in an increase in the quest for shelter would require the services of

skilled workforce on its construction sites., the quality of tradesmen such as bricklayers,

carpenters etc. and their inputs goes a long way in determining the quality of construction

industry‟s product since they form a bulk of the site labour. There is the existence of shortages

https://www.tandfonline.com/author/Alananga%2C+Samwel

https://www.tandfonline.com/author/Lucian%2C+Charles

https://www.tandfonline.com/author/Kusiluka%2C+Moses+Mpogole

https://www.tandfonline.com/author/Kusiluka%2C+Moses+Mpogole


Industry


and poor quality of craftsmen in the Nigerian construction industry Obiegbu, (2002) and

Odusanmi, (2010). Noted that, presently the construction industry is experiencing skill

shortage, the experienced hands are ageing and retiring, the apprenticeship scheme is

outmoded and unstructured while many youths prefer other quick money making ventures

than learning skills. (Awe et al, 2009); (Awe et al, 2010). The emphasis on skill instruction in

technical colleges has become secondary, an appreciable percentage of the available hands

seem to be incompetent and half-baked. In Port Harcourt, most youth would prefer to take up

a part time job as a security man or helper in an oil company than take up a full time job in a

construction company; some would even prefer to drive commercial buses/bikes than work in

a construction company. Also, some construction companies would prefer to employ craft and

tradesmen from neighboring countries like Togo,Ghana or Benin Republic than employ a

Nigerian. For example, a company built an estate in Abuloma,Port Harcourt and most of its

workers were from Gambia.

The Federal Government in its bid to wade into the issue of skill shortage in the country,

organized a re-skilling program for artisans, in partnership with the Nigerian Institute of

Building (NIOB), under the auspices of SURE P and N-POWER program (through the N

Power build program, in which the Federal government is training artisans in some areas such

as Plumbing, Welding, Bricklaying for companies that need them) etc. Also, there is the

Rivers State Government skilling program called Empowerment Support Initiative (ESI) in

partnership with Greater Port Harcourt Authority. These efforts show that there is a prevailing

situation of skill shortage in Nigeria and as laudable as these efforts are, the situation still

lingers; this has necessitated the need for this research.

The objective of this research aligns with the research questions and hypothesis which are

to analyze the impact of skill shortage in Nigeria construction industry, with a view to closing

the gap of technical skill shortage in the construction industry. Therefore, the objectives of the

study are as follows:

To identify the categories of skills available within the building construction industry in Port

Harcourt metropolis.

To identify the areas of skill shortage in the building construction industry in port Harcourt

metropolis.

To investigate the factors responsible for skills shortage in the building construction industry

in Port Harcourt metropolis.

To identify the impact of skill shortage in the building construction industry in Port Harcourt

metropolis.

Construction activity plays a vital role in the process of economic growth and

development through its product (via infrastructure, building, etc) and the employment

opportunities created in the construction production process (Jha, 2002). Therefore, this

research will be beneficial to the government in that they will become aware of the economic

benefit of having the right quality and quantity of skilled manpower in the construction

industry. The government will also become aware of the fact that competent and adequate

skilled manpower are vital for the attainment of its goals of providing shelter, infrastructure

and employment for its populace. Rafael, Amotz &Ronen (2013) recommended the use of

virtual reality in construction safety training for improved performance. Ochei.Ikpefan,

Enobong, Osuma ,Evbuomwan (2018) alluded for an effective leadership that requires

combination of teamwork, right organization, power and appropriate style of leadership for

improve building construction.



https://www.tandfonline.com/author/Barak%2C+Ronen



Construction companies would significantly benefit from this research in that they will

become aware of the consequence of their inactions of refusing to ensure that their workers

are skilled. Individuals and clients of construction companies will be more mindful of whom

they give their projects to execute. Individuals and clients will also become aware of the

impact of skill shortage on the success of any project and therefore take measures to tackle it.

The researcher would like to restrict this study to the building construction industry in order

to analyze the impact of skill shortage in the Nigeria construction industry. Port Harcourt

town, in Rivers State, is chosen as the study area because it is one of the major cities in

Nigeria apart from Kano, Abuja and Lagos. Many building construction companies are

located in Port Harcourt owing to the beehive of economic and construction activities going

on in the city and also the researcher has also lived in the city of Port Harcourt for some years

and is familiar with it. The study was carried out among building professionals in Building

construction companies in Port Harcourt metropolis. Port Harcourt is the major city in Rivers

State and is home to many oil companies, construction companies, etc. Port Harcourt is made

up of Port Harcourt city itself and parts of Obio/Akpor Local Government Area.

2. LITERATURE REVIEW

2.1. Skill, Categories of Skill, Skill Shortage

According to Frogner (2002) skill is the capacity to execute a job to a predefined level of

proficiency while Leitch, (2006) opined that skill is abilities and know-how in a particular

profession or activity. Qualification is a medium through which a tradesman can showcase the

skills he has obtained(leitch,2006), Because the common way of measuring skills is

qualification. Employers today usually look out for qualifications obtained and work

experiences gained as a major way of recruitment most especially during job screening.

Employees therefore, are motivated to complete their training since qualification and work

experience form a major aspect of employer‟s recruitment strategies.

Construction related skills can be classified into two broad categories namely: trades

construction and other construction related skills and the management, finance, business and

administration scientific and technical occupations such as Architects and Civil Engineers

(Kwantlen University College, et al 2010); while according to Ejohwomu (2007) skills can be

categorized into two distinct groups – soft and hard skills. No matter the industrial sector/

organization there are certain skills they cannot do without which are soft skills (or

transferable skills) such as team working and communication, and hard skills (or non-

transferable skills) such as technical trades. In the construction sector, the non-transferable

(hard) skills are classified into trades e.g. Carpenters and the non-construction trades e.g. Civil

engineers

Skills shortage is the inability to fill or filling vacancies from a profession/specialized within

that profession, at current levels of conditions of the employment. Thus, skills shortage is the

dearth of the types of skill being sought and which results in recruitment difficulties, (Wallis,

2002). Frogner (2002) posited that skills shortage as, a “recruitment difficulty, caused by

shortage of individuals, with required skills, in the accessible labour market” Consequently,

the scarcity of qualified personnel impacts on the construction and infrastructure projects‟ life

cycle, from the initial scoping to completion. Thus, the problems of skill shortage require

attention, especially when one considers the demand for construction and infrastructural

projects.

Construction Skills Shortage in Nigeria

Construction skill shortage in Nigeria is predominantly due to lack of training and an

outmoded apprenticeship scheme which lacks standard means of testing/certification and a


Industry


structured curriculum. Therefore, as a result of these, the Nigerian construction worker is

accused:

Producing a less amount of work per time as compared to his counterparts in other spheres of

the world (productivity is low).

High rate of material wastage during construction and a high cost of maintenance during the

structure‟s life cycle (low work quality).

Undignified physical labour and much back-breaking (low tech operation & method).

Awe,Griffith and Stevenson(2010) noticed a general apathy for skill acquisition by

Nigerian youths as compared to their counterpart in order spheres of the world.The shortage

of construction skills in Nigeria (i.e. both in quality and quantity) has been attributed to a

number of reasons amongst which are:

Massive migration of skilled workers to other more lucrative ventures e.g., transportation, etc.

Poor remuneration/low wages.

Technical and vocational education/schools have become more theoretically focused than

practically oriented.

Inadequate funding of vocational education (including the practical aspect, which is the most

paramount) which has led to poorly equipped training workshop and insufficient/ill trained

staff.

Ill-perceived view of students in technical colleges as being trained to perform supervisory

roles instead of actually doing the work themselves.

Poorly structured apprentice scheme (Awe et al, 2010; Awe et al, 2009).

2.2. Implications of shortages on productivity and efficiency levels, cost, time,

quality and project success.

In order spheres of the world, like in the United States of America, United Kingdom, etc.,

operations on construction sites are mechanised to a high level (as much as 25 – 30% of total

construction, as compared to Nigeria, where labour forms a major part of construction work.

construction work in Nigeria is low tech and labour intensive. Reports indicate that labour

consumes between 30 – 35% of the base cost of construction in Nigeria. Productivity is the

quantity of output(products/services) produced relative to the quantity of inputs(goods/labour)

used in producing the output. In the construction industry, productivity of labour is well

known as the output of labour and is related to the volume of work completed over a period of

time. Olomolaiye and Ogunlana (1989) blamed lack of appropriate tools, poor supervision,

training and inefficient methods, as reasons why production output in some key building

trades in Nigeria were lower than it ought to be.This agrees with a study carried out

Alinaitwe, Mwakali Hanson (2007) blamed unqualified supervisors and the dearth of skills on

the path of workers as the major reasons for the less amount of work per time produced by

construction workers in developing countries. These problems can be directly linked to poor

and inadequate training of construction skilled workers. Meanwhile, there‟s the tendency of

unskilled workmen to be attracted to and employed by the construction industry, owing to the

shortages/insufficient supply of skilled workers. Efficiency is the degree to which something

is done well or without the waster of energy. Shoddy construction and waste of time and

materials on construction sites in Nigeria are predominantly caused by a high number of ill-

trained and inexperienced workers on construction sites in Nigeria. For instance, when a

Mason does not lay his blocks straight, remedial work has to be done, thereby wasting time

and materials.



A lot more is spent doing this, for which he will have to be paid. Avoidable waste of

materials and time on construction sites has been estimated to be between 2 – 5% of total

construction cost. When this percentage is applied to the huge amounts involved in

construction work, the enormity of the problem becomes clearer. For instance, if these

percentages are applied to the Federal Government of Nigeria‟s planned expenditure of 4.46

trillion Naira on construction projects from 2011 – 2013, then it is likely that between 89.2

and 223 billion Naira will be lost as waste that could be avoided by working with better

trained construction workers. The country and the industry would fare better by spending a

percentage of these amounts in training and re-training of effects of construction skilled

workers and supervisors.

The unsavoury effects of using poorly skilled workmen are not limited to initial

construction. Some of these effects begin to manifest themselves when the structures are

already in use. Poorly hung doors that do not shut well, wall tiles that collapse, uneven road

surfaces that do not adequately drain off water and therefore form potholes, sagging beams

that lead to collapse of buildings and bridges, drains that are not properly linked, poorly

routed water and drain pipes, uneven steps that cause accidents, etc., the list is endless.

Maintenance costs tend to go up with shoddy construction and the use of poor quality

materials. Many end users of construction products in Nigeria have to contend with structures

that are not user friendly and do not meet with international or even national standards; a

significant portion of the blame must go to the shortage of construction skilled workers and

supervisors in the country.

3. THEORETICAL FRAMEWORK AND METHODOLOGY

3.1. Theoretical Framework

This study is hinged on the theory of Maslow and Alderfer‟s Hierarchy of motivational needs.

Training of Construction Workers as revealed by the National Policy on Education (NERDC

1998), opined that training and retraining is key for effectiveness of skills in the construction

industry.

Alderfer's Hierarchy of Motivational Needs: Alderfer‟s hierarchy of motivational needs is

called ERG theory. According to the ERG theory, E stands for Existence which Maslow calls

Psychological/safety need, refers to all desires of human materially e.g. food, cloth etc. While

R refers to the desire to keep interactive and personal relationship (interpersonal relationship)

or social and external esteem which is similar to Maslow‟s social or love needs. And finally G

which means Growth, which is a deep-down/inherent longing for personal growth or it could

also mean internal esteem and self-actualization (required by construction workers) which is

similar to Maslow‟s esteem need and self-actualization. The hierarchy of needs theory as

postulated by maslow was modified/re worked by clayton Alderfer in order to align it with

practicality. The ERG theory shows that more than one need could be in existence at the same

time and that there‟s no rigidity of meeting lower needs before going higher to other needs.

3.2. Research Design

The researcher used descriptive survey research design for the study. It involves gathering,

describing, analyzing and interpreting data collected from the construction companies in Port

Harcourt, Rivers State, Nigeria. The method of data collection used for the research was both

Primary and Secondary sources of data collection. Primary and Secondary data for the

purpose of this research were collected through field survey and available literatures already

written by other authors and researchers. Data was also gathered through the administration of

structured questionnaires with sample population relevant to the research topic. The primary


Industry


source of data collection includes Questionnaires, while the secondary source of data

collection includes text books, journals, internet sources, etc.

The population of the study is the construction industry in Nigeria. The focus is made up

of Seventy (70) professionals in the building construction industry, which include Architects,

Builders, Engineers, Surveyors in two large building construction companies in Port Harcourt

metropolis, located in Trans-Amadi and Old GRA. The sampling technique adopted in the

study was the non – probability purposive sampling method. A sample of 50 professionals

were selected using purposive sampling techniques because most of the professionals are

qualified enough to give the right answers to the questions asked. The instrument for data

collection is the questionnaire. This was supplemented with oral interview. The questionnaire

was divided into two parts, namely:

Section A:

Comprised of personal data which contained eight (8) items, such as: name, address, age, sex,

marital status, profession, qualification, years of experience and current position/rank.

Section B:

Comprised of five (5) test items addressing the analysis of the impact of skills shortage in the

Nigeria construction industry. This was achieved using a five-point likert type of response,

ranging from „strongly agree‟ to „undecided‟. The respondents were expected to carefully read

statements and questions contained in the questionnaire and indicate their response, level of

agreement/disagreement with each statement by placing a „tick‟ on any of the five response

alternatives. The five-point type likert scale had response modes as follows:

Strongly Agree - SA = 5

Agree - A = 4

Strongly Disagree - SD = 3

Disagree - D = 2

Undecided - UD = 1

Consequently, to ensure validity, the questionnaire was structured in a manner that

enabled the researcher obtain relevant information addressing the research topic appropriately.

The test instrument was given to experts and also to the supervisor to check its validity.

Majority agreed on the relevance and appropriateness of the instrument used for the level of

this work. Useful suggestions and criticisms were also given and were implemented by the

researcher.

To establish content, the instrument was given to an expert in measurement and

evaluation, and also to a computer education expert, to rate, in line with the stated objectives

of the study. All items that were consistent were retained; others were reconstructed to make

them more appropriate.

To establish the reliability of the instrument, the question was pilot-tested using two large

building construction companies, randomly selected form the area of study. The research

instrument was administered two times on the subjects in a test-retest process. Intervals of

two (2) weeks were allowed between the two (2) tests administered. The scores of the subject

on the two tests were obtained and subjected to Pearson‟s product moment correlation

analysis to obtain the test-retest reliability. The result obtained showed the correlation

coefficient ranged from 0.68 to 0.98, thus the values were considered high enough to justify

the use of the instrument for the study.



3.3. Data Administration and Collection

The researcher and research assistant visited construction companies in Port Harcourt where

the sample is drawn, and administered the test instrument to the companies, using the chosen

sampling procedure, after obtaining permission from the relevant authority. In each company,

the objective was to talk with each of the respondents and get their solicited cooperation. The

respondents were also assured that all information collected would be treated confidentially

and only used for research purposes. The respondents were given sufficient time to complete

the questionnaires. A total of fifty (50) building professionals were given the questionnaires,

but only forty-five (45) questionnaires were returned. The remaining five (5) were not

returned. The data collected were grouped together and tabulated. The frequency of

respondents to a particular variable was also indicated. Percentages were used where

necessary for better appreciation of the study. Mean and rank order was used to analyze the

research questions. The data collected were analyzed using inference statistical analysis by the

use of chi-square (x2) to analyze the hypothesis at a significant level of 0.05, for the study. A

number of constraints were encountered in the process of collecting and analyzing the data for

this study. Some of the questionnaires given out were not returned on time; while some never

returned the questionnaires given to them. The volume of data to be analyzed also presented

some problems as they took some time to analyze in order to achieve the best results.

4. DATA PRESENTATION, ANALYSIS OF FINDINGS AND

INTERPRETATION

Data collected were organized and analyzed in consonance with the research questions on the

questionnaire and formulated hypothesis. Each table contains information on the response to

the research questions. Tables 4-1 to 4-4 below, shows the summary of the background

information on the respondents.

4.1. Profession of Respondents

Table 4-1 Profession of Respondents

S/N Profession No. of Respondents Percentage (%)

1. Engineers 20 44.4

2. Surveyors 9 20

3. Architects 10 22.2

4. Builders 6 13.4

Total 45 100

Source: Researcher‟s Field Survey, 2017

From the above, it can be seen that the respondents were spread among the professionals

in the building construction industry, with the Engineers having 44.4%, Surveyors with 20%,

Architects with 22.2% and Builders with a percentage of 13.4%.

4.2. Qualification obtained by Respondents

Table 4- 2 Qualification obtained by Respondents

S/N Qualification Obtained No. of Respondents Percentage (%)

1. HND 13 28.9

2. BSc. 23 51.1

3. MSc. 9 20

Total 45 100



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Table 4-2 indicates that most of the respondents have a Bachelor of Science (BSc) degree,

representing 51.1% of the total number of respondents; Higher National Diploma (HND)

degree, representing 28.9% of the total number of respondents; and Master of Science (MSc)

degree, representing 20% of the total number of respondents. This shows that most of the

respondents involved in this study obtained qualifications not less than the HND degree, and

this implies that the respondents are educated enough to answer the questions.

4.3. Years of experience in the Respondents’ Profession

Table 4-3 Years of experience in the Respondents‟ Profession

No. of Years No. of Respondents Percentage (%)

5 10 22.2

5 – 10 14 31.1

10 – above 21 46.7

Total 45 100


Table 4-3 shows that 46.7% of the respondents have been in their profession for 10years

and above; while 31.1% have been in their profession for 5 – 10 years; and 22.2% of the

respondents have been in their profession for up to 5 years.

4.4. Ranks/Positions of Respondents

Table 4-4: Ranks/Positions of Respondents

Rank No. of Respondents Percentage (%)

Project Manager 2 4.4

Consultant 5 11.1

Site Engineer 5 11.1

Engineer 12 27

Architect 8 17.8

Surveyor 8 17.8

Builder 5 11.1

TOTAL 45 100


Table 4-4 shows that 27% of the respondents are Engineers; 17.8% of the respondents are

Architects and Surveyors; 11.1% of the respondents are Consultants, Site Engineers and

Builders; while 4.4% of the respondents are Project Managers.

4.5. Research Question One

What are the categories of skills available in the building construction industry in Port

Harcourt metropolis?



Table 4.5: Showing the various categories available in the building industry in Port Harcourt

metropolis.

S/N Categories of skills available in the

building Construction Industry

SA

(5)

A (4) SD

(3)

D (2) UD

(1)

Mean Interpretation

1. Professionals:

Architects

Builders

Engineers

Surveyors (Land and Quantity)

Safety Officers

Town Planners

45

20

40

40

35

12

0

15

5

5

0

13

0

5

0

0

5

10

0

5

0

0

5

10

0

0

0

0

0

0

5.0

4.11

4.89

4.89

4.44

3.60

Agree

2. Craftsmen and Tradesmen:

Electricians

Plumbers

Iron Mongers

Tilers

Machine/Equipment Operators

Masons

Bricklayers

Mosaic Stone Finishers

45

45

45

45

45

45

45

45

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

5.0

5.0

5.0

5.0

5.0

5.0

5.0

5.0

Agree

Source: Field Survey 2017

Table 4-5 shows that respondents agree that these two categories of skills are available in

the building construction industry in Port Harcourt metropolis: Architects with a mean of 5.0;

Builders with a mean of 4.11; Engineers with a mean of 4.89; Surveyors with a mean of 4.89;

Safety Officers with a mean of 4.44; Electricians with a mean of 5.0; Plumbers with a mean of

5.0, etc.

4.6. Research Question Two

What are the areas of skill shortage in the building construction industry?

Table 4-6: Showing areas of skill shortage in the building industry in Port Harcourt metropolis.

S/N Areas of Skills Shortage in the

Building Construction Industry

SA

(5)

A (4) SD

(3)

D (2) UD

(1)

Mean Rank

Order

Total Weight of

Index

1. Professionals:

Architects

Builders

Engineers

Surveyors (l & Q)

Town Planners

Safety Officers

0

10

0

2

5

20

0

25

0

3

30

15

35

0

40

15

10

10

10

0

5

25

0

0

0

10

0

0

0

0

2.87

3.55

2.88

2.66

3.88

3.78

11th

6th

9th

14th

4th

5th

2. Craftsmen and Tradesmen:

Electricians

Plumbers

Iron Mongers

Tilers

Machine/Equipment Operators

Masons

Bricklayers

Mosaic Stone Finishers

4

2

4

30

40

5

6

28

3

2

1

5

5

5

3

10

20

23

25

7

0

21

30

7

18

18

15

3

0

14

6

0

0

0

0

0

0

0

0

0

2.84

2.7

2.87

4.3

4.88

3.0

3.2

4.46

12th

13th

10th

3rd

1st

8th

7th

2nd



Industry


Table 4- 6 shows that the respondents agree that skill shortage is most prevalent among

Machine/Equipment Operators with a mean of 4.88; Mosaic Stone Finishers with a mean of

4.46; Tilers with a mean of 4.30; Town Planners 3.88, Safety Officers with a mean of 3.78

and Builders with a mean of 3.55.

4.7. Research Question Three

What are the factors responsible for skills shortage in the building construction industry in

Port Harcourt metropolis?

Table 4-7 Showing the possible factors responsible for the skills shortage in the building industry in

Port Harcourt.

S/N Factors Responsible for the Skill

Shortage in the Building Industry

SA

(5)

A

(4)

SD

(3)

D

(2)

UD

(1)

Mean Rank

Order

Total Weight

Index

1. High cost of training 27 18 0 0 0 4.60 2nd

27*5+18*4/45

2. Low wages 30 15 0 0 0 4.67 1st 30*5+15*4/45

3. Inadequate training facilities within

the country

23 12 5 0 5 4.0 5th 23*5+12*4/45

4. Lack of interest in skill acquisition 16 15 8 2 4 3.82 6th 16*5+15*4/45

5. Inadequate apprenticeship scheme 19 17 5 2 2 4.08 4th 19*5+17*4/45

6. Cyclic and seasonal nature of

construction jobs

10 10 8 7 10 3.13 7th 10*5+10*4/45

7. Lack/inadequate support from

government to individuals,

institutions, companies, etc.

25 10 5 5 0 4.2 3rd

25*5+10*4/45


Table 4-7 shows that respondents agree that among the most prevalent factors responsible

for skill shortage are low wages with a mean of 4.67; high cost of training with a mean of

4.60; lack/inadequate support to individuals, companies, institutions with a mean of 4.2;

inadequate apprenticeship scheme with a mean of 4.08; inadequate training facilities within

the country with a mean of 4.0; lack of interest in skill acquisition with a mean of 3.82 and

cyclic nature of construction jobs with a mean of 3.13.

4.8. Research Question Four

What are the impacts of skill shortage in the building construction industry in Port Harcourt

metropolis?

Table 4-8 Showing the impact of skills shortage in the building construction industry in Port Harcourt

metropolis

S/N The Impact of Skill Shortage in

Building Industry

SA

(5)

A

(4)

SD

(3)

D

(2)

UD

(1)

Mean Rank

Order

1. The cost of construction is increase 30 14 1 0 0 4.64 1st

2. Delay in time of project

delivery/completion

29 15 1 0 0 4.62 2nd

3. Quality of the project is reduced 27 16 2 0 0 4.56 3rd

4. Decrease in the functionality of the

project

27 14 4 0 0 4.51 4th

5. Adverse effect on the economy due to

capital flight which invariably affects

physical infrastructure development

28

15 2 0 0 4.49 5th




Table 4-8 shows that respondents agree that the most prevalent impact of skill shortage

are increase in cost of construction with a mean of 4.64; delay in time of project

delivery/completion with a mean of 4.62; quality of the project is reduced with a mean of

4.56; decrease in the functionality of the project with a mean of 4.51; and adverse effect on

the economy due to capital flight which invariably affects physical infrastructure development

with a mean of 4.49.

4.9. Analysis of Findings

4.9.1. From Research Question One

It can be seen that respondents agree that there are basically two categories of skills available

within the Building Construction Industry in Port Harcourt metropolis which are:

Professionals and Craft &Tradesmen. This agrees with Kwantlen University College, et al

(2010) which classified construction related skills into two categories namely: Trades

construction and other Construction related skills; and the management, finance, business and

administration, scientific and technical occupation such as Architects and Civil Engineers.

4.9.2. Research Question Two

It can be observed that respondents agree that skill shortage is mainly prevalent amongst Craft

and Tradesmen which also agrees with CIOB (2008), which states that crafts and trades

people are the most difficult people to recruit, closely followed by senior and middle

management.

4.9.3. Research Question Three

It can be observed that respondents agree that the Factors Responsible for Skill Shortage in

the Building Industry in Port Harcourt include low wages, high cost of training, inadequate

apprenticeship scheme, lack of interest in skill acquisition, etc. This agrees with Awe, et al

(2010) which talks about the lack of organized apprentice scheme; and also Odusami, et al

(2010) stated that low wages, massive movement of skilled construction workers into more

profitable ventures, such as transportation, are some of the reasons for the shortage of

construction skills in Nigeria, both in quality and quantity.

4.9.4. Research Question Four

It can be observed that respondents agree that the impact of skill shortage in the Building

Industry in Port Harcourt includes increase in cost of construction, delay in the time of project

completion, reduction in project quality etc. This agrees with Odusami, et al (2011) which

states that shortage of skill can impact on cost of construction, quality of the project, time of

project delivery and functionality, etc.; this could lead to capital flight and unemployment.

4.9.5. Research Hypothesis

Skill shortage does not have impact on the construction industry. S/N The Impact of Skill Shortage in

Building Industry

SA

(5)

A

(4)

SD

(3)

D

(2)

UD

(1)

Mean Total

1. The cost of construction is

increase

30 14 1 0 0 4.64 45

2. Delay in time of project

delivery/completion

29 15 1 0 0 4.62 45

3. Quality of the project is reduced 27 16 2 0 0 4.56 45

4. Decrease in the functionality of

the project

27 14 4 0 0 4.51 45

5. Adverse effect on the economy

due to capital flight which

invariably affects physical

infrastructure development

28

15 2 0 0 4.49 45

TOTAL 141 74 10 0 0 0 225


Industry


f

Expected Frequency(fe)

S/N Expected

Frequency

(SA)

Expected

Frequency (A)

Expected Frequency

(SD)

Expected Frequency

(D)

Expected Frequency

(UD)

1. 28.2 14.8 2 0 0

2. 28.2 14.8 2 0 0

3. 28.2 14.8 2 0 0

4. 28.2 14.8 2 0 0

5. 28.2 14.8 2 0 0

The formula of chi-square (X2) is given as:

X2 = ∑

(fo – fe)

Where:

fo = observed frequency

fe = expected frequency

X2 = 3.44

Decision Rule: Since the x2 value is greater than the critical value of 1.96 (at 0.05

significance level), hence the null hypothesis is rejected and the alternative is accepted, this

implies that skill shortage has an impact on the construction industry.

5. SUMMARY OF FINDINGS, CONCLUSION AND

RECOMMENDATIONS

5.1. Findings

The key findings of this research are:

There are categories of skills available in the building construction industry in Port Harcourt

metropolis which include Professionals such as Architects, Builders, Engineers, Surveyors,

Town Planners, Safety Officers; and Crafts & Tradesmen which include Electricians,

Plumbers, Tilers, Machine/Equipment Operators, Mason, Bricklayers, POP/Terrazzo

Finishers, etc.

The areas of skill shortage in the building construction industry in Port Harcourt metropolis

are mostly amongst the following: Machine/Equipment Operators, Mosaic Stone Finishers,

Tilers, Town Planners, Safety Officers, Builders, etc.

The factors responsible for skill shortage in the building construction industry in Port Harcourt

metropolis are: low wages, high cost of training, lack/inadequate support from government to

individuals, institutions and companies, inadequate apprenticeship scheme.

The impact of skill shortage in the building construction industry in Port Harcourt metropolis

includes increase in the cost of construction, delay in time of project delivery and completion.

5.2. Conclusion

Construction skilled workers are a major resource for construction output. Therefore, the

quantity and quality of skilled workers available in the construction industry could greatly

affect its output, e.g. a labourer on site work with a Mason, who observes and works for a few

months with the Mason, then goes out to purchase a trowel and other necessary tools, hires

himself out as a qualified Mason. Tests and certification are not required or are deemed

unnecessary and he goes on to a construction site to repeat the inefficient process learnt from

observing equally untrained mentors; thus, the cycle of low productivity and poor

workmanship continues.



From the study, it can be observed that the building construction industry in Port Harcourt

has two (2) major categories of skills, i.e. Professionals e.g. Architects, Builders, etc.; and

Craftsmen and Tradesmen e.g. Mason. It could also be observed that the area of skill shortage

is mostly prevalent among the Crafts and Tradesmen, e.g. Machine/Equipment Operators.

Several factors are responsible for their shortage and among the most prevalent are low

wages, high cost of training, etc. The implication of this shortage to the construction industry

cannot be overemphasized. This includes: increase in the cost of construction and delay in the

time of project delivery/completion.

Therefore, we can conclude that skill shortage exists in the Nigeria construction industry,

specifically in the area of study; and that the factors responsible for skill shortage would

militate against project success and construction output. The emphasis on skill acquisition in

the nation‟s technical colleges has become secondary. If the current trend is not nipped in the

bud, it will lead to a situation where the nation will be a disproportionate number of

professionals as against tradesmen/skilled site operatives (middle man-power) in the building

construction industry.

5.3. Recommendations

As a result of this research, the following are the recommendations:

Government should build more skill acquisition centers that are easily accessible and

functional.

Government should partner with private bodies/firms to establish a skill center in all

institutions of learning, at subsidized rate for the students, and make it mandatory for all the

students to acquire a skill before graduation.

More incentives should be provided for skilled personnel in the construction industry in order

to encourage them and reduce attrition.

There should be continuous training of persons already in the industry to cope with new

technology in skills requirements and for new entrants into the industry.

Graduates of vocational schools should be encouraged to train in higher institutions in order to

mitigate shortage of skills.

Public Private Partnership should be encouraged in vocational training/education.

Government should encourage industrial training for every category of students in higher

institutions, especially in construction related courses.

There should be a kind of Public Private Partnership or a Government Policy in which a

service flow economy is encouraged; that is ageing, old and retiring skilled men should

provide a kind of mentorship for new entrants or those already in the job instead of retiring to

redundancy.

ACKNOWLEDGEMENT

The Authors‟ appreciates Covenant University Center for Research, Innovation and Discovery

(CUCRID) for the sponsorship of this article.

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