By Saminu Ibrahim
The National Information Technology Development Agency (NITDA) has inaugurated a Joint Management-Union Committee to address issues relating to staff welfare, training, productivity and workplace conditions across the agency.
The Director-General of NITDA, Kashifu Inuwa inaugurated the committee during the closing ceremony of the agency’s 2026 Human Resources Sensitisation Week.
Inuwa said the initiative was introduced to provide a structured platform for staff concerns to be addressed through consultation, rather than on an ad hoc basis.
He said the committee, comprising representatives of management and the staff union, would deliberate on employee-related matters and promote greater transparency in decision-making.
The NITDA boss stressed that effective management goes beyond enforcing rules and procedures, noting that employees remained central to the agency’s ability to deliver on its mandate.
“People are the operating system of the Agency. We want to unlock your potential. We want to make you innovative so that the Agency will achieve its mandate,” he said.
Inuwa urged the Human Resources Department to focus increasingly on unlocking the potential of employees and creating an environment where they could contribute meaningfully to the agency’s objectives.
He said the committee’s mandate would extend beyond training to encompass broader staff welfare issues, and directed its members to commence work immediately.
The development followed concerns raised by staff over the allocation of training opportunities and other benefits.
Inuwa said training and capacity development should take employees’ performance and contributions into consideration, rather than being determined solely by rank.
Staff also raised concerns over inadequate working tools and the need for quicker intervention when employees face medical emergencies or accidents.
Responding, the DG said NITDA had procured digital tools and was working towards ensuring that every staff member had the equipment required to perform effectively.
He added that the agency had expanded training opportunities in recent years, including international programmes.
Describing the relationship between management and employees as a “social contract,” Inuwa said both sides had responsibilities towards achieving the agency’s mandate.
He, however, urged staff to reciprocate improved welfare with greater commitment, productivity and punctuality.
According to him, improved welfare must be matched by improved performance, as the agency would benefit when employees were provided with the right conditions to develop their capabilities and contribute fully.
The committee comprises management representatives, including the Director of Finance, Director of Human Resources, the DG’s representative and auditors, while the staff union will nominate four representatives.
Earlier, NITDA’s Director of Human Resource Management, Sarafa Lawal, said the role of human resources had evolved beyond recruitment, personnel administration and staff welfare to become a strategic function in organisational performance.
Lawal said modern HR practices must contribute to organisational capability, culture, performance and sustainability by ensuring that employees understood the agency’s direction, responsibilities and opportunities for professional growth.
He described employees as strategic assets rather than costs to be managed, saying investment in training, professional development, coaching and career development should be regarded as investment in institutional capacity.
The HR director said human capital development was a shared responsibility involving the HR department, directors, heads of departments and individual employees.
He said while HR was responsible for providing policies, systems, tools and support, managers must provide leadership, coaching and feedback, while employees must take ownership of their responsibilities and performance.
The three-day programme featured professional development sessions and activities aimed at promoting interaction and recognising staff contributions.
It included a football competition, a workshop for administrative staff on the new HR T-Model, and an HR Clinic where employees engaged with officials on human resource-related matters.
The closing ceremony, attended by top management, heads of departments and unit heads, also featured awards for outstanding performance, attendance and punctuality.
Cleaners, security personnel and other support staff were also recognised, while gifts were presented to the best-dressed staff members.
