NITDA Moves To Address Staff Welfare Concerns, Sets Up Joint Management- Union Committee

The Director-General of the National Information Technology Development Agency (NITDA), Kashifu Inuwa Abdullahi, has inaugurated a Joint Management-Union Committee to provide a structured platform for addressing issues affecting staff welfare, training, productivity and workplace conditions across the Agency.

Inuwa said the initiative was introduced to ensure that staff concerns are properly heard and addressed through a structured process rather than on an ad hoc basis.

The committee, comprising representatives of management and the staff union, is expected to deliberate on employee-related matters and promote greater consultation, transparency and accountability in decision-making.

Speaking at the closing ceremony of the Agency’s Human Resources Sensitisation Week 2026, Inuwa commended the Human Resources Department for its efforts but stressed that effective management goes beyond enforcing rules and procedures, as employees remain central to the Agency’s ability to deliver on its mandate.

According to him, management and the human resources function must increasingly focus on unlocking staff potential and creating an environment where employees can contribute meaningfully.

“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. So, as we continue to manage our personnel, it’s also important to start thinking of how we can move from managing people to unlocking their potential,” he said.

The DG said the Joint Committee would not be limited to training matters but would serve as a broader mechanism for addressing issues affecting staff welfare. He subsequently declared the committee inaugurated and urged its members to commence work with urgency.

The initiative followed concerns raised by staff over the allocation of training opportunities and other benefits. Inuwa agreed that training and capacity development should take employees’ performance and contributions into account rather than relying solely on rank.

Beyond training, staff also raised concerns about gaps in working tools and the need for faster intervention when employees face medical emergencies or accidents.

Responding, Inuwa said the Agency had procured digital tools and was working to ensure that every staff member was provided with the equipment required to perform effectively. He added that NITDA had expanded training opportunities in recent years, including international programmes.

He explained that the feedback session provided an opportunity for the Human Resources Department to identify areas where it was performing well and those requiring improvement, describing the relationship between management and employees as a “social contract” in which both sides have responsibilities.

While calling for continued attention to staff welfare, the DG urged employees to reciprocate with stronger commitment, productivity and punctuality. He said improved welfare must be matched by performance, stressing that the Agency would benefit when staff were provided with the right conditions to develop their capabilities and contribute fully to its mandate.

The Joint Committee comprises management representatives, including the Director of Finance, Director of Human Resources, the DG’s representative and auditors, while the union will nominate four representatives.

Earlier, the Agency’s Director of Human Resource Management, Mr Sarafa Lawal, said the role of human resources had evolved beyond recruitment, personnel administration and staff welfare to become a strategic function in driving organisational performance and innovation.

He noted that modern human resource practices must help shape organisational capability, culture, performance and sustainability by ensuring that employees understand the Agency’s direction, their responsibilities and opportunities for professional growth.

Lawal described employees as strategic assets rather than merely costs to be managed, arguing that investment in training, professional development, coaching and career development should be regarded as an investment in institutional capacity.

He said human capital development was a shared responsibility involving the HR department, directors, heads of departments and individual employees. According to him, while HR must provide 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 combined professional development with activities designed to promote interaction and recognise staff contributions. It featured 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 staff who distinguished themselves in performance, attendance and punctuality. Best-dressed staff members were also recognised, with cleaners, security personnel and other support staff among those honoured.