Integrating Reward Mechanisms with Employee Upskilling for Sustainable Human Capital Development in Emerging Markets

Purpose: Purpose: This study investigates the relationship between employee self-upskilling and reward systems at Credit Direct Nigeria Limited, Lagos, to determine how skill acquisition influences employee performance, future work readiness, and organizational outcomes in emerging markets. Design/Methodology/Approach: A cross-sectional survey design was adopted, targeting 151 employees across eight functional units using proportional stratified random sampling. Data were collected via semi-structured questionnaires capturing demographic, Likert-scale, and open-ended responses. Descriptive statistics summarized workforce characteristics and skills trends, while inferential analyses, including Pearson correlation and chi-square tests, examined linkages between self-upskilling, skill gaps, reward expectations, and readiness for future work. Qualitative responses were thematically analyzed to provide deeper insights. Findings: Results indicate significant skills gaps, strong associations between self-upskilling and preparedness for future work, and a positive correlation (r = 0.833, p < 0.01) between self-upskilling and reward systems. Employees are motivated to acquire new skills when they perceive tangible rewards, and strategic, continuous learning aligns with organizational and industry needs. Implications/Originality/Value: Integrating structured reward mechanisms with targeted upskilling programs can enhance employee motivation, bridge skill gaps, and strengthen organizational performance. The study offers evidence for designing policies that link lifelong learning with flexible, performance-based rewards in emerging markets.