Human Resource Management Practices in Nigeria

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Topic: HUMAN RESOURCE MANAGEMENT PRACTICES IN NIGERIA.
Content:
Abstract
Introduction
History of Human Resource Management
History of Human Resource Management in Nigeria
Main body
HRM in Nigeria
HRM activities in Nigeria
Problems facing HRM in Nigeria
Conclusion
Summary of points
Reference

Abstract: Human Resource Management is fast gaining popularity and its importance is becoming unavoidable, this is due to the fact that Human Resource Management plays a huge role in the growth of any company irrespective of its size. Unfortunately it is yet to achieve global standards or strategy of operation; this can be attributed to the various differences between environmental factors, employment attitudes, cultural practices, levels of development, information communication, etc in every country or even within a particular country. These factors make each country adapt its human resource management practices to suit their environment. In this light we shall examine the differences in Human Resource Management Practice within Nigeria using culture, Human Resource Management practices and activities within the work place.

INTRODUCTION
According to Stone (2004) ‘Human recourse Management (HRM) is management, but management is more than HRM’, he argues that HRM is the part of management which involves people and improving their productive contribution to the growth of the organization. HRM is the science, by which firms or organizations create a relationship between them and their employees to achieve organizational objectives. It involves planning, implementation, recruitment, selection, training, evaluating and development of employees to optimize production while also considering their wellbeing and job satisfaction as well as personal development. HRM involves acquisition, developing, compensating and maintenance of manpower for the purpose of facilitating production activities to meet set company objectives through planned strategies. It also entails compensation for work done, maintenance and retention by appraisals, discipline, motivation, incentives, career support, performance evaluation, and job satisfaction. HRM practices differ from company to company, sector to sector, country to country and region to region but Manpower exists everywhere and anywhere and the means of managing them differ due to the different levels of need, fulfilment, exposure, technology, development, economy, environment, culture, government and labour unions that operate within the working environment. Few of these differences are what we aim to explore in this essay using Nigeria as the case study.

Human Resource Management (HRM)
Human Resource Management (HRM) is placing value on the employees of a company. It is an administrative activity which involves the systematic means of recruitment, training and development, retention, compensating, health and safety, communication and discharge of employees. HRM is also seen as the relationship between management and staff of a company. HRM seeks to combine company’s strategic objectives and satisfaction of individual employee needs. It coordinates the human capital to increase its effectiveness while enjoying job satisfaction. HRM involves planning to promote personal development, employee satisfaction and in compliance with employment related laws. HRM actually has a long history which reflects in the changes of the term from “welfare offices” to “personnel relations” to “employee relations” to “HRM”, prior to this, most working relationships were a Master-apprentice form, it was in the late 19th century, the welfare office was created, but they were only involved with the working conditions of women, training and developing them for recruitment purpose to replace the men who had gone to war. In 1914, mostly due to the industrial revolution, the interest grew to include all personnel. The need for low skill workers for the factories required the manufacturers to look...
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