EFFECTS OF GLOBALISATION ON HR PRACTICE IN NIGERIA

EFFECTS OF GLOBALISATION ON HR PRACTICE IN NIGERIA

ABSTRACT

The purpose of this research work on the effects of globalization on human resources practices in Nigeria  using private business organization in Alaba informal industrial sector in Lagos State as case study. Other objectives includes The identification of  effects and how they have  succeeded in opening up the Nigerian market to the rest of the world and posed the country as a favourable space for foreign investment. The study also describe the processes of these effects taking hold on the global and Nigerian local market and  compared the traditional human resources with those of the globally influenced ones introduced. Survey research design was employed for the study and with aid of convenient sampling thirty-five (35) staff of  businesses in Alaba informal industrial sector in Lagos State was selected as the participant of the study. The sources of data collection was both primary and secondary with the application of questionnaires as an instrument to gather the necessary data. The questionnaires were properly completed as well  returned  by only 60 respondent after being administered and this was a basis by which the primary data were collected.Data was analyzed using frequencies, mean and standard deviation. The hypothesis was tested using chi-square test statistical tool (SPSS v.2.3) and the result were similar to those of the responses drawn from the questionnaires. Findings of the study concludes that  Globalization directly and indirectly affect the Human Resource management practices in Nigerian businesses.As globalization has brought about rapid changes in the HR policies of most organizations and has led to upward review of the income and compensation structure of most Nigerian organizations. The downside of globalization with respect to HRM is that it has led to the movement of highly skilled staff overseas.The study recommends among other organizations should maintain flexible human resource policies so as to reflect the changes in the global and local labour market. The era of reviewing HR policies within a rigidly stipulated long term period (say for instance, every 5years or 10 years) is over. It is essentially the dynamics of global forces that determines the frequency of such changes.

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