HR Practices In Nigeria Case Study

The severe competition happening nowadays as a result of pronounced globalization did not only spawn technological innovations, managerial field as well is not left out of these radical changes that influenced the way in which products are being made as well as service delivery systems has changed. Not only this, related and unrelated collaboration is pronounced. Similarly, competitions among firms within and outside the same industry are as well pronounced in present economy. This globalization has influenced HR practices worldwide making it to be more imperative than it was in the past for firms to be engaged in HR practices on international standard. To meet up with the global competition, organizations needs to improve the knowledge and

During this time the colonial masters recruit and educate the Nigerians colonized then through the creation of university in 1948 the university which is then known as University College Ibadan. Ever since then, human resource practices has developed and evolved to what it is being practiced in present day (Olufemi, 2009). Nigeria being one of the most populous countries in Africa attracts foreign investors to set up their business. With this, the presence of both local and foreign business cannot be neglected (Fajana, Owoyemi, Elegbede, & Gbajumo-Sheriff, 2011). The critical success of doing business doing successful business in Nigeria will therefore rely on the knowledge of factors that influence HR practices with the inclusion of customs and traditions in the country (Fajana et al., 2011). In the study of Fajana et al (2011 pg. 59) HR practices is known to be one of the most neglected department in organizations making it to lack funding. While (Olofin & Folawewo, 2006) noted that the freedom of HR policies in Nigeria contributes to this issues face especially on behalf of MNCs. This is because HR policies allow MNCs to import human personnel as well as machineries that can be of help. Noting that in a situation where the MNCs have no option instead of recruiting, MNCs’ opt for temporary contract to consultants. This practices in a nut shell, it can be argued that HR practices in Nigeria is till at its infancy stage as argued by Kane