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    HRM Practices in Nigeria

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    faith ola
    HRM practices in Nigeria are influenced by factors such as recruitment and selection, training and development, performance management, employee representatives, compensation and benefits, employee relations, and legal compliance. Recruitment in Nigeria is selective and influenced by managerial decisions and connections. Training focuses on filling skill gaps but is expensive. Performance management is used for evaluation and feedback but can be subjective. Employee representatives protect worker rights and engage in collective bargaining. Compensation includes allowances, bonuses, and benefits like health insurance. Employee relations aims to foster communication and engagement. Legal compliance covers laws on wages, hours, safety, and contracts.

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    HRM Practices in Nigeria

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    faith ola
    107 views13 pages
    HRM practices in Nigeria are influenced by factors such as recruitment and selection, training and development, performance management, employee representatives, compensation and benefits, employee relations, and legal compliance. Recruitment in Nigeria is selective and influenced by managerial decisions and connections. Training focuses on filling skill gaps but is expensive. Performance management is used for evaluation and feedback but can be subjective. Employee representatives protect worker rights and engage in collective bargaining. Compensation includes allowances, bonuses, and benefits like health insurance. Employee relations aims to foster communication and engagement. Legal compliance covers laws on wages, hours, safety, and contracts.

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    Hrm Practices in Nigeria

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    Hrm Practices in Nigeria

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    HRM practices in Nigeria are influenced by factors such as recruitment and selection, training and development, performance management, employee representatives, compensation and benefits, employee relations, and legal compliance. Recruitment in Nigeria is selective and influenced by managerial decisions and connections. Training focuses on filling skill gaps but is expensive. Performance management is used for evaluation and feedback but can be subjective. Employee representatives protect worker rights and engage in collective bargaining. Compensation includes allowances, bonuses, and benefits like health insurance. Employee relations aims to foster communication and engagement. Legal compliance covers laws on wages, hours, safety, and contracts.

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    Download as pdf or txt
    107 views13 pages

    HRM Practices in Nigeria

    Uploaded by

    faith ola
    HRM practices in Nigeria are influenced by factors such as recruitment and selection, training and development, performance management, employee representatives, compensation and benefits, employee relations, and legal compliance. Recruitment in Nigeria is selective and influenced by managerial decisions and connections. Training focuses on filling skill gaps but is expensive. Performance management is used for evaluation and feedback but can be subjective. Employee representatives protect worker rights and engage in collective bargaining. Compensation includes allowances, bonuses, and benefits like health insurance. Employee relations aims to foster communication and engagement. Legal compliance covers laws on wages, hours, safety, and contracts.

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    of 13

    HRM PRACTICES

    IN NIGERIA
    GROUP 1 PROJECT
    INTRODUCTION

     Comparative human resource practices in Nigeria highlights the examination of HRM practices in the
    country and how they compare to global standards. It sets the context for understanding the key
    aspects of HRM in Nigeria and acknowledges the evolving nature of these practices which include
    diverse workforce, legal framework, recruitment and selection, training and development,
    performance management, compensation and benefits, employee relations, work-life balance, and
    talent management. Comparative analysis of HRM practices in Nigeria recognizes the importance of
    aligning HRM practices with international standards and  continuous improvement efforts in Nigeria's
    HRM landscape.
    HRM practices in NIgeria are
    influenced by various factors such as:
     Recruitment and selection
     Training and development
     Performance Management
     Employee representatives
     Compensation and benefits
     Employee Relations
     Legal compliance
     Talent Mangement
     Ethical Standards
    RECRUITMENT AND SELECTION

     This is the most important component in HRM, because it contributes


    to the overall performance and success of an organization. It involves
    several processes like Job Analysis(creating a job description and
    specification),Sourcing Candidates(through referrals, job boards,
    social media,recruitment agencies),Screening and
    Shortlisting(reviewing of resumes and candidates who meets job
    specifications are shortlisted), Selection(interviews, behavioral
    assessment and work samples). In Nigeria, recruitment is selectively
    done and determined by managerial decisions and socio-political
    connections (Fajana, Owoyemi, Elegbede & Gbajumo-Sheriff 2011;
    Fashoyin, 2010)
    TRAINING AND DEVELOPMENT

     Most organizations invest in the growth and skills of their employees


    in order to build competency and adaptable workforce to achieve
    long-term success. Training methods such as e-Learning,on-the-job
    training and workshops are adopted.The training programs are tailored
    to fill specific skill gap and align it with organizational goals.It also
    focus on employee development such as Mentorship Programs, Talent
    Development Programs, etc. According to (Fajana,et al.,2011) it is a bit
    slow and very expensive to invest in human capital in Nigeria.
    PERFORMANCE MANAGEMENT

     They are commonly used in Nigeria to evaluate employee performance


    and feedbacks. It helps in identifying employees’ strength and
    weaknesses and setting performance targets
     However, performance appraisal can be subjective and influenced by
    personal relationships and bias
     In Nigeria, a dialogue process is used in performance management.
    Also Nigeria make use of the 360 appraisal method
    EMPLOYEE REPRESENTATIVE

     Protecting rights
     Collective Bargaining
     Industrial actions for examples, strikes
     Employee Consultations
    COMPENSATION AND BENEFITS

     HRM practices in Nigeria focus on providing competitive


    compensation and benefits to attract and retain talent. They include
    allowances, bonuses and other incentives. They also provide benefits
    such as health insurance, retirement plan and leave entitlements. In
    Nigeria the minimum wage is fixed by government
     Also wage structure is linked to specific jobs and employees are paid
    according to their performances
    EMPLOYEE RELATIONS

     Creating a conducive work environment


     Fostering effective communication mediums
     Attending to employee concerns and complaints
     Promoting employee engagement
     Ensuring fair treatment of employees
    LEGAL COMPLIANCE

     Minimum wage laws


     Working hour regulations
     Health and safety standards 
     Employment contracts
     Leave entitlements
     Other statutory requirements
    TALENT MANAGEMENT

     Previously, only multinational companies or indigenious companies


    with capacity for talent management, budget for career development
    or training. Companies often suffer from the poaching of their
    employees after investment in their development. Consequently only
    few companies sponsor the professional studies of their employees.
     The Covid-19 pandemic has led to a significant increase in the
    availability of self-development programs sponsored by government
    agencies, non-governmental organizations (NGOs), and global
    organizations.
    CONCLUSIONS
     THANK YOU
    THANKS TO GROUP 1 MEMBERS

     180201105 – Olajide Roqeeb Ayoola


     180201055 – Olorunsaye Comfort Odunayo
     180201139 – Florish Agbolade
     180206001 – Ogunyemi Temitayo Felicia
     180201033 – Oluwashola David Oluwakorede
     190201538 – Mary Ojelabi
     180201026 – Abigail Amuta

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