Human Resource Management Practices In Nigeria Case Study

Very many studies have established different human resource management practices and issues managers are faced with while performing their jobs. They have subsequently used these discoveries to give an insight in theory and practice from a growing country’s context (Ghebregiorgis and Karsten, 2006; Stavrou-Costea, 2005; Jackson, 2004; Kamoche et al., 2004; Flood et al., 2003; Anakwe, 2002; Dowling and Schuler, 1990). CHOOSE TWO
In reference to researches on human resource management practices, it was found that, recruitment, performance appraisal, training, compensation and reward systems, are being practiced in Nigeria. Anakwe (2002) in his study of human resources management practices in Nigeria discovered that traditional human resources management functions, such as recruitment and selection, training and development,

Modern types of technical know-how and competence would have need for HR specialists in coming years that have the flexibility and willingness to handle the fast speed and regularly uncertain shifts in the global workplace (Mayrhofer and Brewster, 2005). The human resource field has to analyse the consequences of a movement into a stage of decentralization, which if performed well, could lead to independence. The stage will have need for a modern type of organization, formed on a criterion that merges the contributions of self-governed employees in a humanly feasible way. It is therefore apparent that a different way to manage HR as a standard is surfacing; likewise how managers should manage themselves (Limerick et al, 2002). The key target for managers of this era is the pressure to manage change quickly and appropriately in a HRM context with efficient