The internal recruitment is perceived in some quarters as the most favourite source of staffing an organization in stable and developed companies. The system needs a strong support from other HR processes in order to enhance morale and promote productivity otherwise it could yield disappointed and unproductive employees in the organization. Such HR processes include effective succession planning and consistent performance management to ensure success of the internal staffing. Though internal staffing may not bring new skills, competencies and fresh blood into the organization but it could build a strong loyalty as the employees have a chance to change their positions after a period of time and are not pressed to look for opportunities in the external labour market. The external recruitment on the other hand, brings new people to the organization. It allows the organization to define the right requirements especially where the labour market is full of potential candidates and to select candidates that best suit the organization's demands. There is no gain saying the fact that external staffing system with effective campaigning or advertisement could increase the popularity and enhance the image of the organization in the labour market, however, the system is expensive and takes a lot of energy from the HR functionaries in the course of handling job candidates in the selection process. In the light of the pros and cons of the two system of recruitment, this paper seeks to determine the cost benefit implications of internal vis-à-vis external system by considering the issues involved from four perspectives: economic, socio-psychological, financial and political context. It concludes that the usage of either internal or external staffing system to fill vacant positions should be determined by availability of qualified candidates, size of the organization and the desire to maintain and promote organizational culture.
A cursory look at the Trade Disputes Act in Nigeria shows that the Act did not specifically remove the right of workers to strike but in practical terms it is absolutely impossible for workers to embark on strike if all the provisions outlined in the Act including statutory sanctions are diligently and faithfully followed at appropriate times. In spite of these practical difficulties or constraints and other measures taken by government to minimize industrial disputes, evidence abound that strikes have been occurring in large number in both public and private sector of the economy irrespective of the institutional framework put in place for disputes settlement. This study is an attempt at assessing the impact of statutory sanctions on the number of disputes reported. In other words, has the sanctions met its intended objectives in terms of curtailing the number of disputes or otherwise. Trade unions in two sectoral groups: oil and gas and tertiary institutions in the educational sector where industrial strife has been on a high side were drawn as samples for the study. The findings from the study revealed that the imposition of statutory sanctions has no significant effect on the number of disputes reported. Besides, government seldom invokes the sanctions when parties breach the Act. The way forward or measures to make the sanctions more effective and result-oriented were proposed to guide policy makers and other stakeholders involved in trade disputes management.
Between 1960-1966, industrial relations system in Nigeria was based on Laissez-faire doctrine or voluntary ethic. The colonial trade union ordinance of 1938 allowed any five or more persons to form trade unions. The trend led to the proliferation of over 1000 mushroom unions which were not well organized and badly managed. Besides, all was not well with the organization, administration, finance, leadership and foreign relations of the unions. It was against this backdrop that government initiated a move to restructure the trade unions along industrial lines.
The objective of this paper is to highlight the impact of industrial unionism on industrial relations system in Nigeria and also to examine the implications and changes it has created in the pattern of collective bargaining especially the multi-employer bargaining. The paper in its methodology adopted a theoretical approach which was blended with the authors’ versed and practical knowledge of the subject and trend of events. The paper concludes with recommendations on ways to make the multi-employer bargaining more effective or result-oriented
The Trade Union Movement is an organization that champions the cause(s) of workers and also serves as a countervailing force against the awesome powers and the exploitative tendencies of the capitalist or employers within the employment relations. The organization has both male and female employees in its rank and file membership and cut across various occupational groups and industries. However, there is a general notion that women participation in Nigerian Trade Union Movement currently is at low ebb. This paper examines participation of women in trade unionism in Nigeria -the nature of the apparatus ISSN 1941-899X 2012 www.macrothink.org/jmr 2 and mechanism of trade unionism, political environment or terrain, dual role played by women, patriarchy, marginalization through male domination, and religious constraints amongst others. The findings of this paper revealed that women participation in trade union movement is a healthy development and should be encouraged in all its ramifications but added that women should be allowed to hold administrative positions (secretaryship, treasureship, trusteeship and ex-officio). In a nutshell, women should be restricted from activities laced with militancy which is a very prevalent mode and operational tool in modern day trade unionism whether in the public or private sector. Journal of Management Research
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