The globalization of business is having a significant impact on human resource management practices; and it is has now become more imperative than ever for business organizations to engage in human resource management practices on an international standard. While the management of people is mostly associated with HRM, the definition, parameter and context are contested by different writers. Some authors such as Kane (1996) argued that HRM is in its infancy, while other authors such as Welbourne and Andrews (1996) dispute it. However, other writers have attempted to differentiate between personnel management and HRM (Sisson, 1990), by emphasizing on the strategic approach to managing people. Other writers such as Legge (1995) have focused on the soft and hard approach to managing human resources. All these distinctions have contributed to the fundamental differences in understanding and defining human resource management practices, and therefore, HRM should not be incorporated within a single model, but rather adequate emphasis should be on understanding human resource management issues, which will assists practitioners, authors, mangers and organizations in developing and implementing HRM policies and practices that will be productive and that can make businesses to gain and sustain a competitive advantage. This is paper is aimed at exploring HRM practices in Nigeria.
Purpose -This paper aims to address the issue of unionisation of the largely non-unionised informal economic activities as a strategy for achieving decent work and pay as well as promoting national development in Nigeria. Design/methodology/approach -The adopted methods include review of archival information and survey of the perspectives of the stakeholders in Nigeria's industrial relations system. To facilitate the realisation of expected developmental objectives, monitoring, evaluation, capacity building, organising and advocacy roles are recommended jointly and severally for the stakeholders. Findings -It was found that decent work and pay, which would assist poverty minimisation and thus national development, would be furthered by unionisation of the informal sector. At the same time, there are many barriers faced by unions in seeking to organise in the latter area.Research limitations/implications -The research focuses only on aspects of informal working; the informal economy represents a multi-facetted and spatially diverse phenomenon. Originality/value -This paper provides a detailed review of employment relations in non-standard work in Africa, an area much neglected in the literature.
Tous droits réservés © Département des relations industrielles de l'Université Laval, 1989 Ce document est protégé par la loi sur le droit d'auteur. L'utilisation des services d'Érudit (y compris la reproduction) est assujettie à sa politique d'utilisation que vous pouvez consulter en ligne.https://apropos.erudit.org/fr/usagers/politique-dutilisation/ Cet article est diffusé et préservé par Érudit.Érudit est un consortium interuniversitaire sans but lucratif composé de l'Université de Montréal, l'Université Laval et l'Université du Québec à Montréal. Il a pour mission la promotion et la valorisation de la recherche. Le présent article soulève différentes questions de nature à montrer que l'influence des multinationales dans les systèmes de relations professionnelles des pays en voie de développement est beaucoup trop forte. À moins qu'elle ne soit modifiée, la théorie des systèmes peut fort bien n'être pas en mesure d'expliquer, de prévoir et de formuler les politiques en matière de relations du travail dans ces pays en particulier ainsi que dans les autres nations en général. L'application de cette théorie ne semble donc pas réaliste dans les pays en voie de développement en Afrique, étant donné que les travailleurs, les syndicats et leurs dirigeants subissent l'agression des pouvoirs coercitifs de l'État d'une part et que, d'autre part, l'action du gouvernement se confond pour ainsi dire avec celle des multinationales. Parce que le modèle présenté a comme point de référence l'État-nation, il ne permet pas une analyse directe des interactions qui ont lieu entre les multinationales et les divers régimes de relations du travail existants.Les avantages que les multinationales sont censés apporter aux pays en voie de développement pour combler les lacunes dans les investissements, les échanges commerciaux, la rentrée des impôts, les transferts de technologie, l'expertise de gestion et, finalement, l'accroissement des processus même de développement finissent par créer de grandes difficultés à ces pays. Ces difficultés proviennent de l'existence d'entreprises à forte intensité de capital qui ont pour effet de nuire à l'activité des syndicats; de même, le rapatriement de leurs profits et autres redevances ont tendance à amoindrir les pouvoirs et les revenus de l'État qui doit accepter de céder en partie son pouvoir en retour de l'obtention des impôts, source de revenus qu'il lui faut protéger; l'accroissement de la discrimination entre les travailleurs en étiquetant les uns de 'seniors' et les autres de 'juniors', a pour conséquence de les affaiblir en tant que classe; l'exclusivité des emplois clés qui sont réservés aux étrangers et la localisation, à l'extérieur des pays en voie de développement, des entreprises stratégiques (recherche et développement), rend possible l'ouverture et la fermeture des filiales à volonté et est de nature à diminuer le pouvoir de négociation des travailleurs et tend aussi à leur aliéner l'appui des gouvernements, d'où perte de l'indépendance de l'État dans ces pays.De plus, ce comp...
Harmonious and stable labour-management relations are sine qua non to the development process in Nigeria. For economic and social stability, Nigeria needs to sustain the existing democracy, encourage social dialogue with a view to coping with conflictual issues nationwide. It is against this backdrop that this paper seeks to examine social dialogue as a set of roles for trade unions, and the degree to which this function is enabled or constrained by the dynamics of the political environment in Nigeria. To achieve this objective the authors adopted the qualitative research method. Secondary data such as collective agreements, newspapers reports and official state records were used and supplemented with in-depth interviews with key union representatives and employers' organizations. The authors outline essential elements for social dialogue and how it can contribute to healthy labour-management relations. The authors addressed the positive contributions that social dialogue can make towards minimising open expression of conflicts with the negative consequences on the tripartite social partners, as well as the impacts of political milieu on the effectiveness of trade unions and by extension social dialogue in Nigeria.
This article explores the transfer of ideas and practices from a developing country to a developed one, adapting Boisot's codification and diffusion of knowledge and cultures to British and Nigerian industrial relations (IR). A survey of British managers reveals that North-to-South transfers dominate IR knowledge, while South-to-North transfers are persistently constrained by ignorance, paucity of literature, ethnocentrism, romance with history and tradition, political unwillingness, complexity, and cultural discontinuities. Increasing publicity, afforded by greater publication in international journals, is seen as one possible solution toward mitigating the current low rates of South-to-North transfers of IR ideas.
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