THE EFFECT OF GLOBALIZATION ON HUMAN RESOURCES PRACTICE IN NIGERIAN ORGANISATIONS (STUDY OF NIGERIA BREWERIES PLC AND ANAMMCO)

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ABSTRACT

The world as a unit where several of its parts have to have close contact and interaction with one another and to recognize themselves as sharing a common humanity, took a new turn in the fifteen century with the Spanish, Portuguese and the Dutch Voyages of discovery, a Phenomenon advance in maritime technology. It is the result of that process or phenomenon that has come, generally to be referred to as globalization.

Globalization reflects man’s common humanity, a desire to explore and break barriers and to conquer both territory and forces, and to constrain them.

This research project seeks to determine the effects of globalizations, and this was a study of selected organizations – Nigerian Breweries Plc and ANAMMCO both located at Enugu.

A sample of 139 respondents all randomly selected from the staff and management of Nigerian Breweries Plc. And ANAMMCO. Both primary and secondary were used. At the end of the research study, it was gathered that globalization has made impact on human resource practice, and the aspects it has made such impact includes: the economic, political, social/cultural, and technological aspects, and the countries that stand to greatly benefit.


It is concluded that globalization is a dual-purpose, sword, which slashes the throat of the weak and strengthens the strong; which implies that it has come to stay and must be properly and adequately addressed. It should be ensured that its fruits extend to all countries of the world, the fears that the growth that globalization brings in inherently destabilizing should be wiped out, the concern within the richer countries should be addressed that international competition does not hurt living standard, and the problems complicated by rapid business expansion, notably environmental degradation, disease, migration, crime, unemployment and terrorism should be tackled.

TABLE OF CONTENTS

Title Page
Table of Contents
List of Tables
Abstract

CHAPTER ONE
1.0       INTRODUCTION
1.1       BACKGROUND OF THE STUDY
1.2       STATEMENT OF THE PROBLEM
1.3       OBJECTIVES OF THE STUDY
1.4       RESEARCH QUESTIONS
1.5       HYPOTHESIS
1.6       SIGNIFICANCE OF THE STUDY
1.7       SCOPE OF THE STUDY
1.8       LIMITATIONS
1.9       BRIEF HISTORY OF ORGANISATIONS UNDER STUDY
1.10  DEFINITION OF TERMS
1.11  REFERENCES

CHAPTER TWO
2.0       REVIEW OF RELEVANT LITERTURE
2.1       HUMAN RESOURCE MANAGEMENT
2.2       DEVELOPMENT OF HUMAN RESOURCES
2.3       HUMAN RESOURCES MANAGEMENT FUNCTIONS
2.4       THE ROLE OF HUMAN RESOURCES MANAGER
2.5       THE CONCEPT OF GLOBALIZATION
2.6       KEY ELEMENTS OF GLOBALIZATION
2.7       DRIVING FORCES OF GLOBALIZATION
2.8       BENEFITS AND CHALLENGES OF GLOBALIZATION
2.9       MEASURING GLOBALIZATION
2.10  HUMAN RESOURCES PRACTICE AND GLOBALIZATION
2.11  DIMENSIONS OF GLOBALIZATION
2.12  OPPORTUNTIES AND RISKS OF GLOBALIZATION
2.13  THE PROPONENTS
2.14  THE OPPONENT
2.15  SUMMARY OF THE REVIEWED LITERATURE
REFERENCES

CHAPTER THREE
3.0       RESEARCH METHODOLOGY
3.1       RESEARCH DESIGN
3.2       AREA OF STUDY
3.3       POPULATION STUDY
3.4       SOURCES OF DATA
3.5       SURVERY INSTRUMENT
3.6       SAMPLE SIZE AND SAMPLING METHOD
3.7       TOOLS OF ANALYSIS
3.8       VALIDITY AND RELIABILITY OF THE MEASURING INSTRUMENT

CHAPTER FOUR
4.0       PRESENTITION AND ANALYSIS OF DATA
4.1       PRESENTATION OF DATA
4.2       DATA ANALYSIS
4.3       TEST OF HYPOTHESIS

CHAPTER FIVE
5.0       FINDINGS
5.1       SUMMARY OF FINDING
5.2       CONCLUSION
5.3       RECOMMENDATION
BIBLIOGRAPHY

APPENDIX

CHAPTER ONE

INTRODUCTION

1.1       BACKGROUND OF THE STUDY

Modern business is full of challenges. To face these challenges, organizations should recognize the fact that human resources are inevitable. This is because of their role as the prime movers or initiators of all productive activities. According to Donnelly et al (1992:48), human resource management I the process of accomplishing organizational objectives by acquiring, retaining, terminating, developing and properly using the human resource practice in an organization. This acquisition involves retaining, screening, selecting and lacing personnel.


Retaining efficient individuals matters a lot to an organization relative in order to attain corporate its objectives. If capable and efficient personnel regularly leave an organization, it becomes a huge problem, as this may result to constant recruitment with its attendant consequences in relation to administrative costs.



Quality and productivity constitute the core of managing work organizations, people and operations because they are critical to costs, sales, competitiveness and profitability, Williams (1999:201).
To improve quality and productivity in organizations, most executives now employ human resource instrument such as employees motivation programs, employee training and education, and changing the organisation’s culture, rather than technology – oriented solutions. The strategic importance of effective human resource practice is now globally recognized.

Improvements in the firm’s completive position can work only if human resource practice is elevated and remains a crucial area in the strategic planning and implementation of plans.

Wider economic, technological, political and social forces shape humans resource management policies and activities. What happen in the global economy influences human resource management in the domestic economy. There is general agreement among business executives that the structure as well as the fundamental dynamics of global business have dramatically changed in the last three decades. These changes have impacted much on human resource management, Sisson, (2003:90).

The key question that immediately arises is what has changed in the global economy and in the political and social environments that impact on human resource practice.

In the 1960s, changing public policies covering productivity and employment law extended the personnel management function. Personnel management practice arose as the result of changes in the political economy.


In the 1980s, the context of human resource practice was profoundly influenced by the global political environment, Fasuyi, (2000:47).
In the 1990s, the processes of globalization have important consequences for high value businesses and strategic human resource management.

Globalization describes recent changes in the world economy and reflects trade flows, declining transportation costs, the portability of new and more integrated financial markets. Globalization refers to increasing global connectivity, integration and interdependence, in the economic, social, technological, cultural, political and ecological spheres.

Globalization has various aspects which affect the Nigerian organizations in several different ways such as: Industrial, Financial, Economic, Political, Informational, Cultural, Ecological, Social, Greater International travel and Tourism, Greater immigration, Including illegal immigration, spread of local consumer products to other countries, increase in the number of standards applied globally, etc. It is a strategic reality which a nation or organization cannot ignore.

It is against this background that this study examines the effect of globalization on human resources practice in Nigerian organizations.

1.2       STATEMENT OF THE PROBLEM


The Concept of globalization is intended to bring the entire universe closer to one another using information technology devices. This implies using information technology to make the world a small village for ease of communication in international trade business and human relation etc. some schools of thought believe that this have been achieved to a great extent through the use of computer (information system)....

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