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THE EFFECT OF GLOBALIZATION AND

TECHNOLOGIES (ICTS) ON HUMAN RESOURCES MANAGEMENT

PRACTICE IN NIGERIAN ORGANIZATIONS

THE EFFECT OF GLOBALIZATION AND

ON HUMAN RESOURCES MANAGEMENT PRACTICE IN NIGERIAN ORGANIZATIONS

DEPARTMENT

Offiah E.I

THE EFFECT OF GLOBALIZATION AND INFORMATION COMMUNICATION



OFFIAH; EMMANUEL IKECHUKWU

PG/MBA/08/54524

THE EFFECT OF GLOBALIZATION AND INFORMATION COMMUNICATION TECHNOLOGIES (ICTS)


DEPARTMENT OF BUSINESS ADMINISTRATION

FACULTY OF MANAGEMENT

Okey ijere

Digitally Signed by: Content manager’s

DN : CN = Webmaster’s name

O= University of Nigeria, Nsukka

OU = Innovation Centre

Offiah E.I 1

NFORMATION COMMUNICATION


NFORMATION COMMUNICATION TECHNOLOGIES (ICTS)


OF BUSINESS ADMINISTRATION

: Content manager’s Name

Webmaster’s name

a, Nsukka

Offiah E.I 2

BY


PG/MBA/08/54524

THE DEPARTMENT OF MANAGEMENT, FACULTY OF BUSINESS

ADMINISTRATION, UNIVERSITY NIGERIA, ENUGU CAMPUS.

JUNE 2011

TITLE PAGE

THE EFFECT OF GLOBALIZATION AND INFORMATION COMMUNICATION



Offiah E.I 3

BY


PG/MBA/09/54524

A RESEARCH PROJECT PRESENTED TO THE DEPARTMENT OF

MANAGEMENT, FACULTY OF BUSINESS ADMINISTRATION, UNIVERSITY

NIGERIA, ENUGU CAMPUS, IN PARTIAL FULFILMENT OF THE

REQUIREMENT FOR THE AWARD OF MBA IN MANAGEMENT.

JUNE 2011

CERTIFICATION

Offiah, Emmanuel Ikechukwu a post graduate student in the Department of

Management, Faculty of Business Administration, University of Nigeria, Enugu

Campus, with registration number PG/MBA/09/54524, here by certify that the work

embodied in this project has not been submitted in part or full for any other degree of

the institution and others.

Offiah E.I 4

________________________

Offiah Emmanuel Ikechukwu.

(Candidate)

Date___________________

APPROVAL PAGE

Offiah, Emmanuel Ikechukwu a post graduate student of Public Relations in the

Department of Management, Faculty of Business Administration, University of

Nigeria, Enugu Campus, with registration number PG/MBA/09/54524 has

satisfactorily completed the requirements for the programme.

Offiah E.I 5

_________________ _________________

Prof. U.J.F. Ewurum Prof. U.J.F. Ewurum

(Supervisor) (Head of Department)

Date_______________ Date_______________

DEDICATION

This work is highly dedicated to the Almighty God who is God for ever, the giver of

all wisdom and every good thing. I dedicate this work also to my two daughters

Vitoria Chioma and Success Chinemeze. They are precious gift from the Lord to me.

Offiah E.I 6

ACKNOWLEDGEMENTS

Writing a project work on a topic “The Effect of Globalization and Information and Communication

Technologies (ICTs) on Human Resources Management Practice in Nigerian Organizations” is not

an easy task. My thanks go to organizations like MB-ANAMMCO Ltd, Emenite Ltd, Power

Holding Company of Nigeria, Nigeria Brewery Plc, Nigerian Bottling Company, Seven Up Bottling

Company, Central Bank of Nigeria, Union Bank of Nigeria, First Bank of Nigeria, United Bank of

Africa, MTN Communication, Globacom Nigeria Ltd, Etisalat Communication, University of

Offiah E.I 7

Nigeria Enugu Campus, Institute of Management and Technology, whose branches in Enugu

provided the necessary materials needed for the research work.

Also, no academic work like this can be written without references and uses of past or existing

works of other experts particularly, in the field of Human Resource Management. I therefore,

acknowledge with thanks the authors of books, articles and materials referenced in this work, whose

efforts and wisdom have sharpened my thought and insights towards the delivery of this project

work. It is my pleasure also to acknowledge the effort of my project supervisor Prof. U.J.F.

Ewurum who is also the Head of Department of Management, University of Nigeria, Enugu

Campus, for his scholarly guidance toward this project work.

This section will not be complete without mentioning the scholarly contribution and guidance

provided by the lecturers from whom I received tutelage in the University especially Prof. Prof.

Onah, Prof. J.A Eze, Prof. Ugwuonah, Dr. E.K. Agbeze, Dr. Kodjo, Dr. J.U.J Onumere, Dr.

Nwakobi, Dr. B.I. Cukwu, and a host of others. I also, acknowledge all the members of MBA

2009/10 Class. I appreciate and at the same time apologize to my two little children, Vitoria and

Success, whom I temporally denied care and guidance in their school assignments while writing this

project.

TABLE OF CONTENTS

TITLE PAGE

CERTIFICATION

APPROVAL PAGE

DEDICATION

ACKNOWLEDGEMENT

TABLE OF CONTENTS

LIST OF TABLES

ABSTRACT

Offiah E.I 8

CHAPTER ONE: 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 Research Hypotheses

1.6 Significance of the Study

1.7 Delimitations of the Study

1.8 Limitations of the Study

1.9 Definition of Key Terms

References

CHAPTER TWO: LITERATURE REVIEW

2.1 Introduction

2.2 Human Resource Management

2.3 Globalization

2.4 Information and Communications Technologies

References

CHAPTER THREE: RESEARCH METHODOLOGY

3.1 Introduction

3.2 Design of the Study

3.3 Area of the Study

3.4 Population of the Study

3.5 Sample of the Study

3.6 Sources of Data

3.7 Method of Data Presentation and Analysis

References

CHAPTER FOUR – PRESENTATION AND ANALYSIS OF DATA

4.1 Introduction

4.2 Research question

4.3 Hypotheses testing

References

CHAPTER FIVE – SUMMARY OF FINDINGS, CONCLUSION AND

RECOMMENDATIONS

5.1 Summary of Findings

Offiah E.I 9

5.2 Conclusion

5.3 Recommendations

References

Abstract

The major purpose of this study was to evaluate the Effect of Globalization and Information

Communication Technologies (ICTs) on Human Resources Management Practice in Nigerian

Organizations. Three research questions and three hypotheses were formulated to guide the study.

This study utilizes the survey method of research designs. Data for the study were collected from the

human resource departments of fifteen multinational and large organizations operating within

Enugu and its suburb. The data were analysed using descriptive and inferential statistics. Chi-

squaret was used to test the hypotheses at 0.05 level of significance. The major finding of the study

Offiah E.I 10

on the positive side was that Globalization and ICTs brings about wider sources of skilled labour,

lead to job creation, attracts foreign jobs, gives access to global culture, to potentially large

applicant pool, attracts people who have skills, knowledge, and ability needed to achieve goals and

encourages global outsourcing and so many other points in the study. On the negative side,

Globalization and ICTs bring about downsizing which has adverse effects on individuals and on the

economy and this is one of the ills of globalization on developing nations, as it increases the level of

poverty. Issues like retrenchments or downsizing has a number of counter effects not just on the

immediate job holder and family but also on others that make up the economic system. There are

some others mentioned in the study. Also, there are so many Information Communication

Technologies used in the human resource management like payroll module, the work time module,

the benefits administration module, the human resources management module, the internet, Talent

Management systems, the training module, the Employee Self-Service module, application

software like ‘Solomon 4’ and other custom made computer programmes. It was concluded that the

Globalization and Information Communication Technologies (ICTs) have positive effect on Human

Resources Management Practice in Nigerian Organizations. It was recommended that

organizations should embrace globalization and ICTs as it encourages efficiency and effectiveness

in the operation of an organization. Organizations should use information communication

technology to enhance human resource management practice by automating existing work

practices, maintaining paperless office, providing a time and attendance system which can reduce

errors in enforcement of an organization’s attendance policies, providing an automated inventory

system which can help reduce internal theft and keep track of assets used by employees, and

providing a data bank which is a repository of information on one or more subjects that is

organized in a way that facilitates local or remote information retrieval.

CHAPTER ONE: INTRODUCTION

1.1 Background to the Study

Organizations are changing in the direction of global changes. In view of these changes, it is

important to alien human resource programs with the business strategy. This implies that as

organizations are changing human resource policies and programs must adapt to the changes as

well. One of the major challenges facing businesses today is the increasing globalization of the

Offiah E.I 11

world economy and competition. There is nothing an organization does that is not directly affected

by developments around the world. Nowadays there is explosive growth in foreign direct

investment (FDI). Foreign direct investment involves the control of a company through its

ownership by foreign company or foreign individuals. Another trend is the creations of offshore

professional and operations centres, regardless of where the final work product is ultimately

marketed. Traditionally, business facilities were strategically located in order to be close to

suppliers or customers, and/or within trade borders. However, in our present globalized and

information and communications technologies world, the use of private satellite links, e-mail, fax

machines, and the World Wide Web has made workers from all over the world very accessible.

Global recruitment and staffing are now the trend. Technology now makes it possible for work

opportunity to move offshore where labour costs are lesser. Why are so many organizations today

under pressure to expand their business interests beyond their national boundaries? Major reasons

include access to additional resources including skilled workers, lower costs, economies of scale,

favourable regulations and tax systems, direct access to new and growing market, and the ability to

customize product to local tastes and styles. Also, the rise of regional trade alliances is another

important reason explaining why organizations have increasingly internationalized (Bernardin,

2003).

This global expansion presents great challenges for human resource management. Many

organizations headquartered in USA, Europe and Asia have expanded their global reach over the

last few decades. In fact, chances are better than ever that one may work for a foreign corporation in

his own community. Nokia, the cell phone giant from Finland, employed 70 percent of its work

force outside Finland. Philips, the electronic multinational, employed 82 percent of the workforce

outside its headquarters in the Netherlands. Nestlé, the Swiss food company had 98 percent of its

workforce outside of Swisserland (Bernardin, 2003).

Even if you don’t ever work for a foreign investment or for a firm with significant direct

investment, experts tell us that all organizations today are affected by the global economy. Even

Offiah E.I 12

small business are using foreign-made materials or equipment. They are also, competing with

foreign firms, and are selling their products and services in foreign markets. Consider the situation

were Nigerian Independent Electoral Commission (INEC) had to import ballot materials from

foreign countries thereby denying the local industries opportunity to make money and grow to

international standard and also, create jobs within the economy.

Globalization was defined by Giddens (1990) as the ‘intensification of worldwide social relations

which link distant localities in such a way that local happenings are shaped by events occurring

miles away and vice versa’. This definition embodies some interrelated ideas, of “accelerating

interdependence” (Ohmae, 1989), of “action at a distance” (Giddens, 1990) and of “time–space

compression” (Harvey, 1989). ‘Accelerating interdependence’ is understood to be the growing

intensity of international enmeshment among national economies and societies, such that

developments in one country impacts directly on another country. ‘Time space compression’ refers

to the manner in which globalization appears to shrink geographical distance and time. In a world of

near instantaneous communication, distance and time no longer seem to be major constraints on

patterns of human organization and interaction (Held et el, 1999). Globalization and information

and communication technologies are leading to homogenization and convergence in organizations’

strategies, structures and processes and in consumer choice, along with a new global division of

labour that widens the income gap between the ‘haves’ and ‘have nots’ both within and between

societies.

Today’s world is organized by accelerating globalization, ‘which is strengthening the dominance of

a world capitalist economic system, supplanting the primacy of the nation state with transnational

corporations and organizations, and eroding local cultures and traditions through a global culture

(Kellner, 1989).

The emergent global economy and culture can be described as a ‘network society’ which is

grounded in new communications and information technology (Castell, 1998). Some view

globalization as the continuation of modernization and a force of progress, wealth, freedom,

Offiah E.I 13

democracy and happiness. Others view it as another form of imposition. Its critiques view

globalization as harmful and perceive it as a force that brings about increased domination and

control by wealthier and overdeveloped nations over the poor and underdeveloped countries. They

feel that it widens the gap between the ‘haves’ and ‘have nots’ (Castell, 1996).

From the social theory perspective, globalization involves the flows of commodities, capital,

technology, ideas, forms of culture and people across national boundaries via a global networked

society (Castells, 1998). The transmutations of technology and capital, work together to create a

new globalized and interconnected world (Castell, 1998).

A technological revolution involving the creation of computerized network of communication,

transportation and exchange is the presupposition of a globalized economy, along with the

extension of a world capitalist market system that is absorbing evermore areas of the world and

spheres of production, exchange and consumption. The technological revolution presupposes global

computerized networks and the free movement of goods, information and people across national

boundaries. Hence the internet and global computer networks make globalization possible, by

producing a technological infrastructure for the global economy.

Globalization has an effect on employment patterns worldwide. It has contributed to a great deal of

outsourcing which is one of the greatest organizational and industry structure shifts that changes the

way business operates (Drucker, 1998). Globalization is also seen as changing organizational

structures where expenses can move up or down as the business climate dictates (Garr, 2001). For

employees the trend toward outsourcing has been thought to result in a loss of fixed employment

opportunities as a consequence of firms seeking to use cheap labour from countries like China,

India, Mexico and Africa. The globalized economies have also had their effect on reward systems,

migration, and on job security. It is against this background that I move on to state the problem.

1.2 Statement of the Problem

The world today is becoming more complex, dynamic and increasingly uncertain. Globalization, a

process fostered and spurred by rapid change in the information and communication technology, is

Offiah E.I 14

making the world economy more interdependent. It brings about the free flow of trade and

investment among the nations. The process also results in higher efficiency increase in productivity,

better products and lower prices. For the developing countries, the inflow of funds, new technology

and management skills as well as smart partnership have catalyzed the rapid development of their

economies. It is undisputable that Nigeria, as an open economy with a large domestic market has

also benefited from the globalization process.

However, the Asian financial crisis that swept through East Asian countries in 1997 has

demonstrated that the globalization process resembled a “double-edged sword”. Many East Asian

countries, and other countries, have learnt a valuable lesson that the present form of globalization

may not provide benefits to all developing countries as advocated by its proponents. The recent

developments in the World Trade Organization (WTO) meeting where the non-trade issues such as

labour standards and environment were proposed to be included in the new round of trade

negotiations have wide ranging implications for developing countries in managing their economies.

Despite these disappointing experiences, Nigeria is still committed to globalization but would like

the developing countries to have a say in the structure and process of globalization to ensure it is

based on a win-win formula that benefits all.

As countries in the world decided to embrace market oriented development strategies and to open

their doors to the world economy, the world has become one interdependent global market place. It

is characterized by increasing worldwide competition and accelerating economic change with

unpredictable outcomes. Under these circumstances, it is noted by Reich (1991) that

competitiveness will be decided on a country's or an enterprise's capacity to add value to global

economic products, services and processes; and a key contributor in this regard is the knowledge

and skills of the workforce. The education and skills of the workforce has become the key

competitive weapon for the 21st century. Drucker (1994) also stated that knowledge becomes the

critical resource in wealth creation of society in this post-industrial era. The foundation of the post-

industrial society is built on managing knowledge and continuous learning. The effectiveness and

Offiah E.I 15

efficiency of the workforce in Nigerian organizations are important elements in this global

competition.

To ensure that organizations retain its competitiveness in the new global economy, they have to

initiated and implement various policy measures and projects aimed at promoting the use of

knowledge and technology to spur further economic growth of their businesses. Both the private

and public sector organizations are encouraged to be knowledge intensive and knowledge enabled

to remain competitive and be relevant to surviving in the new era of economy. Human resource

development has also been recognized as an important strategy to achieve the above mentioned

vision and aspiration.

Given the importance of the human resource management role in steering and facilitating the

continued development and management of the workforce and restructuring of organizations to

unleash the full potential of the employees and to cope with the dynamic and unpredictable global

information communication and domestic environment, the human resource management has to

embark on policy measures and programmes pertaining to the development and management of

human resources to enhance their competences to face global challenges. It is on that not that I state

the objective of the study.

1.3 Objective of the Study

This study seeks to evaluate the effect of globalization and information communication

technologies (ICTs) on Human Resource management practice in Nigerian organizations. The

specific objectives include:

1. To ascertain both favourable and unfavourable effect of Globalization and Information

Communication Technologies (ICTs) on Human Resource management practice in Nigerian

organizations.

Offiah E.I 16

2. To evaluate the aspects of Globalization and ICTs that has direct impacts on Human

Resource management practice in Nigerian organizations.

3. To find out if there is a relationship between globalization and ICTs, and human resources

management practice in Nigerian organizations.

4. To evaluate the ways Nigerian organizations stand to gain from Globalization and ICTs.


Based on the objectives, the following research questions were proposed to give direction and focus

to this research work.

1. What are the favourable effects of Globalization and ICTs on Human Resource management

practice in Nigerian organizations?

2. What are the unfavourable effects of Globalization and ICTs on Human Resource

management practice in Nigerian organizations?

3. What aspects of Globalization and ICTs have direct impacts on Human Resource



The following Null Hypotheses were posed for the study and will be tested.

1. Ho1: 1. There is no favourable effect of Globalization and ICTs on Human Resource


2. Ho2: 1. There is no unfavourable effects of Globalization and ICTs on Human Resource

management practice in Nigerian organizations

3. Ho3: There is no aspects of Globalization and ICTs that has direct impacts on Human


The following alternative hypotheses corresponding to the null hypotheses were also formulated for

the study:

1. Ha1: There are some favourable effects of Globalization and ICTs on Human Resource


Offiah E.I 17

2. Ha2: There are some unfavourable effects of Globalization and ICTs on Human Resource


3. Ha3: There are some aspects of Globalization and ICTs that have direct impact on Human


1.6 Significance of the Study

It is expected that this study will contribute to existing literature in the area of the effect of

globalization and ICTs on human resources management practice in Nigerian organizations. In the

same vein, human resources managers and students will find this work interesting as it will give in-

depth discussion on the effect of globalization and ICTs on human resources management practice

in Nigerian organizations. The study will provide useful information on how changes in the

economy and technology can influence human resources management practice. Also, managers will

understand from this study the need to make adequate preparation or plan for technological changes

and global innovations before they catch up with the organization and throw them out of business.

Managers should see the need to conduct regular environmental scanning to discover the current

technological and global trend in the business world with the view to formulating polices to keep

abreast with such changes.

Organizations both profit and non-profit, will learn from this study as they will see how

Globalization and ICTs affects Human Resources management practice in organizations. The effect

of Globalization and ICTs on Human Resources management practice is devastating and it cost less

to prepare for changes than to be swept out of business by technological and global innovations

when not prepared. In that direction, the study will help stakeholders in every organization

including the government, the labour union, investors as well as the general publics to understand

how global changes affect business and human resources practice. It is expected that the study will

serve as eye-opener to managers in matters of taking the issue of globalization and information

communication technologies particularly, in the area human resource management practice very

seriously. This will enable them to adopt more desirable approaches in their management style and

inter relationship with the environment.

Offiah E.I 18

1.7 Delimitations of the Study

This study is delimited to the effect of globalization and ICTs on human resource management

practice in Nigerian organizations. Some selected Nigerian organizations that have embraced ICTs

in their operations and multinational organizations operating within Enugu and its surroundings are

to be studied. The study is also expected to unveil those areas of human resource management

practice in Nigerian that requires improvement through the application of information and

communication technologies. It is hoped that the report will be ready within 2011.

1.8 Limitations of the Study

Some obvious limitations the researcher encountered were that most of the respondents could not

answer some of the questions due to lack of awareness of the subject matter of the study and how it

applies to human resource management practice in Nigerian organizations. A some of the

questionnaire was not returned and some were returned unanswered. As a result of these facts, the

time spent for gathering materials was too long such that it caused unnecessary delay to the project

work and the resultant huge cost associated with sourcing for data and materials was also enormous.

Another major challenge was the absence of data, especially on the number of organizations

operating in Enugu and the issue of irregular power supply which has become a recurrent

phenomenon in Nigeria. This delayed the writing, typing and proofreading of the work.

1.9 Definition of Key Terms

Globalization: Globalisation refers to an increasing flow of goods and resources across national

borders and the emergence of a complementary set of organisational structures to manage the

expanding network of international economic activity and transactions. A global economy is one

where firms and financial institutions operate transnationally, beyond the confines of national

boundaries.

Offiah E.I 19

ICTs: Information and Communication Technologies (ICTs) consist of all technical means used to

handle information and aid communication, including computer and network hardware as well as

necessary software.

Human Resource management: Human Resource Management (HRM) is the function within an

organization that focuses on recruitment of employees, management of employees, and providing

direction for the people who work in the organization. Human Resource Management generally

deals with issues relating to employees such as compensation, hiring, performance management,

organization development, safety, wellness, benefits, employee motivation, communication,

administration, and training.

References

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2003c, A2.

Ansberry, C. (2003)a. A new blue-collar world. Wall Street Journal, June 30, B: 1-2.

Bernardin, H.J. (2003). Human Resource Management: An Experiential Approach. 3th Ed. New

York: MacGraw-Hill.

Budros, A. (1999). A Conceptual Framework of Analyzing why Organisations Downsize.

Organisation Science, Vol. 10, No. 1: 69-82.

Offiah E.I 20

Budros, A. (2002). The Mean and Lean Firm and Downsizing: Causes of Involuntary and

Voluntary downsizing Strategies. Sociological Forum, Vol. 17, No. 2: 307-342.

Castells, M. (1996). The Information Age: Economy, Society, and Culture. Vol. 1, The Rise of the

Network Society, Oxford, England: Blackwell.

Castells, M. (1997). The Information age: Economy, Society, and Culture. Vol. 2, The Power of

Identity, Oxford, England: Blackwell.

Castells, M. (1998), The Information Age: Economy, Society, and Culture. Vol. 3, End of

Millennium. Oxford, England: Blackwell.

Clott, C. (2004). Perspectives on Global Outsourcing and the Changing Nature of Work. Business

and Society Review 109:2:153-170.

Doughty, D. and Edward, B. (1995). The Effects of Organizational downsizing on Product

Innovation. California Management Review, 37: 28-44.

Drucker, P. (1998). Peter Drucker on the Profession of Management. Cambridge, MA: Harvard

Business School Press.

Garr, D. (2001). Inside Outsourcing. Fortune Technology Review, Summer 2001: 85-52.

Geiger, J. J. (1999). The new emerging temporary workforce. Proceedings of the Academy of

Strategic and Organisational Leadership, 4:1.

Ghai, D. (1997). Economic Globalisation, Institutional Change and Human Security. Discussion

Paper No. 91, United Nations Institute for Social Development.

Giddens, A. (1990). The Consequences of Modernity. Cambridge and Oxford: Polity and Blackwell.

Goldin, I. and Reinert, K. ( 2007). Globalization for Development. New York: World Bank and

Palgrave Macmillan.

Hammer, M. and Champy, J. (1993). Re-engineering the Corporation: a Manifesto for Business

Revolution. New York: Harper Business.

Harvey, D. (1989). The Condition of Post Modernity. Oxford: Blackwell.

Held, D., McGraw, A., Goldbat, D. and Perraton, J. (1999). Global Transformations. Cambridge:

Polity.

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Heinemann Publishers.

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Developing and Transitional Countries. Edward Elgar Publishing UK.

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Neikirk, W. (2002). Future gain for jobless workers. Chicago Tribune, December 17, 2002, A:1-29.

Ohmae, K. (1985). Triad Power. New York: Free Press.

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Media Group

CHAPTER TWO: LITRATURE REVIEW

2.1 Introduction

This chapter looks at Human Resource Management, Globalization, The impact of globalisation on

human resource management, Globalization and Outsourcing, Globalization, organizational design

and reward management, Globalization and its contribution to downsizing in Nigeria, Globalization

Offiah E.I 22

and Migration, Information and Communications Technologies, Human Resource Management

System and ICTs and Purpose of Human Resource Management System and ICTs

2.2 Human Resource Management

Human resources management was recently re-defined by Armstrong (2009) as a “strategic,

integrated and coherent approach to the employment, development and well-being of the people

working in organizations… it covers activities such as strategic human resources management,

human capital management, corporate social responsibility, knowledge management, organization

development, resourcing (human resource planning, recruitment and selection, and talent

management), performance management, learning and development, reward management,

employee relations, employee well-being and health and safety and the provision of employee

services”.

During the last decade, a “holistic” approach to managing people in organizations, corresponding to

the above presented definition, largely replaced the traditional “personnel management” concept.

Human Resource managers are no longer responsible only for “bringing people into the

organization, helping them perform their work, compensating them for their labours, and solving

problems that arise” as described by Cherrington (1995) or “handling, directing and controlling of

individual employees, … (as well as) acquisition and retention of competent employees trough

proper recruitment, selection, placement, utilization, and development” (Sison, 1981). Although

these tasks are still valid today, it has to be pointed out that modern approach to human resource

management takes into account additional perspectives, emerging from massive technology

advancement as well as increasing importance of personnel performance management. Human

resource managers can no longer care “only” about employees, but have to tightly cooperate with

executive management and more so act as direct contributors to organizations’ overall performance.

Jones & George (2006) state that human resource management includes all the activities managers

engage in to attract and retain employees and to ensure that they perform at a high level and

contribute to the accomplishment of organizational goals. They further maintained that

Offiah E.I 23

organization’s human resource management system is made up of five major activities: recruitment

and selection, training and development, performance appraisal and feedback, pay and benefits, and

labour relations. Encyclopaedia Britannica (2009) in the other hand, maintained that human

resources management is the management of the people in working organizations. It is also

frequently called personnel management, industrial relations, employee relations, manpower

management, and personnel administration. It represents a major subcategory of general

management, focusing exclusively on the management of human resources, as distinguished from

financial or material resources. The term may be used to refer to selected specific functions or

activities assigned to specialized personnel officers or departments. It is also used to identify the

entire scope of management policies and programs in the recruitment, allocation, leadership, and

direction of employees.

Human resources management begins with the definition of the required quantities of people

possessing particular skills to carry out specific tasks. Thereafter, job candidates must be found,

recruited, and selected. After hiring, the employees must be trained or retrained, negotiated with,

counselled, evaluated, directed, rewarded, transferred, promoted, and finally released or retired. In

many of these relations, managers deal directly with their associates. In some companies, however,

employees are represented by unions, meaning that managers bargain with representative

associations. Such collective-bargaining relationships are generally described as labour relations.

Current practice shows wide variation in the range of responsibilities assigned to human resource or

industrial-relations departments. Personnel responsibilities typically include: (1) organizing -

devising and revising organizational structures of authority and functional responsibility and

facilitating two-way, reciprocal, vertical, and horizontal communication; (2) planning - forecasting

personnel requirements in terms of numbers and special qualifications, scheduling inputs, and

anticipating the need for appropriate managerial policies and programs; (3) staffing, or manning -

analyzing jobs, developing job descriptions and specifications, appraising and maintaining an

inventory of available capabilities, recruiting, selecting, placing, transferring, demoting, promoting,

and thus assuring qualified manpower when and where it is needed; (4) training and development -

Offiah E.I 24

assisting team members in their continuing personal growth, from pre-employment, preparatory job

training to executive development programs; (5) collective bargaining - negotiating agreements and

following through in day-to-day administration; (6) rewarding - providing financial and

nonfinancial incentives for individual commitment and contribution; (7) general administration-

developing appropriate styles and patterns of leadership throughout the organization; (8) auditing,

reviewing, and researching - evaluating current performance and procedures in order to facilitate

control and improve future practice (Encyclopaedia Britannica, 2009).

2.3 Globalization

According to OSSREA (2006), the concept of globalisation refers to an increasing flow of goods

and resources across national borders and the emergence of a complementary set of organisational

structures to manage the expanding network of international economic activity and transactions.

Strictly speaking, a global economy is one where firms and financial institutions operate

transnationally, i.e., beyond the confines of national boundaries. In such a world, goods, factors of

production and financial assets would be almost perfect substitutes everywhere and would no longer

be possible to consider national states as distinct economies. Globalisations is expected to accelerate

growth in developing countries.

2.3.1 The impact of globalisation on human resource management: According to OSSREA

(2006), A consensus has emerged among scholars and practitioners alike that the business

environment has become more competitive than in the past because of globalisation. In order to

survive in this new era, businesses have to focus even harder on their competitive strengths so as to

develop appropriate long-term strategies. Old practices and systems that have evolved over time are

no longer appropriate. Indeed development is achieved through people. Beardwell and Holden

(1997) support this assertion by giving an example of Japan's success despite the fact that it lacks

natural resources. These lessons are important for us if we have to move forward in terms of

economic development. Three most important factors in achieving competitive advantage are

Innovative, Quality and Cost Leadership, but all these depend on the quality of an organisation's

human resources. What this entails is that the starting point should be with the human resource.

Offiah E.I 25

Scholars have argued that the human resource satisfies four conditions necessary to achieve

sustainable competitive advantage: human resource is valuable, rare, and imperfectly imitable and

has no substitutes. Competitors can easily duplicate competitive advantage obtained via better

technology and products, but it is hard to duplicate competitive advantage gained through better

management of people. The creation of these core competencies can be achieved through effective

provision of the traditional services of the human resource management and dealing effectively with

macro concerns such as corporate culture and management development (OSSREA, 2006). Human

resource management should take a new approach in this new environment brought about by

globalisation. People should not be seen as a cost to the organisation but as a valuable assert which

should be trained and developed to get the best out of them .

2.3.2 Globalization and Outsourcing: As a result of globalization, the employed workforce is

made up of part time, temporary, freelance, or independent contractors and is growing (Geiger,

1999; Neikirk, 2002 cited in Hazel, 2009). According to Clot (2004) the basic idea about

outsourcing is that if a firm does not specialize in a certain function which it does not consider core,

it will outsource the work and therefore be able to offer better cost and quality. Global outsourcing

has altered the work in companies. Initially outsourcing was only done for the peripheral services

such as janitorial services, but now outsourcing has been extended even to the core functions such

as final product assembly, customer service, financial services and technological services (Clot,

2004).

Specifically in Nigeria, Business Process Outsourcing (BPO) includes call centres, animation,

software development, knowledge processing, data processing and transcription (Wahome, 2008).

A case in point is the communication, oil and banking industries in Nigeria who do outsource most

of their services and operations to independent contractors. This was a decision made in order to

cope with cut throat competition and it is also an idea that has been brought about by the globalized

economy. Held et al., (2003) postulates that the growing extensity and intensity of global

interconnectedness implies a speeding up of global interactions and processes as the development of

worldwide systems of transport and communication increases the potential velocity of the global

Offiah E.I 26

diffusion of ideas, goods, information, capital and people. The growing extensity, intensity and

velocity of global interactions may also be associated with a deepening enmeshment of the local

and global happenings such that the impact of distant events is magnified while even the most local

developments may come to have enormous global consequences (Held et al, 2003).

One of the most striking accelerations of globalization has occurred in respect of electronic

communications (Scholte, 2000). The relevant infrastructure has grown and in some countries’

transoceanic cables are fully available including the introduction of satellites and fibre optic cables.

These cables have created large supraterritorial spaces for computer networks (Scholte, 2000). The

improvement of electronic communications has accelerated the emergence of the call centre

concept. The call centre approach has been necessitated by the need to provide continuous service

using few staff that are cheaper to maintain. Ohmae (1985) notes that having twenty-four hour

service is a main consideration for adopting this approach. Just as technology such as ATM is doing

in the banking industry. The call centre approach in Nigeria has been enhanced by the entrance of

communications multinationals. These companies are putting in place a fibre optic undersea cable

referred to as Submarine Cable System which is expected to reduce the prices of internet

connectivity and this will make companies more efficient.

Also, jobs within firms are becoming more temporary and this forces workers to remain adaptable

as changing demand alters occupational knowledge and does away with stable career paths

(Ansberry, 2003a; Skaplinker, 2003). In a number of companies in Nigeria, there is a tendency to

use part time workers more rather than having full time staff. Companies have found this

arrangement effective because they pay the part time workers for only the days or hours worked,

which is cheaper than having full time workers who are expensive to maintain. Again, with the need

to have competitive advantage over others, there is a need for organizations to be cost effective and

offer products which are quality and low priced. Therefore a number of Nigerian firms are learning

to operate leanly in order to achieve this target. This thinking is as a result of widespread

globalization. Therefore we find that part time workers represent a wide and good percentage of the

workforce today in Nigeria.

Offiah E.I 27

Barring a collapse of the world economy means that the scope of global outsourcing can be

expected to grow for firms seeking to remain competitive in world markets and deliver shareholder

value (Ansberry, 2003). The impetus towards outsourcing is to free up resources that will enable

firms to focus on their core specializations. As companies in the developed nations choose to leave

all ‘service’ activities to outside suppliers in less developed countries, they are likely to seek

economies of scale and scope within their own core activities, leading to increased mergers and

consolidation in a number of business sectors (Skaplinker, 2003). Management theory and

economic thinking concurs that this is a desired position for firms and that it contributes to the

‘creative destruction’ that is the nature of capitalism itself. Firms that are no longer competitive

perform inefficiently and ultimately close down, to be replaced by firms that innovate to make

better goods and services. The location of a firm and where its products are made or serviced

matters less and the labour to create the product or perform the service is thus commoditized. In the

US, it has meant the loss of skilled positions and depressed salaries. In Africa and specifically

Nigeria it has meant that we have not been able to reap the benefits of globalization as much, due to

the presence of labour with low level skills and the lack of advanced technology. One of the major

challenges in Nigeria has been the lack of an Information, Communication and Technology (ICT)

policy which has been a major hindrance for Nigeria to receive outsourced work. The reason is that

companies out there want to be assured confidentiality of their data once it is outsourced and those

confidentiality statements should be backed by a legal policy (Hazel, 2009).

Majority of the work is done in developing countries through temporary and contract workers. To

presume that global outsourcing will create jobs in poor countries, shrink the gap between the rich

and the poor nations and create smaller, more highly innovative firms with resources and skills in

their core competencies of say marketing and design is being highly optimistic. however, global

outsourcing has benefited high technology countries more (Hazel, 2009).

2.3.3 Globalization, organizational design and reward management: Hazel (2009) maintained

that in terms of organizational design and human resource management, globalization means that

there is need for more ‘responsive’ and ‘flexible organisations’ and employees. Globalization has

Offiah E.I 28

led to global division of labour. Most organizations now especially in the West are making new site

selection decisions which are driven by business needs and opportunity exploitation. Companies

from the United States have especially closed production plants in the US and created offshore

professional and operations centres and relocated them to where labour is cheap. For example

information technology industries have moved to India’s Bangalore City popularly known as the

Silicon Valley. The employees in India are highly skilled yet they demand pay which is a fraction of

what a similarly skilled person in the United States would demand.

Therefore the global division of labour has resulted in third world countries and European Union

accession states specializing as providers of cheap labour and commodities, while the developed

first world countries of the so called ‘Triad’ that is USA, EU and Japan (Rugman, 2000) concentrate

on skills that enable the production of high value-added goods and services of all kinds. In Western

countries this has been reflected in the shift of employment from labour intensive commodity and

such production is outsourced to cheap labour economies, to the service sector such as financial and

business services, retailing and ‘in person’ services (Reich, 1991).

The service sector comprises three different sorts of work: highly skilled, ‘professional’ and

‘knowledge work’ (for example, Research and Development experts, investment analysis,

advertising, information technology consultancy amongst others). The other group is the traditional

professions which include, semi skilled workers who comprise of routine back office work which is

heavily reliant on operating information technology packages (for example call centre work, data

inputting in financial services). The last category is the semi or low-skilled front line customer or

client facing work (for example, holiday reps, care workers, hairdressers) which involve a high

level of personal skills and emotional labour (Legge, 2005).

Globalization has led to the desirability to maintain flexible and lean organizations. Puick (1992)

notes that leading edge global competitors, irrespective of their national origin, share one key

organizational design characteristic. Their corporate structure is simple and flat rather than tall and

complex. Simple structures increase the speed and clarity of communication and allow the

Offiah E.I 29

concentration of organizational energy and valuable resources on learning rather than controlling,

monitoring and reporting (Hazel, 2009).

Resource based value theorists argue that keeping up with the leader does not deliver sustained

competitive advantage; rather this depends upon the organization developing its own unique, scarce

and inimitable competencies (Barney, 1991; Wernerfelt, 1984). One distinctive capability identified

by Kay (1993) is the ‘architecture’ of supplier and employee relations, that is developing

appropriate relational forms, be it trust in interpersonal relations or involving subcontracting or

networking organizational forms (which may depend on trust or contract) (Hosmer, 1995).

Similarly, Hazel (2009) maintained that if an organization’s core competencies relate to employee

know–how that cannot just be brought in but represents job and organizational knowledge that is

unique to the organization, then an appropriate competitive and cost effective organizational form

might be supported by a ‘periphery’ of workers: on non–standard contracts and a network of sub-

contractors (‘outsourcing’) and contract labour agencies (‘insourcing’) scattered throughout the

world. The achievement of competitive advantage in the global economy is often associated with

responsiveness to the sovereign customer and is equated to speedy delivery of the right product or

service at the right quality and at the right time. ‘Rightness’ of product or service suggests an

understanding of the customers’ needs: hence the need to get closer to the customer and removing

the slow, unresponsive long lines of communication of bureaucracy, through business process re-

engineering. This means a move from function-centred to process-oriented organizational forms and

practices. It means integrating previously fragmented tasks so that fewer people take less time to

perform the process in question. In practice this has been associated with delayering and

downsizing.

NITEL was one state corporation that was not able to respond to customers’ needs promptly as

evidenced by the number of complaints in the press. Customer telephone lines would not function

for a long time and hence when competitors began entering the telecommunications industry and

provided reliable communication networks there was a mass exodus by customers and many people

Offiah E.I 30

lost their jobs. By the time the corporation realized, many customers had moved and the

competitors were too strong. The achievement of ‘right’ quality is often associated with the

introduction of Total Quality Management and again functionally flexible teamwork. Right time

suggests the introduction of just-in-time production of goods and services and the elimination of

waste, which may include unnecessary workers. Many private and public sectors in Nigeria have

gone this way and it is beginning to bear fruit, though it basically increases poverty when people

have no sustainable income to rely on. The other problem is that those who are retrenched end up

opening the traditional small businesses which are more or less similar which makes it difficult for

them to survive. This is in line with research conducted by Manda (2004) which indicates that in the

informal sector job security is low as most of these businesses keep closing down.

Hazel (2009) opined that with globalization there is intensified target setting, surveillance and

auditing and governmentally inspired ‘new initiatives’ have continued apace. ‘Value for money’

and ‘customer charters’ have now been augmented by public-private partnerships in the pursuit of

cost effective ‘service delivery’. This has also meant higher levels of customer satisfaction and

these initiatives have been driven by international enmeshment where happenings elsewhere

influence what is happening locally (Hazel, 2009).

2.3.4 Globalization and its contribution to downsizing in Nigeria: The spread of economic

competition and shareholder activism has motivated large firms to embrace the ‘lean and mean’

conception of control and thus implement downsizings. A conception of corporate control allows

top managers in large firms to control their environments by specifying how such resources such as

personnel should be distributed in order to ensure that directives are executed (Flingstein, 1996).

Macroeconomic factors have facilitated globalization and these include economic depressions,

economic globalization and factors like industry deregulation. The lean and mean conception that

drives globalization looks at managing competition using small size and simple structures to

increase performance. It also focuses on restructuring and de-bureaucratization and emphasizes on

Offiah E.I 31

returning to core competencies through de-conglomeration and de-diversification (Ibid, 1996 cited

in Hazel, 2009).

Manda (2004) argues that public sector downsizing is not directly connected to globalization but the

two are not independent either. Globalization, can be said, to have contributed to downsizing

because the level of competition is no longer national but global (McCourt & Eldridge, 2004). The

global companies coming to compete with local companies have the advantage of having merged

and acquired and therefore have large capital bases and resources which local companies may not

have. Again these international companies have good governance structures (Holbeche, 2001), a

feature that is lacking in most many corporations in Africa. Wescott, 1999 observes that, “Many

African administrations are weak…and are plagued with corruption and other misallocation of

resources…There is patrimonial recruitment and promotion in order to reward loyalists with jobs.”

Puick (1992) postulates that global business strategies point to core competencies, invisible assets

and organizational capabilities as key factors influencing long term success in global markets.

Globalization not only brings the Human Resource function closer to the strategic core of the

business, it also changes the scope and content of human resource management.

Global competition has stimulated domestic deregulation of industries. For example the

telecommunications sector in Nigeria has been affected by this move and now there are a number of

industry players. The assumption was that deregulation would permit telecommunications and other

types of firms to dominate world markets (Budros, 2002). Peters and Waterman (1982) challenged

managers to ‘search for excellence’ by adopting eight attributes, one of them being having a lean

staff complement. Hammer and Champy (1993) exhorted managers to ‘re-engineer the corporation’.

Re-engineering involves re-inventing the processes by which firms produce goods and it has

focused attention on reducing firm size and bureaucratization. The new thinking is that managers

should enhance financial performance by preventing their firms from employing too many people

and from operating with overly bureaucratic structures. Its competitive advantages should include

employee empowerment, fluid communication, management by people rather than numbers, better

Offiah E.I 32

customer service and agility in the face of shifting market competitions. These are the key benefits

that firms were aiming for when they carried out their downsizing programs. The ‘lean and mean’

conception rejects the core assumptions of its predecessor that bigger is better, continual growth is

desirable and that adaptability is promoted by loose coupling, redundancy and slack resources

(Budros, 2000).

A key strategy of the ‘lean and mean’ firm is downsizing which is the conscious use of permanent

personnel reductions in an attempt to improve prospects of survival. Another strategy adopted by

the ‘lean and mean’ firms is restructuring which includes job redesign, cutting hierarchical levels

and buying and selling divisions. Bowman and Doughty (1995) have distinguished between

involuntary and voluntary downsizings associated the involuntary with layoffs and the voluntary

with attrition, early retirement and related programs. Some organizations like, Banks, NITEL,

ANAMMCO, Emenite and Nigeria Brewery began with early retirement option where enticing

packages were offered to lure employees and then retrench those who were from 50 years and

above who were also given good packages including pre-retirement counselling in order to help

them cope. In essence companies are taking drastic measures in order to remain ‘lean’ which is a

concept that has come as a result of economic globalization perspective (Hazel, 2009).

When firms adopt ‘involuntary downsizing’ the employee protection is lower and the short term

cost savings for a company are higher. Employees have low control over the continuity of their

employment when firms execute layoffs, indicating that the protection of employee well-being is

relatively low (Budros, 1999). In contrast voluntary downsizing strategies offer employees varying

levels of economic security, indicating that employee protections are relatively high in these cases.

The short term cost savings for an organization are lower because this strategy takes long to

complete and is costly in terms of payments made to existing employees. In involuntary downsizing

strategies, the employees receive no modest severance pay. It is important to give the employees a

lot of protection in the form of advance warnings and a lot of information and consultations before

the downsizing excise.

Offiah E.I 33

Therefore globalization has led to the desire for having lean structures and also the desire to reduce

unnecessary bureaucracies that slow customer service. Every firm is looking for efficiency.

However with downsizing there are major effects on individuals and on the economy itself. These

moves could be leading to the ills of globalization on developing nations which is increasing the

level of poverty. These retrenchments had a number of counter effects not just on the immediate job

holder and family but also on others such as service providers like where they shop.

2.3.5 Globalization and Migration: Migration is defined as, “the temporary or permanent

movement of persons between countries to pursue employment or education (or both) or to escape

adverse political climates” (Goldin & Reinert, 2007). These authors note that migration causes brain

drain, which is the loss of educated and highly skilled citizens to other countries. In Nigeria we

have lost very many well trained human resources in key positions to developed countries. They

have been lured by better pay and working conditions as well as the promise of a better life. This

‘skill poaching’ by the developed countries has had detrimental effects in the health service sector,

as well as in education at the higher levels. The Health sector in Nigeria is loosing so many of its

skilled nurses and doctors to other countries considered as developed and high income countries. As

a result, community health centres in Nigeria and Government hospitals are understaffed thereby

compromising the quality of healthcare provided. In the public universities the scenario is the same

whereby key trained lecturers are moving to other countries with a lot of ease and many of those

who go out for education opt to remain outside.

The United Nations Population Division (2005) produced the world migrant stock that showed the

number of migrants had increased from 16,351,076 in 1990 to 17,068,882 in 2005. High income

countries use skilled migrants to fill occupational shortages that cannot be met by training resident

nationals. Migrants take with them skills in critical demand. In Nigeria, we have lost a good number

of well educated people who have migrated, which means the loss of leaders, innovators and

household heads which has its own social and political costs. The social costs include the loss of

social cohesion, dynamism and growth potential of the economy. A recent study of the Organisation

for Economic Cooperation and Development (OECD) suggests that “emigration of highly skilled

Offiah E.I 34

workers may adversely affect small countries by preventing them from reaching a critical mass of

human resources, which would be necessary to foster long-term economic development” (Financial

Times, March 23, 2005, citing OECD, 2005). Emigration deprives governments of tax revenues,

depleting the quality of public services and preventing society from earning a return on money

invested in the education of migrants. In a report entitled Least Developed Countries (LDCs) Report

(2007) economic growth and the creation of employment opportunities for educated manpower in

least developed countries appears to be closely associated with slower rates of brain drain. The

report indicates that the reasons for brain drain are slow economic growth and political instability,

especially in Africa. The low level of pay and the huge and widening gap between earnings in least

developed countries and those in developed countries are also to blame (Hazel, 2009).

Brown and Meyer (1999) report that 40,000 scientists and engineers from developing countries are

employed in research and development in high income countries, compared with 1.5 million who

are working in their home countries. About 70,000 professionals and university graduates are

thought to leave Africa each year to take up work in Europe or North America (Weiss, 2001).

Therefore it is clear from statistics that globalization has had its own negative effects on the growth

of labour pools in African countries and this would explain the reasons why they progress so slowly

(Hazel, 2009).

2.4 Information and Communications Technologies

According to Wikipedia (2010), information and communications technology or information and

communication technology, usually called ICT, is often used as a synonym for information

technology (IT) but is usually a more general term that stresses the role of telecommunications

(telephone lines and wireless signals) in modern information technology. information and

communication technology consists of all technical means used to handle information and aid

communication, including both computer and network hardware as well as necessary software. In

other words, information and communication technology (ICT) consists of information technology

(IT) as well as telephony, broadcast media, and all types of audio and video processing and

Offiah E.I 35

transmission. The expression was first used in 1997 in a report by Dennis Stevenson to the UK

government and promoted by the new National Curriculum documents for the UK in 2000.

Information and communication technology is often used in the context of "ICT roadmap" to

indicate the path that an organization will take with their information and communication

technology needs. The term information and communication technology (ICT) is now also used to

refer to the merging (convergence) of telephone networks with computer networks through a single

cabling or link system. There are large economic incentives (huge cost savings due to elimination of

the telephone network) to merge the telephone network with the computer network system. This in

turn has spurred the growth of organizations with the term ICT in their names to indicate their

specialization in the process of merging the two network systems (Wikipedia, 2010a).

Ogunsola & Aboyade (2005) maintained that information has always played a very important part

in human life. However, in the mid-20th

century, the role of information increased immeasurably as

a result of social progress and the vigorous development in science and technology. In addition, as

Trostnikov (1970) has pointed out, rapid expansion of a mass of diversified information is

occurring, which has received the name “information explosion”. As a result, the need has arisen for

a scientific approach to information and for elucidation of its most characteristic properties which

has led to two principal changes in interpretation of the concept of information. First, it was

broadened to include information exchange not only between man and man but also between

machine and machine, as well as the exchange of signals in the animal and plant worlds. The pace

of change brought by new technologies has had a significant effect on the way people live, work,

and play worldwide. New and emerging technologies challenge the traditional process of teaching

and learning, and the way education is managed. Information technology, while an important area

of study in its own right, is having a major impact across all curriculum areas. Easy worldwide

communication provides access to a vast array of data, challenging assimilation and assessment

skills. Rapid communication, plus increased access to information technology in the home, at work,

and in educational establishments, could mean that learning becomes a truly lifelong activity- an

Offiah E.I 36

activity in which the pace of technological change forces constant evaluation of the learning process

itself.

Communication can be described as the process of transmitting and receiving ideas, information,

and messages. In keeping with their complex nature and multiple applications, Information and

Communication Technologies (ICTs) may be viewed in different ways. The World Bank defines

ICTs as “the set of activities which facilitate by electronic means the processing, transmission and

display of information” (Rodriguez and Wilson, 2000). Information and communication

technologies “refer to technologies people use to share, distribute, gather information and to

communicate through computers and computer networks” (ESCAP, 2000). Information and

communication technologies can be described as a complex varied set of goods, applications and

services used for producing, distributing, processing, transforming information- (including)

telecoms, TV and radio broadcasting, hardware and software, computer services and electronic

media” (Marcelle, 2000). Information and communication technologies represent a cluster of

associated technologies defined by their functional usage in information access and communication,

of which one embodiment is the Internet. Hargittai (1999) defines the Internet technically and

functionally as follows: “the Internet is a worldwide network of computers, but sociologically it is

also important to consider it as a network of people using computers that make vast amounts of

information available (Ogunsola & Aboyade, 2005).

Given the two (basic) services of the system communication and information retrieval - the

multitude of services allowed is unprecedented.” Information and communication technologies,

represented by the Internet, deliver “at once a worldwide broadcasting capacity, a mechanism for

information dissemination, a medium for interaction between individuals and a marketplace for

goods and services (Kiiski and Pohjole, 2000). As pointed out by Capron (2000), mails, telephone,

TV and radio, books newspapers and periodicals are the traditional ways users send and receive

information. However, data communications system-computer system that transmits data over

communications lines such as telephone lines or cables have been evolving since the mid-

1960s.One of the most dramatic advances in communication potential - data communications - is

Offiah E.I 37

found in the field of computer technology. Since the first development of the modern electronic

digital computers in the 1940s, computerization has infiltrated almost every area of society in

nations with advanced technology. Computers are available in many formats for use in industries,

businesses, hospitals, schools, universities, transport networks and individual homes. Small or large,

a computer network exists to provide computer users with the means of communicating and

transferring information electronically. The use of Internet has revolutionized access to information

for the business world, libraries, education and individuals. A few of the most popular include E-

mail (electronic mail), World Wide Web, File Transfer Protocol (FTP), Usenet, and Telnet.

The Internet and its technology continues to have a profound effect in promoting the sharing of

information especially in academic world, making possible rapid transactions among businesses,

and supporting global collaboration among individuals and organizations. Learning resource centres

now often contain learning materials published on CD-ROM and most colleges are connected to the

Internet. These technologies have the potential to develop “virtual campuses” and thus increase

student access and participation. Information technology provides access to mainstream materials

and enables students to express their thoughts in words, designs and activities despite their

disabilities. World Wide Web can be described as a library of resources available to computer users

through the global Internet. It enables users to view a wide variety of information, including

magazine, archives, public and college library resources, and current world and business news.

WWW resources are organized so that users can easily move from one resource to another. Using

information technology, learners can absorb more information and take less time to do so (Ogunsola

& Aboyade, 2005).

2.4.1 Human Resource Management System and ICTs

According to Wikipedia (2010b), A Human Resource Management System (HRMS), Human

Resource Information System (HRIS), HR Technology or also called HR modules, or simply

"Payroll", refers to the systems and processes at the intersection between human resource

Offiah E.I 38

management (HRM) and information technology. It merges HRM as a discipline and in particular

its basic HR activities and processes with the information technology field, whereas the

programming of data processing systems evolved into standardized routines and packages of

enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on

software that integrates information from different applications into one universal database. The

linkage of its financial and human resource modules through one database is the most important

distinction to the individually and proprietary developed predecessors, which makes this software

application both rigid and flexible.

2.4.2 Purpose of Human Resource Management System and ICTs

The function of human resources departments is generally administrative and common to all

organizations. Organizations may have formalized selection, evaluation, and payroll processes.

Efficient and effective management of "Human Capital" has progressed to an increasingly

imperative and complex process. The human resources function consists of tracking existing

employee data which traditionally includes personal histories, skills, capabilities, accomplishments

and salary. To reduce the manual workload of these administrative activities, organizations began to

electronically automate many of these processes by introducing specialized Human Resource

Management Systems. Human resources executives rely on internal or external information

technology professionals to develop and maintain an integrated Human Resource Management

Systems. Before the client–server architecture evolved in the late 1980s, many human resources

automation processes were relegated to mainframe computers that could handle large amounts of

data transactions. In consequence of the high capital investment necessary to buy or program

proprietary software, these internally-developed Human Resource Management Systems were

limited to organizations that possessed a huge amount of capital. The advent of client–server,

Application Service Provider, and Software as a Service (SaaS) or Human Resource Management

Systems enabled increasingly higher administrative control of such systems. Currently Human

Resource Management Systems encompass: (1) Payroll, (2) Work Time, (3) Benefits

Offiah E.I 39

Administration, (4) HR Management Information System, (5) Recruiting, (6) Training/Learning

Management System, (7) Performance Record, (8) Employee Self-Service (Wikipedia, 2010b).

The payroll module automates the pay process by gathering data on employee time and attendance,

calculating various deductions and taxes, and generating periodic pay cheques and employee tax

reports. Data is generally fed from the human resources and time keeping modules to calculate

automatic deposit and manual cheque writing capabilities. This module can encompass all

employee-related transactions as well as integrate with existing financial management systems.

The work time module gathers standardized time and work related efforts. The most advanced

modules provide broad flexibility in data collection methods, labour distribution capabilities and

data analysis features. Cost analysis and efficiency metrics are the primary functions. The benefits

administration module provides a system for organizations to administer and track employee

participation in benefits programs. These typically encompass insurance, compensation, profit

sharing and retirement (Wikipedia, 2010b).

The human resources management module is a component covering many other human resource

aspects from application to retirement. The system records basic demographic and address data,

selection, training and development, capabilities and skills management, compensation planning

records and other related activities. Leading edge systems provide the ability to "read" applications

and enter relevant data to applicable database fields, notify employers and provide position

management and position control. Human resource management function involves the recruitment,

placement, evaluation, compensation and development of the employees of an organization.

Initially, businesses used computer based information systems to: produce pay checks and payroll

reports; maintain personnel records; and pursue Talent Management (Wikipedia, 2010b).

Online recruiting has become one of the primary methods employed by human resources

departments to garner potential candidates for available positions within an organization. Talent

Management systems typically encompass: analyzing personnel usage within an organization;

identifying potential applicants; recruiting through company-facing listings; and recruiting through

Offiah E.I 40

online recruiting sites or publications that market to both recruiters and applicants. The significant

cost incurred in maintaining an organized recruitment effort, cross-posting within and across

general or industry-specific job boards and maintaining a competitive exposure of availabilities has

given rise to the development of a dedicated Applicant Tracking System, or 'ATS', module

(Wikipedia, 2010b).

The training module provides a system for organizations to administer and track employee training

and development efforts. The system, normally called a Learning Management System if a

standalone product, allows human resources to track education, qualifications and skills of the

employees, as well as outlining what training courses, books, CDs, web based learning or materials

are available to develop which skills. Courses can then be offered in date specific sessions, with

delegates and training resources being mapped and managed within the same system. Sophisticated

Learning Management System allow managers to approve training, budgets and calendars alongside

performance management and appraisal metrics (Wikipedia, 2010b).

The Employee Self-Service module allows employees to query human resources related data and

perform some human resources transactions over the system. Employees may query their

attendance record from the system without asking the information from human resources personnel.

The module also lets supervisors approve over-time requests from their subordinates through the

system without overloading the task on human resources department. Many organizations have

gone beyond the traditional functions and developed human resource management information

systems, which support recruitment, selection, hiring, job placement, performance appraisals,

employee benefit analysis, health, safety and security, while others integrate an outsourced

Applicant Tracking System that encompasses a subset of the above (Wikipedia, 2010b).

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CHAPTER THREE: RESEARCH METHODOLOGY

3.1 Introduction

Offiah E.I 46

This chapter describes the design of the study, area of the study, population of the study, sample of

the study, sources of data, research instrument, and methods of data analysis.

3.2 The Design of the Study

This study utilizes the survey method of research design, which typically employed questionnaire

and interviews in determining the opinions attitudes and perceptions of the people about issues

under study. These instruments were used to collect both qualitative and quantitative data for the

study. The questionnaire was designed in such a way that will incorporated open-ended and multi-

choice questions. The survey method is considered appropriate because of the type of information

needed for this study.

3.3 The Area of the Study

The study takes a look at the human resource management practices of fifteen corporate and

multinational organizations within Enugu and its environs. These organizations are as listed below:

Manufacturing Industries

1. ANAMMCO LTD

2. Emenite LTD

3. Power Holding Company of Nigeria

4. Nigeria Brewery

5. Nigerian Bottling Company

6. Seven Up Bottling Company

Banking Industry

7. Central Bank of Nigeria, Enugu

8. Union Bank of Nigeria, Enugu

9. First Bank of Nigeria, Enugu

10. United Bank of Africa, Enugu

Communication Industry

11. MTN Communication, Enugu

12. Globacom Nigeria LTD, Enugu

13. Etisalat Communication, Enugu

Academic Institution

14. University of Nigeria Enugu Campus

15. Institute of Management and

Technology

3.4 Population of the Study

Offiah E.I 47

The population of the study consist of the staff that are directly involved in human resource

management function in some selected corporate and multinational organizations within Enugu and

its environs.

Table 3.1 Showing the List of organization and the number of staff engaged in HRM function

Manufacturing Industries No. of Staff in HRM Function

1. ANAMMCO LTD 27

2. Emenite LTD 15

3. Power Holding Company of Nigeria 30

4. Nigeria Brewery 20

5. Nigerian Bottling Company 12

6. Seven Up Bottling Company 10

Banking Industry

7. Central Bank of Nigeria, Enugu 5

8. Union Bank of Nigeria, Enugu 4

9. First Bank of Nigeria, Enugu 3

10. United Bank of Africa, Enugu 5

Communication Industry

11. MTN Communication, Enugu 3

12. Globacom Nigeria LTD, Enugu 1

13. Etisalat Communication, Enugu 1

Academic Institution

14. University of Nigeria Enugu Campus 18

15. Institute of Management and Technology 15

Total 169

3.5 Sample of the Study

The sample of the study was calculated using the formula: n = �

��

Where n = 169, e = 0.05

n = �

��.� �� = 118

Random sampling technique was used to gather data from the respondents.

Offiah E.I 48

3.6 Sources of Data

Primary and secondary sources of data were used for this study. The primary sources include those

gathered through the questionnaire, interviews and observations and secondary sources include

those gathered from literatures.

3.7 Method of Data Analysis

The data collected for the study were analysed using descriptive and inferential statistics.

Descriptive statistic used include: tables, mean (average) and percentages. Inferential statistics used

include chi-square which was used to test the hypotheses at 5% level of significance.

Offiah E.I 49

References and Bibliography

Cohen L; Minion L. & Morrison (2007). Research Methods in Education. 6th

Ed. London and New

York: Routledge

Bowerman B.L; Connell R.T. & Hanh M.L. (2001) Business Statistics in Practice.2nd

Ed. New

York: MacGraw-Hill

Okolo J.E. (2000). A Systematic Approach to Writing Research (Project) Report in Tertiary

Institutions. Onitsha: Joevin.

Olakunori O.K. (2000). Successful Research (Theory and Practice). Enugu: Computer Egde.

Onwumere J.U.J. (2009). Business & Economic Research Methods. 2nd

Ed. Enugu: Vougasen

Limited.

Offiah E.I 50

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS

4.1 Introduction

In this chapter, data collected for the purpose of answering research questions and hypotheses posed

in the study were presented and analyzed using statistical tools and interpreted accordingly. The

findings were presented according to the research questions and hypotheses posed.

4.2 Questionnaire Distribution and Collection

A total of one hundred and eighteen (118) were distributed and one hundred (100) were returned as

at the time of data analysis.


The data relevant for the research questions were collected using the questionnaire structured in

multi-choice questions that demanded ‘Agree’ or ‘Disagree’ response.

4.3.1 Decision Rule

Decision was ruled in favour of ‘Agree’ or ‘Disagree’ response that is above 50% and according to

the scale giving in table 4.1

Table 4.1 shows the rules for deciding the responses

Decision Rule

% Yes Response Abbreviation No Response Abbreviation

50 No Agreement NA No Agreement NA

51-60 Fairly Agree FA Fairly Disagree FD

61-70 Agree A Disagree D

71-80 Strongly Agree SA Strongly Disagree SD

81-100 Perfectly Agree PA Perfectly Disagree PD

4.4.2 Research Question One

What are the favourable effects of Globalization and ICTs on Human Resources management


Offiah E.I 51

Table 4.2 Showings the data for research question one

No. Respondents:100 What are the favourable effects of Globalization and ICTs on Human

Resources management practice in Nigerian organizations?

Agree Disagree Decision

1 Globalization and ICTs brings about wider sources of skilled labour, lead

to job creation, attracts foreign jobs, gives access to global culture, to

potentially large applicant pool, attracts people who have skills,

knowledge, and ability needed to achieve goals and encourages global

outsourcing.

92 8 PA

2 Globalization and ICTs create opportunity for increasing global

competition for Nigerian products and services.

76 24 SA

3 Globalization and ICTs present opportunities for expansion of business

and market for organizations’ products.

82 18 SA

4 Globalization and ICTs led to the desire for having lean structures and also

the desire to reduce unnecessary bureaucracies that slow customer service.

90 10 PA

5 Globalization and ICTs bring about efficiency in organization as it leads to

increased productivity at lower labour costs and reduce too much paper

work and piling up file cabinet as documents are processed and stored

electronically.

69 31 A

6 Globalization and ICTs impact positively on the economy especially in the

area of trade, finance, aid, migration and flow of ideas.

78 22 SA

7 Globalization and ICTs help to pass on information which has to do with

flow of ideas and skills which lead to improvements in the way things are

done.

85 15 PA

8 Globalization and ICTs encourage development in all economies, and can

help to alleviate global poverty under certain conditions.

65 35 FA

9 Globalization allows others to get to know the best practices of other

countries easily as a result of information flows which have been aided by

technology.

84 16 PA

10 With globalization and ICTs, organizations can no longer remain

complacent as most of them are competing globally. So organizations have

no option than to put in extra effort to survive and this culminates to

improvement in organizational performance.

80 20 SA

11 Globalization gives people the opportunity to migrate to other countries in

search of greener pastures as job is rear to get in Nigeria and the

remittances provided by the people who have migrated provide a lifeline to

the poor and to their dependants and are an essential source of foreign

exchange and a stabilizing force for the economy in turbulent times.

95 5 PA

12 Globalization and ICTs bring about global markets, global technology,

global ideas and global solidarity. It is driven by market expansion,

opening national borders to trade, capital, and information flows and this

can enrich the lives of people everywhere as it greatly expands their

choices.

90 10 PA

13 As a result of globalization and ICTs you have many people working on

the same project who are actually working from different time zones.

75 25 SA

14 Globalization and ICTs have brought about increasing demand for more

part time and temporary workers by organizations because they are

cheaper to maintain.

90 10 PA

15 Globalization and ICTs have made it possible for flexible working hours

as more companies are employing part-time and temporary staff

(especially among women, the elderly and students) and there are many

workers including women who wish to work on a part time or temporary

basis so that they could have a balance healthy work life.

78 22 SA

16 Globalization and ICTs leads to a more deregulated and flexible labour

market where employer & employee can mutually decide terms of

77 33 SA

Offiah E.I 52

employment contract.

17 Globalization and ICTs have brought about call centre approach to

business operations in Nigeria and this trend has been enhanced by the

entrance of communications multinationals.

90 10 PA

18 Globalization and ICTs has brought about cheaper internet connectivity

and access to information and ideas which in turns make worker and their

organizations more efficient.

84 16 PA

19 The Internet and its technology have a profound effect in promoting the

sharing of information and make possible the rapid transactions among

businesses, and supporting global collaboration among individuals and

organizations.

92 8 PA

Findings and discussions

From the data collected and as analyzed in the Table 4.2, it was perfectly agreed that Globalization

and ICTs brings about wider sources of skilled labour, lead to job creation, attracts foreign jobs,

gives access to global culture, access to potentially large applicant pool, attracts people who have

skills, knowledge, and ability needed to achieve goals and it encourages global outsourcing.

Globalization and ICTs create opportunity for increasing global competition for Nigerian products

and services. It present opportunities for expansion of business and market for organizations’

products; led to the desire for having lean structures and also the desire to reduce unnecessary

bureaucracies that slow customer service.

Globalization and ICTs bring about efficiency in organization as it leads to increased productivity at

lower labour costs and reduce too much paper work and piling up file cabinet as documents are

processed and stored electronically. It impacts positively on the economy especially in the area of

trade, finance, aid, migration and flow of ideas and helps to pass on information which has to do

with flow of ideas and skills which lead to improvements in the way things are done.

Globalization and ICTs encourage development in all economies, and can help to alleviate global

poverty under certain conditions. It allows others to get to know the best practices of other countries

easily as a result of information flows which have been aided by technology.With globalization and

ICTs, organizations can no longer remain complacent as most of them are competing globally. So

Offiah E.I 53

organizations have no option than to put in extra effort to survive and this culminates to

improvement in organizational performance.

Globalization gives people the opportunity to migrate to other countries in search of greener

pastures as job is rear to get in Nigeria and the remittances provided by the people who have

migrated provide a lifeline to the poor and to their dependants and are an essential source of foreign

exchange and a stabilizing force for the economy in turbulent times. It bring about global markets,

global technology, global ideas and global solidarity. It is driven by market expansion, opening

national borders to trade, capital, and information flows and this can enrich the lives of people

everywhere as it greatly expands their choices.

As a result of globalization and ICTs you have many people working on the same project who are

actually working from different time zones. It has brought about increasing demand for more part

time and temporary workers by organizations because they are cheaper to maintain. Globalization

and ICTs have made it possible for flexible working hours as more companies are employing part-

time and temporary staff (especially among women, the elderly and students) and there are many

workers including women who wish to work on a part time or temporary basis so that they could

have a balance healthy work life. It leads to a more deregulated and flexible labour market where

employer & employee can mutually decide terms of employment contract.

Globalization and ICTs have brought about call centre approach to business operations in Nigeria

and this trend has been enhanced by the entrance of communications multinationals such as MTN,

Globacom, Etisalat, and so on. These organizations have brought about easy and cheaper internet

connectivity and access to information and ideas which in turns make worker and their

organizations more efficient. The Internet and its technology have a profound effect in promoting

the sharing of information and make possible the rapid transactions among businesses, and

supporting global collaboration among individuals and organizations and so many organizations in

Nigeria have embraced these technologies .

Offiah E.I 54

4.4.3 Research Question Two

What are the unfavourable effects of Globalization and ICTs on Human Resource management


Table 4.3 Showings the data for research question two

No. Respondents:100

What are the unfavourable effects of Globalization and ICTs on Human

Resources management practice in Nigerian


1 Globalization ICTs bring about downsizing which has adverse effects on

individuals and on the economy and this is one of the ills of globalization on

developing nations, as it increases the level of poverty. Issues like

retrenchments or downsizing has a number of counter effects not just on the

immediate job holder and family but also on others that make up the

economic system.

82 18 PA

2 Globalization brings about migration which in turn causes brain drain, which

is the loss of educated and highly skilled citizens to other countries and

Nigeria has lost very many well trained human resources in key positions to

developed countries who were lured by better pay and working conditions as

well as the promise of a better life.

80 20 SA

3 Globalization coupled with bad governance and deplorable political and

economic environment in Nigeria made some of the good brains to move to

the developed countries for high paid jobs.

82 18 PA

4 Globalization creates a situation where the developing nations are rubbed of

skilled brains by the developed nations through immigration or "guest

workers" thereby appropriating human capital that is more rightfully part of

the developing nation and required to further its economic growth.

90 10 PA

5 In Nigeria, the level of remittance figures provided by the people who have

migrated out of the country is an indicator of the high level of brain drain

that has deprived the country of some of the finest brains.

69 31 A

6 This skill poaching and brain drain by the developed countries have

detrimental effects in the health service sector, as well as in education at the

higher levels. The Health sector in Nigeria is losing so many of its skilled

nurses and doctors to other countries considered as developed and high

income countries. As a result, community health centres in Nigeria and

Government hospitals are understaffed thereby compromising the quality of

healthcare provided. In the public universities the scenario is the same

whereby key trained lecturers are moving to other countries with a lot of

ease and many of those who go out for education opt to remain outside.

80 20 SA

7 As much as globalization is said to lead to job creation, the jobs created are

not as good as those lost in the formal sectors.

75 25 SA

8 Also the earnings in the informal sector are lower than the formal sector

making the workers vulnerable to poverty and being less economically

empowered.

70 30 A

9 Due to high competition in the informal sector the survival rate of firms is

low, making jobs in these sectors insecure.

83 17 SA

10 Globalization has led to a situation where the business processes that are

outsourced are at the lowest level in the hierarchy in terms of skills

requirement.

75 25 SA

11 Most developing countries throughout the world provide basic services and

only a few have been able to improve quality or expertise in order to provide

70 30 A

Offiah E.I 55

more complex services.

12 Globalization and ICTs creates jobs that require minimal skill thereby

discouraging high skill development as the tasks are simple, routine, precise

and easily measured and there is no deviation allowed as to create room for

critical thinking.

70 30 A

13 Globalization has coursed low growth of skilled labour pools in Nigeria as a

result of migration and this level of brain drain hampers Nigeria’s industrial

growth. The fact that the jobs created require low skills and the skilled

people are going away is a bad mix for growth, in the years to come.

78

22 SA

14 Globalization creates income differentials between the developed and the

developing countries. The developed countries have control of the

technology and the expertise needed to create goods and services, so they

appear to benefit more from globalization than the developing countries.

86 14 PA

15 The business environment has become more competitive than in the past

because of globalisation and many organizations are folding up as new ones

are equally, springing up.

86 14 PA

16 The global labour market is increasingly integrated for the high-skilled

corporate executives, scientists, entertainers and many others who form the

global professional elite who have high mobility and wages. But the markets

for unskilled labour are restricted by national barriers.

86 14 PA

17 Globalization today is being driven by market expansion, opening national

borders to trade, capital, information which in turn is outpacing governance

of these markets.

70 30 A

18 When the market goes too far in dominating social, political and economic

outcomes, the opportunities and rewards of globalization spread unequally

and inequitably concentrating power and wealth in a select group of people.

80 20 SA

19 Many organizations in Nigeria lack the skill, the resources and the technical

capacity to acquire, manipulate and maintain ICTs and to operate and

compete globally

80 20 SA


Globalization and ICTs bring about downsizing which has adverse effects on individuals and on the

economy and this is one of the ills of globalization and ICTs on developing nations, as it increases

the level of poverty. Issues like retrenchments or downsizing has a number of counter effects not

just on the immediate job holder and family but also on others that make up the economic system.

Globalization brings about migration which in turn causes brain drain, which is the loss of educated

and highly skilled citizens to other countries and Nigeria has lost very many well trained human

resources in key positions to developed countries who were lured by better pay and working

conditions as well as the promise of a better life. Globalization coupled with bad governance and

deplorable political and economic environment in Nigeria made some of these good brains to move

to the developed countries for high paid jobs. In this situation the developing nations are rubbed of

skilled brains by the developed nations through immigration or "guest workers" thereby

Offiah E.I 56

appropriating human capital that is more rightfully part of the developing nation and required to

further its economic growth. In Nigeria, the level of remittance figures provided by the people who

have migrated out of the country is an indicator of the high level of brain drain that has deprived the

country of some of the finest brains.

This skill poaching and brain drain by the developed countries have detrimental effects in the health

service sector, as well as in education at the higher levels. The Health sector in Nigeria is losing so

many of its skilled nurses and doctors to other countries considered as developed and high income

countries. As a result, community health centres in Nigeria and Government hospitals are

understaffed thereby compromising the quality of healthcare provided. In the public universities the

scenario is the same whereby key trained lecturers are moving to other countries with a lot of ease

and many of those who go out for education opt to remain outside.

As much as globalization is said to lead to job creation, the jobs created are not as good as those lost

in the formal sectors. Also the earnings in the informal sector are lower than the formal sector

making the workers vulnerable to poverty and being less economically empowered. Again due to

high competition in the informal sector the survival rate of firms is low, making jobs in these

sectors insecure. The business processes that are outsourced are at the lowest level in the hierarchy

in terms of skills requirement; and Most developing countries throughout the world provide basic

services and only a few have been able to improve quality or expertise in order to provide more

complex services. Therefore, globalization and ICTs creates jobs that require minimal skill thereby

discouraging high skill development as the tasks are simple, routine, precise and easily measured

and there is no deviation allowed as to create room for critical thinking.

Globalization has coursed low growth of skilled labour pools in Nigeria as a result of migration and

this level of brain drain hampers Nigeria’s industrial growth. The fact that the jobs created require

low skills and the skilled people are going away is a bad mix for growth, in the years to come. Also,

globalization creates income differentials between the developed and the developing countries. The

Offiah E.I 57

developed countries have control of the technology and the expertise needed to create goods and

services, so they appear to benefit more from globalization than the developing countries.

The business environment has become more competitive than in the past because of globalisation

and many organizations are folding up as new ones are equally, springing up. The global labour

market is increasingly integrated for the high-skilled corporate executives, scientists, entertainers

and many others who form the global professional elite who have high mobility and wages. But the

markets for unskilled labour are restricted by national barriers. Globalization today is being driven

by market expansion, opening national borders to trade, capital, information which in turn is

outpacing governance of these markets. When the market goes too far in dominating social, political

and economic outcomes, the opportunities and rewards of globalization spread unequally and

inequitably concentrating power and wealth in a select group of people. Generally, it was

discovered that many organizations in Nigeria lack the skill, the resources and the technical

capacity to acquire, manipulate and maintain ICTs and to operate and compete globally.

4.4.4 Research Question Three

What aspects of Globalization and ICTs have direct impacts on Human Resource management


Table 4.4 Showings the data for research question three

No. Respondents:100 What aspects of Globalization and ICTs have direct impacts on

Human Resources management practice in Nigerian organizations?


1 Information communication technologies (ICTs) such as the payroll module

automates the pay process by gathering data on employee time and

attendance, calculating various deductions and taxes, and generating periodic

pay cheques and employee tax reports.

86 14 PA

2 Information communication technologies facilitate the process of data

generation which is fed from the human resources and time keeping modules

to calculate automatic deposit and has manual cheque writing capabilities.

92 8 PA

3 The payroll module encompasses all employee-related transactions as well as

integrates with existing financial management systems.

85 15 PA

4 The work time module gathers standardized time and work related efforts.

The most advanced modules provide broad flexibility in data collection

methods, labour distribution capabilities and data analysis features. Cost

analysis and efficiency metrics are the primary functions.

92 8 PA

5 The benefits administration module provides a system for organizations to 80 20 PA

Offiah E.I 58

administer and track employee participation in benefits programs. These

typically encompass insurance, compensation, profit sharing and retirement.

6 The human resources management module is a component covering many

other human resource aspects from application to retirement. The system

records basic demographic and address data, selection, training and

development, capabilities and skills management, compensation planning

records and other related activities.

90 10 PA

7 ICTs such as Leading edge systems provide the ability to "read" applications

and enter relevant data to applicable database fields, notify employers and

provide position management and position control. Businesses used computer

based information systems to produce pay checks and payroll reports;

maintain personnel records; and pursue Talent Management.

75 25 SA

8 Online recruiting through the internet has become one of the primary methods

employed by human resources departments to garner potential candidates for

available positions within an organization.

98 2 PA

9 Talent Management systems typically encompass activities such as analyzing

personnel usage within an organization; identifying potential applicants;

recruiting through company-facing listings; and recruiting through online

recruiting sites or publications that market to both recruiters and applicants.

80 20 SA

10 The significant cost incurred in maintaining an organized recruitment effort,

cross-posting within and across general or industry-specific job boards and

maintaining a competitive exposure of availabilities has given rise to the

development of a dedicated Applicant Tracking System, or 'ATS', module.

70 30 A

11 The training module provides a system for organizations to administer and

track employee training and development efforts.

93 7 PA

12 The training module system, normally called a Learning Management System

which is a standalone product, allows human resources to track education,

qualifications and skills of the employees, as well as outlining what training

courses, books, CDs, web based learning or materials are necessary and

available to develop a particular skill.

89 11 PA

13 The training module system allows courses to be offered in date specific

sessions, with delegates and training resources being mapped and managed

within the same system. Sophisticated Learning Management System allows

managers to approve training, budgets and calendars alongside performance

management and appraisal metrics.

93 7 PA

14 The Employee Self-Service module allows employees to query human

resources related data and perform some human resources transactions over

the system.

89 11 PA

15 The Employee Self-Service module allows employees to query their record

(attendance, leave balance, appraisal scores, and soon) from the system

without asking the information from human resources personnel.

90 10 PA

16 The Employee Self-Service module also lets supervisors approve over-time

requests from their subordinates through the system without overloading the

task on human resources department.

88 12 PA

17 Integrated Applicant Tracking System has made many organizations to go

beyond the traditional functions to developed human resource management

information systems, which support recruitment, selection, hiring, job

placement, performance appraisals, employee benefit analysis, health, safety

and security.

90 10 PA

18 With the aid of camera based computers, face-to-face job interviews and

testing can be conducted online; technology has reduced the process of going

from describing the job to actually interviewing candidates.

85 15 PA

19 ICTs software like ‘Solomon 4’ and other custom made computer programs

are capable of gathering, storing and calling up every information about ever

the staff of an organization.

86 14 PA

Offiah E.I 59


As discovered in the study, Information communication Technologies (ICTs) used in human

resource management practice in Nigerian organizations include the payroll module which

automates the pay process by gathering data on employee time and attendance, calculating various

deductions and taxes, and generating periodic pay cheques and employee tax reports. The

technology facilitates the process of data generation which is fed from the human resources and

time keeping modules to calculate automatic deposit and has manual cheque writing capabilities.

This payroll module encompasses all employee-related transactions and at the same time integrates

with existing financial management systems.

The work time module gathers standardized time and work related efforts. The most advanced

modules provide broad flexibility in data collection methods, labour distribution capabilities and

data analysis features. Cost analysis and efficiency metrics are the primary functions. Also, the

benefits administration module provides a system for organizations to administer and track

employee participation in benefits programs. These typically encompass insurance, compensation,

profit sharing and retirement.

The human resources management module is a component covering many other human resource

aspects from application to retirement. The system records basic demographic and address data,

selection, training and development, capabilities and skills management, compensation planning

records and other related activities. The Leading edge systems provide the ability to "read"

applications and enter relevant data to applicable database fields, notify employers and provide

position management and position control. Businesses used computer based information systems to

produce pay checks and payroll reports; maintain personnel records; and pursue Talent

Management.

Online recruiting through the internet has become one of the primary methods employed by human

resources departments to garner potential candidates for available positions within an organization.

Talent Management systems typically encompass activities such as analyzing personnel usage

Offiah E.I 60

within an organization; identifying potential applicants; recruiting through company-facing listings;

and recruiting through online recruiting sites or publications that market to both recruiters and

applicants. The significant cost incurred in maintaining an organized recruitment effort, cross-

posting within and across general or industry-specific job boards and maintaining a competitive

exposure of availabilities has given rise to the development of a dedicated Applicant Tracking

System, or 'ATS', module.

The training module provides a system for organizations to administer and track employee training

and development efforts. The training module system, normally called a Learning Management

System which is a standalone product, allows human resources to track education, qualifications

and skills of the employees, as well as outlining what training courses, books, CDs, web based

learning or materials are necessary and available to develop a particular skill. The training module

system allows courses to be offered in date specific sessions, with delegates and training resources

being mapped and managed within the same system. Sophisticated Learning Management System

allows managers to approve training, budgets and calendars alongside performance management

and appraisal metrics.

The Employee Self-Service module allows employees to query human resources related data and

perform some human resources transactions over the system. The Employee Self-Service module

allows employees to query their record (attendance, leave balance, appraisal scores, and so on)

from the system without asking the information from human resources personnel. The Employee

Self-Service module also lets supervisors approve over-time requests from their subordinates

through the system without overloading the task on human resources department.

Integrated Applicant Tracking System has made many organizations to go beyond the traditional

functions to developed human resource management information systems, which support

recruitment, selection, hiring, job placement, performance appraisals, employee benefit analysis,

health, safety and security. With the aid of camera based computers, face-to-face job interviews and

Offiah E.I 61

testing can be conducted online; technology has reduced the process of going from describing the

job to actually interviewing candidates.

ICTs software like ‘Solomon 4’ and other custom made computer programs are capable of

gathering, storing and calling up every information about any staff of an organization. Interestingly,

most of the organizations studied are ICTs complaints and this has reduced the number of staff that

is performing the actual human resource function. The multinationals such as the MTN, Globacom,

Nigerian brewery, Coca-Cola, Seven Up and the Central Bank as well as the commercial banks

have there human resource department centred at their headquarters and from there the control other

braches and subsidiaries.


The following null and alternative hypotheses were posed for the empirical study:

4.5.1 Research Hypothesis one

Ho1: There is no favourable effect of Globalization and ICTs on Human Resources management

practice in Nigerian organizations.

Ha1: There are some favourable effects of Globalization and ICTs on Human Resources


Table 4.5a shows the data for observed frequency (Fo) and the calculated frequency (Ft) for

research hypothesis one

What are the favourable effects of Globalization and ICTs on Human


Agree Disagree Total

1 Globalization and ICTs brings about wider sources of skilled labour, lead

to job creation, attracts foreign jobs, gives access to global culture, to

potentially large applicant pool, attracts people who have skills,

knowledge, and ability needed to achieve goals and encourages global

outsourcing.

92(82.74) 8(17.26) 100

2 Globalization and ICTs create opportunity for increasing global

competition for Nigerian products and services.

76(82.74) 24(17.26) 100

3 Globalization and ICTs present opportunities for expansion of business

and market for organizations’ products.

82(82.74) 18(17.26) 100

4 Globalization and ICTs led to the desire for having lean structures and 90(82.74) 10(17.26) 100

Offiah E.I 62

also the desire to reduce unnecessary bureaucracies that slow customer

service.

5 Globalization and ICTs bring about efficiency in organization as it leads

to increased productivity at lower labour costs and reduce too much

paper work and piling up file cabinet as documents are processed and

stored electronically.

69(82.74) 31(17.26) 100

6 Globalization and ICTs impact positively on the economy especially in

the area of trade, finance, aid, migration and flow of ideas.

78(82.74) 22(17.26) 100

7 Globalization and ICTs help to pass on information which has to do with

flow of ideas and skills which lead to improvements in the way things

are done.

85(82.74) 15(17.26) 100

8 Globalization and ICTs encourage development in all economies, and

can help to alleviate global poverty under certain conditions.

65(82.74) 35(17.26) 100

9 Globalization allows others to get to know the best practices of other

countries easily as a result of information flows which have been aided

by technology.

84(82.74) 16(17.26) 100

10 With globalization and ICTs, organizations can no longer remain

complacent as most of them are competing globally. So organizations

have no option than to put in extra effort to survive and this culminates

to improvement in organizational performance.

80(82.74) 20(17.26) 100

11 Globalization gives people the opportunity to migrate to other countries

in search of greener pastures as job is rear to get in Nigeria and the

remittances provided by the people who have migrated provide a lifeline

to the poor and to their dependants and are an essential source of foreign


95(82.74) 5(17.26) 100

12 Globalization and ICTs bring about global markets, global technology,

global ideas and global solidarity. It is driven by market expansion,

opening national borders to trade, capital, and information flows and this

can enrich the lives of people everywhere as it greatly expands their

choices.

90(82.74) 10(17.26) 100

13 As a result of globalization and ICTs you have many people working on

the same project who are actually working from different time zones.

75(82.74) 25(17.26) 100

14 Globalization and ICTs have brought about increasing demand for more

part time and temporary workers by organizations because they are

cheaper to maintain.

90(82.74) 10(17.26) 100

15 Globalization and ICTs have made it possible for flexible working hours

as more companies are employing part-time and temporary staff

(especially among women, the elderly and students) and there are many

workers including women who wish to work on a part time or temporary

basis so that they could have a balance healthy work life.

78(82.74) 22(17.26) 100

16 Globalization and ICTs leads to a more deregulated and flexible labour

market where employer & employee can mutually decide terms of

employment contract.

77(82.74) 33(17.26) 100

17 Globalization and ICTs have brought about call centre approach to

business operations in Nigeria and this trend has been enhanced by the

entrance of communications multinationals.

90(82.74) 10(17.26) 100

18 Globalization and ICTs has brought about cheaper internet connectivity

and access to information and ideas which in turns make worker and

their organizations more efficient.

84(82.74) 16(17.26) 100

19 The Internet and its technology have a profound effect in promoting the

sharing of information and make possible the rapid transactions among

businesses, and supporting global collaboration among individuals and

organizations.

92(82.74) 8(17.26) 100

Total 1572 328 1900

Offiah E.I 63

Degree of freedom = (R-1)(C-1) = (19-1)(2-1) = 18

ft = nRnC

n

Where nR = total number in row

nC = total number in column

n = total sample size

Xe2 = fo - fe

fe

Table 4.5b shows the data for chi-square test statistic for null hypothesis one

Fo Ft Fo - Ft (Fo- Ft)2 (Fo - Ft)

2/ Ft

92 82.74 9.26 85.75 1.0364

8 17.26 -9.26 85.75 4.9680

76 82.74 -6.74 45.43 0.5490

24 17.26 6.74 45.43 2.6320

82 82.74 -0.74 0.55 0.0066

18 17.26 0.74 0.55 0.0317

90 82.74 7.26 52.71 0.6370

10 17.26 -7.26 52.71 3.0537

69 82.74 -13.74 188.79 2.2817

31 17.26 13.74 188.79 10.9379

78 82.74 -4.74 22.47 0.2715

22 17.26 4.74 22.47 1.3017

85 82.74 2.26 5.11 0.0617

15 17.26 -2.26 5.11 0.2959

65 82.74 -17.74 314.71 3.8036

35 17.26 17.74 314.71 18.2333

84 82.74 1.26 1.59 0.0192

16 17.26 -1.26 1.59 0.0920

80 82.74 -2.74 7.51 0.0907

20 17.26 2.74 7.51 0.4350

95 82.74 12.26 150.31 1.8166

5 17.26 -12.26 150.31 8.7084

90 82.74 7.26 52.71 0.6370

10 17.26 -7.26 52.71 3.0537

75 82.74 -7.74 59.91 0.7240

25 17.26 7.74 59.91 3.4709

90 82.74 7.26 52.71 0.6370

10 17.26 -7.26 52.71 3.0537

Offiah E.I 64

78 82.74 -4.74 22.47 0.2715

22 17.26 4.74 22.47 1.3017

77 82.74 -5.74 32.95 0.3982

33 17.26 15.74 247.75 14.3539

90 82.74 7.26 52.71 0.6370

10 17.26 -7.26 52.71 3.0537

84 82.74 1.26 1.59 0.0192

16 17.26 -1.26 1.59 0.0920

92 82.74 9.26 85.75 1.0364

8 17.26 -9.26 85.75 4.9680

Σ(Fo - Ft)2/ Ft = 98.9719

At 5% level of significance and 18 degree of freedom, the critical chi-square value = 28.8693

Χ2

6 = 98.9719 > 28.8693

The decision rule is to reject Ho and accept Ha where the calculated value is greater than the critical

value. Therefore we reject the null hypothesis Ho and accept the alternative hypothesis Ha which

states that there are favourable effects of Globalization and ICTs on Human Resources management

practice in Nigerian organizations.

4.5.2 Research Hypothesis two

Ho2: 1. There is no unfavourable effects of Globalization and ICTs on Human Resources


Ha2: There are some unfavourable effects of Globalization and ICTs on Human Resources


Offiah E.I 65


research hypothesis two

What are the unfavourable effects of Globalization and ICTs on Human

Resources management practice in Nigerian


1 Globalization brings about downsizing which has adverse effects on

individuals and on the economy and this is one of the ills of globalization

on developing nations, as it increases the level of poverty. Issues like

retrenchments or downsizing has a number of counter effects not just on

the immediate job holder and family but also on others that make up the

economic system.

82(78.53) 18(21.47) 100

2 Globalization brings about migration which in turn causes brain drain,

which is the loss of educated and highly skilled citizens to other

countries and Nigeria has lost very many well trained human resources

in key positions to developed countries who were lured by better pay and

working conditions as well as the promise of a better life.

80(78.53) 20(21.47) 100

3 Globalization coupled with bad governance and deplorable political and

economic environment in Nigeria made some of the good brains to move

to the developed countries for high paid jobs.

82(78.53) 18(21.47) 100

4 Globalization creates a situation where the developing nations are rubbed

of skilled brains by the developed nations through immigration or "guest

workers" thereby appropriating human capital that is more rightfully part

of the developing nation and required to further its economic growth.

90(78.53) 10(21.47) 100

5 In Nigeria, the level of remittance figures provided by the people who

have migrated out of the country is an indicator of the high level of brain

drain that has deprived the country of some of the finest brains.

69(78.53) 31(21.47) 100

6 This skill poaching and brain drain by the developed countries have

detrimental effects in the health service sector, as well as in education at

the higher levels. The Health sector in Nigeria is losing so many of its

skilled nurses and doctors to other countries considered as developed and

high income countries. As a result, community health centres in Nigeria

and Government hospitals are understaffed thereby compromising the

quality of healthcare provided. In the public universities the scenario is

the same whereby key trained lecturers are moving to other countries

with a lot of ease and many of those who go out for education opt to

remain outside.

80(78.53) 20(21.47) 100

7 As much as globalization is said to lead to job creation, the jobs created

are not as good as those lost in the formal sectors.

75(78.53) 25(21.47) 100

8 Also the earnings in the informal sector are lower than the formal sector

making the workers vulnerable to poverty and being less economically

empowered.

70(78.53) 30(21.47) 100

9 Due to high competition in the informal sector the survival rate of firms

is low, making jobs in these sectors insecure.

83(78.53) 17(21.47) 100

10 Globalization has led to a situation where the business processes that are

outsourced are at the lowest level in the hierarchy in terms of skills

requirement.

75(78.53) 25(21.47) 100

11 Most developing countries throughout the world provide basic services

and only a few have been able to improve quality or expertise in order to

provide more complex services.

70(78.53) 30(21.47) 100

12 Globalization and ICTs creates jobs that require minimal skill thereby

discouraging high skill development as the tasks are simple, routine,

precise and easily measured and there is no deviation allowed as to

create room for critical thinking.

70(78.53) 30(21.47) 100

13 Globalization has coursed low growth of skilled labour pools in Nigeria

as a result of migration and this level of brain drain hampers Nigeria’s

78(78.53)

22(21.47) 100

Offiah E.I 66

industrial growth. The fact that the jobs created require low skills and the

skilled people are going away is a bad mix for growth, in the years to

come.

14 Globalization creates income differentials between the developed and the

developing countries. The developed countries have control of the

technology and the expertise needed to create goods and services, so they

appear to benefit more from globalization than the developing countries.

86(78.53) 14(21.47) 100

15 The business environment has become more competitive than in the past

because of globalisation and many organizations are folding up as new

ones are equally, springing up.

86(78.53) 14(21.47) 100

16 The global labour market is increasingly integrated for the high-skilled

corporate executives, scientists, entertainers and many others who form

the global professional elite who have high mobility and wages. But the

markets for unskilled labour are restricted by national barriers.

86(78.53) 14(21.47) 100

17 Globalization today is being driven by market expansion, opening

national borders to trade, capital, information which in turn is outpacing

governance of these markets.

70(78.53) 30(21.47) 100

18 When the market goes too far in dominating social, political and

economic outcomes, the opportunities and rewards of globalization

spread unequally and inequitably concentrating power and wealth in a

select group of people.

80(78.53) 20(21.47) 100

19 Many organizations in Nigeria lack the skill, the resources and the

technical capacity to acquire, manipulate and maintain ICTs and to

operate and compete globally

80(78.53) 20(21.47) 100

Total 1492 408 1900


ft = nRnC

n




Offiah E.I 67

Table 4.6b shows the data for chi-square test statistic for null hypothesis two

Fo Ft Fo - Ft (Fo - Ft)2

(Fo - Ft)2/ Ft

82 78.53 3.47 12.04 0.1533

18 21.47 -3.47 12.04 0.5608

80 78.53 1.47 2.16 0.0275

20 21.47 -1.47 2.16 0.1007

82 78.53 3.47 12.04 0.1533

18 21.47 -3.47 12.04 0.5608

90 78.53 11.47 131.56 1.6753

10 21.47 11.47 131.56 6.1277

69 78.53 -9.53 90.82 1.1565

31 21.47 9.53 90.82 4.2301

80 78.53 1.47 2.16 0.0275

20 21.47 -1.47 2.16 0.1007

75 78.53 -3.53 12.46 0.1586

25 21.47 3.53 12.46 0.5804

70 78.53 -8.53 72.76 0.9265

30 21.47 8.53 72.76 0.0339

83 78.53 4.47 19.98 0.2544

17 21.47 -4.47 19.98 0.9306

75 78.53 -3.53 12.46 0.1586

25 21.47 3.53 12.46 0.5804

70 78.53 -8.53 72.76 0.9265

30 21.47 8.53 72.76 0.0339

70 78.53 -8.53 72.76 0.9265

30 21.47 8.53 72.76 0.0339

78 78.53 -0.53 0.28 0.0036

22 21.47 0.53 0.28 0.0131

86 78.53 7.47 55.80 0.7110

14 21.47 -7.47 55.80 2.5990

86 78.53 7.47 55.80 0.7110

14 21.47 -7.47 55.80 2.5990

86 78.53 7.47 55.80 0.7110

14 21.47 -7.47 55.80 2.5990

70 78.53 -8.53 72.76 0.9265

30 21.47 8.53 72.76 0.0339

80 78.53 1.47 2.16 0.0275

20 21.47 -1.47 2.16 0.1007

80 78.53 1.47 2.16 0.0275

20 21.47 -1.47 2.16 0.1007

Σ(Fo - Ft)2/ Ft = 31.5819

Xe2 = fo - fe

fe


Offiah E.I 68

Χ2

6 = 31.5819 > 28.8693



states that there are unfavourable effects of Globalization and ICTs on Human Resources


4.5.3 Research Hypothesis three

Ho3: There is no aspects of Globalization and ICTs that has direct impacts on Human Resource


Ha3: There are some aspects of Globalization and ICTs that have direct impact on Human Resource



research hypothesis three

What aspects of Globalization and ICTs have direct impacts on Human



1 Information communication technologies (ICTs) such as the payroll module

automates the pay process by gathering data on employee time and

attendance, calculating various deductions and taxes, and generating

periodic pay cheques and employee tax reports.

86(86.89) 14(13.11) 100

2 Information communication technologies facilitate the process of data

generation which is fed from the human resources and time keeping

modules to calculate automatic deposit and has manual cheque writing

capabilities.

92(86.89) 8(13.11) 100

3 The payroll module encompasses all employee-related transactions as well

as integrates with existing financial management systems.

85(86.89) 15(13.11) 100

4 The work time module gathers standardized time and work related efforts.

The most advanced modules provide broad flexibility in data collection

methods, labour distribution capabilities and data analysis features. Cost

analysis and efficiency metrics are the primary functions.

92(86.89) 8(13.11) 100

5 The benefits administration module provides a system for organizations to

administer and track employee participation in benefits programs. These

typically encompass insurance, compensation, profit sharing and retirement.

80(86.89) 20(13.11) 100

6 The human resources management module is a component covering many

other human resource aspects from application to retirement. The system

records basic demographic and address data, selection, training and

development, capabilities and skills management, compensation planning

records and other related activities.

90(86.89) 10(13.11) 100

Offiah E.I 69

7 ICTs such as Leading edge systems provide the ability to "read"

applications and enter relevant data to applicable database fields, notify

employers and provide position management and position control.

Businesses used computer based information systems to produce pay

checks and payroll reports; maintain personnel records; and pursue Talent

Management.

75(86.89) 25(13.11) 100

8 Online recruiting through the internet has become one of the primary

methods employed by human resources departments to garner potential

candidates for available positions within an organization.

98(86.89) 2(13.11) 100

9 Talent Management systems typically encompass activities such as

analyzing personnel usage within an organization; identifying potential

applicants; recruiting through company-facing listings; and recruiting

through online recruiting sites or publications that market to both recruiters

and applicants.

80(86.89) 20(13.11) 100

10 The significant cost incurred in maintaining an organized recruitment effort,

cross-posting within and across general or industry-specific job boards and

maintaining a competitive exposure of availabilities has given rise to the

development of a dedicated Applicant Tracking System, or 'ATS', module.

70(86.89) 30(13.11) 100

11 The training module provides a system for organizations to administer and

track employee training and development efforts.

93(86.89) 7(13.11) 100

12 The training module system, normally called a Learning Management

System which is a standalone product, allows human resources to track

education, qualifications and skills of the employees, as well as outlining

what training courses, books, CDs, web based learning or materials are

necessary and available to develop a particular skill.

89(86.89) 11(13.11) 100

13 The training module system allows courses to be offered in date specific

sessions, with delegates and training resources being mapped and managed

within the same system. Sophisticated Learning Management System

allows managers to approve training, budgets and calendars alongside

performance management and appraisal metrics.

93(86.89) 7(13.11) 100

14 The Employee Self-Service module allows employees to query human

resources related data and perform some human resources transactions over

the system.

89(86.89) 11(13.11) 100

15 The Employee Self-Service module allows employees to query their record

(attendance, leave balance, appraisal scores, and soon) from the system

without asking the information from human resources personnel.

90(86.89) 10(13.11) 100

16 The Employee Self-Service module also lets supervisors approve over-time

requests from their subordinates through the system without overloading the

task on human resources department.

88(86.89) 12(13.11) 100

17 Integrated Applicant Tracking System has made many organizations to go

beyond the traditional functions to developed human resource management

information systems, which support recruitment, selection, hiring, job

placement, performance appraisals, employee benefit analysis, health,

safety and security.

90(86.89) 10(13.11) 100

18 With the aid of camera based computers, face-to-face job interviews and

testing can be conducted online; technology has reduced the process of

going from describing the job to actually interviewing candidates.

85(86.89) 15(13.11) 100

19 ICTs software like ‘Solomon 4’ and other custom made computer programs

are capable of gathering, storing and calling up every information about

ever the staff of an organization.

86(86.89) 14(13.11) 100

Total 1651 249 1900


Offiah E.I 70

ft = nRnC

n




Table 4.7b shows the data for chi-square test statistic for null hypothesis three

Fo Ft Fo - Ft (Fo - Ft)2

(Fo - Ft)2/ Ft

86 86.89 -0.89 0.79 0.0091

14 13.11 0.89 0.79 0.0604

92 86.89 5.11 26.11 0.3005

8 13.11 -5.11 26.11 1.9918

85 86.89 -1.89 3.57 0.0411

15 13.11 1.89 3.57 0.2725

92 86.89 5.11 26.11 0.3005

8 13.11 -5.11 26.11 1.9918

80 86.89 -6.89 47.47 0.5463

20 13.11 6.89 47.47 3.6211

90 86.89 3.11 9.67 0.1113

10 13.11 -3.11 9.67 0.7378

75 86.89 -11.89 141.37 1.6270

25 13.11 11.89 141.37 10.7835

98 86.89 11.11 123.43 1.4206

2 13.11 -11.11 123.43 9.4151

80 86.89 -6.89 47.47 0.5463

20 13.11 6.89 47.47 3.6211

70 86.89 -16.89 285.27 3.2831

30 13.11 16.89 285.27 21.7599

93 86.89 6.11 37.33 0.4296

7 13.11 -6.11 37.33 2.8476

89 86.89 2.11 4.45 0.0512

11 13.11 -2.11 4.45 0.3396

93 86.89 6.11 37.33 0.4296

7 13.11 -6.11 37.33 2.8476

89 86.89 2.11 4.45 0.0512

11 13.11 -2.11 4.45 0.3396

93 86.89 6.11 37.33 0.4296

7 13.11 -6.11 37.33 2.8476

89 86.89 2.11 4.45 0.0512

11 13.11 -2.11 4.45 0.3396

90 86.89 3.11 9.67 0.1113

10 13.11 -3.11 9.67 0.7378

85 86.89 -1.89 3.57 0.0411

15 13.11 1.89 3.57 0.2725

86 86.89 -0.89 0.79 0.0091

14 13.11 0.89 0.79 0.0604

Σ(Fo - Ft)2/ Ft = 74.6773

Offiah E.I 71

Xe2 = fo - fe

fe


Χ2

6 = 74.6773 > 28.8693



states that there are aspects of Globalization and ICTs that have direct impacts on Human Resource


Offiah E.I 72


Cohen L; Minion L. &Morrison (2007). Research Methods in Education. 6th

Ed. London and New

York: Routledge


Ed. New

York: MacGraw-Hill




Onwumere J.U.J. (2009). Business & Economic Research Methods. 2nd Ed. Enugu: Vougasen

Limited.

Offiah E.I 73

CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSION AND

RECOMMENDATIONS

5.1 Summary of Findings

There are some favourable effects of Globalization and ICTs on Human Resources management

practice in Nigerian organizations; and these are outlined as follow.

(1) Globalization and ICTs brings about wider sources of skilled labour, lead to job creation,

attracts foreign jobs, gives access to global culture, to potentially large applicant pool, attracts

people who have skills, knowledge, and ability needed to achieve goals and encourages global

outsourcing.

(2) Globalization and ICTs create opportunity for increasing global competition for Nigerian

products and services.

(3) Globalization and ICTs present opportunities for expansion of business and market for

organizations’ products.

(4) Globalization and ICTs led to the desire for having lean structures and also the desire to

reduce unnecessary bureaucracies that slow customer service.

(5) Globalization and ICTs bring about efficiency in organization as it leads to increased

productivity at lower labour costs and reduce too much paper work and piling up file cabinet as

documents are processed and stored electronically.

(6) Globalization and ICTs impact positively on the economy especially in the area of trade,

finance, aid, migration and flow of ideas.

(7) Globalization and ICTs help to pass on information which has to do with flow of ideas and

skills which also, lead to improvements in the way things are done.

(8) Globalization and ICTs encourage development in all economies, and can help to alleviate

global poverty under certain conditions.

(9) Globalization allows others to get to know the best practices of other countries easily as a

result of information flows which have been aided by technology.

Offiah E.I 74

(10) With globalization and ICTs, organizations can no longer remain complacent as most of

them are competing globally. So organizations have no option than to put in extra effort to survive

and this culminates to improvement in organizational performance.

(11) Globalization gives people the opportunity to migrate to other countries in search of greener




(12) Globalization and ICTs bring about global markets, global technology, global ideas and

global solidarity. It is driven by market expansion, opening national borders to trade, capital, and

information flows and this can enrich the lives of people everywhere as it greatly expands their

choices.

(13) As a result of globalization and ICTs you have many people working on the same project

who are actually working from different time zones.

(14) Globalization and ICTs have brought about increasing demand for more part time and

temporary workers by organizations because they are cheaper to maintain.

(15) Globalization and ICTs have made it possible for flexible working hours as more

companies are employing part-time and temporary staff (especially among women, the elderly and

students) and there are many workers including women who wish to work on a part time or

temporary basis so that they could have a balance healthy work life.

(16) Globalization and ICTs leads to a more deregulated and flexible labour market where

employer and employee can mutually decide terms of employment contract.

(17) Globalization and ICTs have brought about call centre approach to business operations in

Nigeria and this trend has been enhanced by the entrance of communications multinationals.

(18) Globalization and ICTs has brought about cheaper internet connectivity and access to

information and ideas which in turns make worker and their organizations more efficient.

Offiah E.I 75

(19) The Internet and its technology have a profound effect in promoting the sharing of

information and make possible the rapid transactions among businesses, and supporting global

collaboration among individuals and organizations.

Not minding the laudable effect of Globalization and ICTs on Human Resources management

practice in Nigerian organizations, there are however, some unfavourable effects and these are as

follow.

(1) Globalization and ICTs bring about downsizing which has adverse effects on individuals

and on the economy and this is one of the ills of globalization on developing nations, as it increases

the level of poverty. Issues like retrenchments or downsizing has a number of counter effects not

just on the immediate job holder and family but also on others that make up the economic system.

(2) Globalization and ICTs bring about migration which in turn causes brain drain, which is the

loss of educated and highly skilled citizens to other countries and Nigeria has lost very many well

trained human resources in key positions to developed countries who were lured by better pay and

working conditions as well as the promise of a better life.

(3) Globalization and ICTs coupled with bad governance and deplorable political and economic

environment in Nigeria made some of the good brains to move to the developed countries for high

paid jobs.

(4) Globalization and ICTs create a situation where the developing nations are rubbed of skilled

brains by the developed nations through immigration or "guest workers" thereby appropriating

human capital that is more rightfully part of the developing nation and required to further its

economic growth.

(5) In Nigeria, the level of remittance figures provided by the people who have migrated out of

the country is an indicator of the high level of brain drain that has deprived the country of some of

the finest brains.

(6) This skill poaching and brain drain by the developed countries have detrimental effects in

the health service sector, as well as in education at the higher levels. The Health sector in Nigeria is

losing so many of its skilled nurses and doctors to other countries considered as developed and high

Offiah E.I 76

income countries. As a result, community health centres in Nigeria and Government hospitals are




(7) As much as globalization is said to lead to job creation, the jobs created are not as good as

those lost in the formal sectors.

(8) Also the earnings in the informal sector are lower than the formal sector making the workers

vulnerable to poverty and being less economically empowered.

(9) Again due to high competition in the informal sector the survival rate of firms is low,

making jobs in these sectors insecure.

(10) Globalization and ICTs have led to a situation where the business processes that are

outsourced are at the lowest level in the hierarchy in terms of skills requirement.

(11) Most developing countries throughout the world provide basic services and only a few have

been able to improve quality or expertise in order to provide more complex services.

(12) Globalization and ICTs create jobs that require minimal skill thereby discouraging high skill

development as the tasks are simple, routine, precise and easily measured and there is no deviation

allowed as to create room for critical thinking.

(13) Globalization and ICTs have coursed low growth of skilled labour pools in Nigeria as a

result of migration and this level of brain drain hampers Nigeria’s industrial growth. The fact that

the jobs created require low skills and the skilled people are going away is a bad mix for growth, in

the years to come.

(14) Globalization and ICTs create income differentials between the developed and the

developing countries. The developed countries have control of the technology and the expertise

needed to create goods and services, so they appear to benefit more from globalization than the

developing countries.

(15) The business environment has become more competitive than in the past because of

globalisation and many organizations are folding up as new ones are equally, springing up.

Offiah E.I 77

(16) The global labour market is increasingly integrated for the high-skilled corporate executives,

scientists, entertainers and many others who form the global professional elite who have high

mobility and wages. But the markets for unskilled labour are restricted by national barriers.

(17) Globalization and ICTs today are being driven by market expansion, opening national

borders to trade, capital, information which in turn is outpacing governance of these markets.

(18) When the market goes too far in dominating social, political and economic outcomes, the

opportunities and rewards of globalization spread unequally and inequitably concentrating power

and wealth in a select group of people.

(19) Many organizations in Nigeria lack the skill, the resources and the technical capacity to

acquire, manipulate and maintain ICTs and to operate and compete globally.

Some aspects of Globalization and ICTs that have direct impact on Human Resource management

practice in Nigerian organizations include the following.

3. What aspects of Globalization and ICTs have direct impacts on Human Resources


(1) The payroll module which automates the pay process by gathering data on employee time

and attendance, calculating various deductions and taxes, and generating periodic pay cheques and

employee tax reports. This module facilitate the process of data generation which is fed from the

human resources and time keeping modules to calculate automatic deposit and has manual cheque

writing capabilities. The payroll module encompasses all employee-related transactions as well as

integrates with existing financial management systems.

(2) The work time module gathers standardized time and work related efforts. The most

advanced modules provide broad flexibility in data collection methods, labour distribution

capabilities and data analysis features. Cost analysis and efficiency metrics are the primary

functions.

(3) The benefits administration module provides a system for organizations to administer and

track employee participation in benefits programs. These typically encompass insurance,

compensation, profit sharing and retirement.

Offiah E.I 78

(4) The human resources management module is a component covering many other human

resource aspects from application to retirement. The system records basic demographic and address

data, selection, training and development, capabilities and skills management, compensation

planning records and other related activities.

(5) ICTs such as Leading edge systems provide the ability to "read" applications and enter

relevant data to applicable database fields, notify employers and provide position management and

position control. Businesses used computer based information systems to produce pay checks and

payroll reports; maintain personnel records; and pursue Talent Management.

(6) Online recruiting through the internet has become one of the primary methods employed by

human resources departments to garner potential candidates for available positions within an

organization.

(7) Talent Management systems typically encompass activities such as analyzing personnel

usage within an organization; identifying potential applicants; recruiting through company-facing

listings; and recruiting through online recruiting sites or publications that market to both recruiters

and applicants.

(8) The significant cost incurred in maintaining an organized recruitment effort, cross-posting

within and across general or industry-specific job boards and maintaining a competitive exposure of

availabilities has given rise to the development of a dedicated Applicant Tracking System, or 'ATS',

module.

(9) The training module provides a system for organizations to administer and track employee

training and development efforts. The training module system, normally called a Learning

Management System which is a standalone product, allows human resources to track education,

qualifications and skills of the employees, as well as outlining what training courses, books, CDs,

web based learning or materials are necessary and available to develop a particular skill.

The training module system allows courses to be offered in date specific sessions, with delegates

and training resources being mapped and managed within the same system. Sophisticated Learning

Offiah E.I 79

Management System allows managers to approve training, budgets and calendars alongside

performance management and appraisal metrics.

(10) The Employee Self-Service module allows employees to query human resources related data

and perform some human resources transactions over the system. The Employee Self-Service

module allows employees to query their record (attendance, leave balance, appraisal scores, and

soon) from the system without asking the information from human resources personnel. The

Employee Self-Service module also lets supervisors approve over-time requests from their

subordinates and fill the appraisal score through the system without overloading the task on human

resources department.

(11) Integrated Applicant Tracking System has made many organizations to go beyond the

traditional functions to developed human resource management information systems, which support


health, safety and security.

(12) With the aid of camera based computers, face-to-face job interviews and testing can be

conducted online; technology has reduced the process of going from describing the job to actually

interviewing candidates.

(13) ICTs software like ‘Solomon 4’ and other custom made computer programs are capable of

gathering, storing and calling up every information about every the staff of an organization.

Conclusion

The relationship between Globalization and Information and Communication Technology (ICTs)

and HRM is similar to Government & Civil Servants. Governments Outlines Policies and Civil

Servants Execute those policies. ICT acts as a tool for HRM Managers to implement and enforce

Policies. Throughout many ages of human civilization, the society’s main concern has been to boost

productivity in terms of efficiency and effectiveness. Globalization and Information and

Communication Technology not only enhances productivity but also quality of human life.

At operational level of HRM, personnel records, benefits, schedules, compensation, training, and

skills need to be recorded in an inventory. At tactical level, the organizations can control relocation

Offiah E.I 80

cost, contract cost, evaluate performance, appraise, and manage work-flow. Whereas in strategic

level long term personnel planning, rewarding, employee development and career planning,

knowledge management, retention strategies, and succession planning can be done with efficiency

and effectiveness by the use of ICT.

Globalization has its positive side as well as its negative side. It affects the economic dimensions;

that is trade, finance, aid, migration and ideas. Increases in these dimensions of globalization, if

managed in a way that supports development in all countries, can help alleviate global poverty

under certain conditions.

However as much as globalization is said to lead to job creation, the jobs created are not as good as

those lost in the formal sectors. Again due to high competition in the informal sector the survival

rate of firms is low, making jobs in these sectors insecure. Also the earnings in the informal sector

are lower than the formal sector making the workers vulnerable to poverty and being less

economically empowered.

The other issue is that globalization has led to a situation where the business processes that are

outsourced are at the lowest level in the hierarchy in terms of skills requirement. “Most developing

countries throughout the world provide basic services such as data entry. Only a few have been able

to improve quality or expertise in order to provide more complex services. This means that on the

positive side, jobs are created but on the negative side, it means that skill development shall be

minimal in developing countries like Nigeria. This is because the tasks are simple, routine, precise

and easily measured and there are no deviations allowed so there is no room for critical thinking.

The other effect of globalization on human resources in Nigeria has to do with the migration

patterns. Ratha and Xhu, (2008) indicate that the remittances provided by the people who have


exchange and a stabilizing force for the economy in turbulent times. However “for many sub-

Saharan African countries, the remittance figures are also an indicator of the high levels of brain

drain that have deprived these countries of some of the finest brains” (Ratha and Xhu, 2008). This

Offiah E.I 81

level of brain drain hampers Africa’s and specifically Nigeria’s growth. The fact that the jobs

created require low skills and the skilled people are going away is a bad mix for Nigeria’s growth,

in the years to come (Hazel, 2009).

The challenge for Nigeria as a result of migration is the growth of skilled labour pools. This is a

challenge due to the income differentials between the developed and the developing countries. The

global labour market is increasingly integrated for the high-skilled corporate executives, scientists,

entertainers and many others who form the global professional elite who have high mobility and

wages (UNDP Report, 1999). But the markets for unskilled labour are restricted by national

barriers. However, good governance and improvement of the political and economic environment in

Nigeria can attract back some of the good brains who have been attracted by the high payment

levels in developed countries.

One of the positive measures of globalization has been the passing on of information which has to

do with flow of ideas. This has led to improvements in the way things are done. Globalization

allows others to get to know the best practices of other countries easily as a result of information

flows which have been aided by technology.

Again globalization has led to cut throat competition which means that organizations have had to

manage their performance very strictly in order to survive. It is from this backdrop that

organizations in Nigeria including the civil service have embarked on measures of improving

performance. From the human resource management perspective, the performance targets should be

clearly measurable so that individuals can gauge their performance. The targets come from the

organizational targets. This form of management thinking has led to improvement in organizational

performance. Most of these organizations are competing with global organizations so they have had

to put in extra effort to survive. So with globalization organizations can no longer remain

complacent.

According to a United Nations Development Programme (UNDP) Report (1999), global markets,

global technology, global ideas and global solidarity can enrich the lives of people everywhere,

Offiah E.I 82

greatly expanding their choices. However, globalization today is being driven by market expansion,

opening national borders to trade, capital, information which is in turn outpacing governance of

these markets. The report indicates that when the market goes too far in dominating social, political

and economic outcomes, the opportunities and rewards of globalization spread unequally and

inequitably concentrating power and wealth in a select group of people (Hazel, 2009).

The way forward is not to stop the expansion of global markets but to find rules and institutions for

stronger governance. This means having globalization with ethics and less disparity within and

between nations and not more. The idea is to have less marginalization of countries, less poverty

and deprivation (Hazel, 2009).

Recommendations

I recommend that organizations should embrace globalization and ICTs as it encourages efficiency

and effectiveness in the operation of an organization. It eliminates the boundaries separating the

various parts of the organization located in different centres.

Organizations should use information communication technology to enhance human resource

management practice by automating existing work practices. Automating existing work practices

would result to few staff accomplishing more work; optimum utilization of staff; timely and

efficient delivery of products and services; doing more in short time; reducing administrative costs;

cost savings from fewer staff hours and reduced human or machine error; and better resource

planning through detailed, accurate, and timely personnel and financial information.


management practice by exploring new work structures. Exploring new ways of structuring work

processes involve making work less tedious; reducing workload; standardization of human resource

process; virtual organizations; teleworking-telecommuting; office decongestion; working at ones

pace; saving cost; and opportunity for more to work.

Offiah E.I 83


management practice by maintaining paperless office. A paperless environment through a

Document Management System will not only speed up storage and retrieval of documents, but also

save costs of stationeries and space required for storing old archived documents. A paperless

environment would also ensure reduction of paper handling and error-prone manual processes;

reduction of paper storage; reduction of lost documents; faster access to information; online access

to information that was formerly available only on paper, microfilm, or microfiche; improved

control over documents and document-oriented processes; streamlining of time-consuming business

processes; security over document access and modification; provide reliable and accurate audit trail;

improved tracking and monitoring, with the ability to identify bottlenecks and modify the system to

improve efficiency; provides an easy way to back-up documents for offsite storage archives which

is an effective disaster recovery strategy. Paper is a bulky and expensive way to back-up records

and is vulnerable to fire, flood, vandalism, theft and other ‘Acts of God’


management practice by providing a time and attendance system which can reduce errors in

enforcement of an organization’s attendance policies. It also guarantee accurate pay and award

interpretation; reduce payroll errors; reduced administration; reduce absenteeism; reduce payroll

costs through reduced overtime; increase productivity; key labour cost, activity and productivity

information; forward visibility of costs; and increased staff empowerment and motivation.


management practice by providing an automated inventory system which can help reduce internal

theft and keep track of assets used by employees.


management practice by providing a data bank which is a repository of information on one or more

subjects that is organized in a way that facilitates local or remote information retrieval. This can be

used for storing staff profiles and generating reports; for recruitment and submission of online

applications; promotion, training, discipline and performance appraisal.

Offiah E.I 84


Cohen L; Minion L. &Morrison (2007). Research Methods in Education. 6th

Ed. London and New

York: Routledge


Ed. New

York: MacGraw-Hill

Hazel G. G. (2009). Impact of Globalization on the Human Resource Management Function in

Developing Countries: A Case Study Of Kenya Public Corporations. PDF [Online] Available

from: [Accessed: 13 December 2010]




Onwumere J.U.J. (2009). Business & Economic Research Methods. 2nd Ed. Enugu: Vougasen

Limited.



Offiah E.I 85

Appendix A: Letter to the organizations used for research study

Department of Management,

Faculty of Business Administrations

University of Nigeria,

Enugu Campus.

25 July, 2011.

The Manager,

Union Bank of Nigeria,

Enugu.

Dear Sir/Madam,

REQUEST FOR RESEARCH STUDY IN THE ORGANIZATION

I am carrying out a research study on the topic, “The Effect of Globalization and ICTs on Human

Resource Management Practice in Nigerian Organizations.” This is partly, the requirement for

award of MBA in management in the University of Nigeria. Therefore, I plead with you to assist me

by providing information that will make the study a huge success. Let me, in the spirit of

professionalism assure you that any information released to me should be treated with strict

confidence and used only for the research work.

Thanks for your cooperation.

Yours faithfully,

__________________________

Offiah Emmanuel Ikechukwu

Offiah E.I 86

Appendix B: Letter to the Respondents

Department of Management,

Faculty of Business Administrations

University of Nigeria,

Enugu Campus.

15 June, 2011.

Dear Sir/Madam,

QUESTIONNAIRE FOR RESEARCH STUDY

I am carrying out a research study on the topic, “The Effect of Globalization and ICTs on Human

Resource Management Practice in Nigerian Organizations.” This is partly, the requirement for

award of MBA in management in the University of Nigeria. Please, your sincere response to this

questionnaire will make the study a huge success and should be treated with strict confidence and

used only for this research purpose.

Thanks for giving me your time and expertise.

Yours faithfully,

____________________

Offiah Emmanuel Ikechukwu

Offiah E.I 87

Appendix C: Research Instrument Used

Section A: General Information

Name of your organization: _____________________Department______________________

Your position in the organization:________________ Years of experience________________

Section B: Research questionnaire

Please, after each item in the list write ‘Agree’ or tick (√) for the item you believe is true and

‘Disagree’ or (X) for item you think is not true about Globalization and ICTs on Human Resource


1. What do you think are the favourable effects of Globalization and ICTs on Human


(1) Globalization and ICTs brings about wider sources of skilled labour, lead to job creation,

attracts foreign jobs, gives access to global culture, to potentially large applicant pool, attracts

people who have skills, knowledge, and ability needed to achieve goals and encourages global

outsourcing.

(2) Globalization and ICTs create opportunity for increasing global competition for Nigerian

products and services.

(3) Globalization and ICTs present opportunities for expansion of business and market for

organizations’ products.

(4) Globalization and ICTs led to the desire for having lean structures and also the desire to

reduce unnecessary bureaucracies that slow customer service.

(5) Globalization and ICTs bring about efficiency in organization as it leads to increased

productivity at lower labour costs and reduce too much paper work and piling up file cabinet as

documents are processed and stored electronically.

(6) Globalization and ICTs impact positively on the economy especially in the area of trade,

finance, aid, migration and flow of ideas.

(7) Globalization and ICTs help to pass on information which has to do with flow of ideas and

skills which lead to improvements in the way things are done.

(8) Globalization and ICTs encourage development in all economies, and can help to alleviate

global poverty under certain conditions.

(9) Globalization allows others to get to know the best practices of other countries easily as a

result of information flows which have been aided by technology.

Offiah E.I 88

(10) With globalization and ICTs, organizations can no longer remain complacent as most of

them are competing globally. So organizations have no option than to put in extra effort to survive

and this culminates to improvement in organizational performance.

(11) Globalization gives people the opportunity to migrate to other countries in search of greener




(12) Globalization and ICTs bring about global markets, global technology, global ideas and

global solidarity. It is driven by market expansion, opening national borders to trade, capital, and

information flows and this can enrich the lives of people everywhere as it greatly expands their

choices.

(13) As a result of globalization and ICTs you have many people working on the same project

who are actually working from different time zones.

(14) Globalization and ICTs have brought about increasing demand for more part time and

temporary workers by organizations because they are cheaper to maintain.

(15) Globalization and ICTs have made it possible for flexible working hours as more

companies are employing part-time and temporary staff (especially among women, the elderly and

students) and there are many workers including women who wish to work on a part time or

temporary basis so that they could have a balance healthy work life.

(16) Globalization and ICTs leads to a more deregulated and flexible labour market where

employer & employee can mutually decide terms of employment contract.

(17) Globalization and ICTs have brought about call centre approach to business operations in

Nigeria and this trend has been enhanced by the entrance of communications multinationals.

(18) Globalization and ICTs has brought about cheaper internet connectivity and access to

information and ideas which in turns make worker and their organizations more efficient.

(19) The Internet and its technology have a profound effect in promoting the sharing of

information and make possible the rapid transactions among businesses, and supporting global

collaboration among individuals and organizations.

2. What are the unfavourable effects of Globalization and ICTs on Human Resources


(1) Globalization ICTs bring about downsizing which has adverse effects on individuals and on

the economy and this is one of the ills of globalization on developing nations, as it increases the

level of poverty. Issues like retrenchments or downsizing has a number of counter effects not just

on the immediate job holder and family but also on others that make up the economic system.

(2) Globalization brings about migration which in turn causes brain drain, which is the loss of

educated and highly skilled citizens to other countries and Nigeria has lost very many well trained

human resources in key positions to developed countries who were lured by better pay and working

conditions as well as the promise of a better life.

Offiah E.I 89

(3) Globalization coupled with bad governance and deplorable political and economic

environment in Nigeria made some of the good brains to move to the developed countries for high

paid jobs.

(4) Globalization creates a situation where the developing nations are rubbed of skilled brains

by the developed nations through immigration or "guest workers" thereby appropriating human

capital that is more rightfully part of the developing nation and required to further its economic

growth.

(5) In Nigeria, the level of remittance figures provided by the people who have migrated out of

the country is an indicator of the high level of brain drain that has deprived the country of some of

the finest brains.

(6) This skill poaching and brain drain by the developed countries have detrimental effects in

the health service sector, as well as in education at the higher levels. The Health sector in Nigeria is

losing so many of its skilled nurses and doctors to other countries considered as developed and high

income countries. As a result, community health centres in Nigeria and Government hospitals are




(7) As much as globalization is said to lead to job creation, the jobs created are not as good as

those lost in the formal sectors.

(8) Also the earnings in the informal sector are lower than the formal sector making the workers

vulnerable to poverty and being less economically empowered.

(9) Again due to high competition in the informal sector the survival rate of firms is low,

making jobs in these sectors insecure.

(10) Globalization has led to a situation where the business processes that are outsourced are at

the lowest level in the hierarchy in terms of skills requirement.

(11) Most developing countries throughout the world provide basic services and only a few have

been able to improve quality or expertise in order to provide more complex services.

(12) Globalization and ICTs creates jobs that require minimal skill thereby discouraging high

skill development as the tasks are simple, routine, precise and easily measured and there is no

deviation allowed as to create room for critical thinking.

(13) Globalization has coursed low growth of skilled labour pools in Nigeria as a result of

migration and this level of brain drain hampers Nigeria’s industrial growth. The fact that the jobs

created require low skills and the skilled people are going away is a bad mix for growth, in the

years to come.

(14) Globalization creates income differentials between the developed and the developing

countries. The developed countries have control of the technology and the expertise needed to

create goods and services, so they appear to benefit more from globalization than the developing

countries.

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(15) The business environment has become more competitive than in the past because of

globalisation and many organizations are folding up as new ones are equally, springing up.

(16) The global labour market is increasingly integrated for the high-skilled corporate executives,

scientists, entertainers and many others who form the global professional elite who have high

mobility and wages. But the markets for unskilled labour are restricted by national barriers.

(17) Globalization today is being driven by market expansion, opening national borders to trade,

capital, information which in turn is outpacing governance of these markets.

(18) When the market goes too far in dominating social, political and economic outcomes, the

opportunities and rewards of globalization spread unequally and inequitably concentrating power

and wealth in a select group of people.

(19) Many organizations in Nigeria lack the skill, the resources and the technical capacity to

acquire, manipulate and maintain ICTs and to operate and compete globally.

3. What aspects of Globalization and ICTs have direct impacts on Human Resources


(1) Information communication technologies (ICTs) such as the payroll module automates the

pay process by gathering data on employee time and attendance, calculating various deductions and

taxes, and generating periodic pay cheques and employee tax reports.

(2) Information communication technologies facilitate the process of data generation which is

fed from the human resources and time keeping modules to calculate automatic deposit and has

manual cheque writing capabilities.

(3) The payroll module encompasses all employee-related transactions as well as integrates with

existing financial management systems.

(4) The work time module gathers standardized time and work related efforts. The most

advanced modules provide broad flexibility in data collection methods, labour distribution

capabilities and data analysis features. Cost analysis and efficiency metrics are the primary

functions.

(5) The benefits administration module provides a system for organizations to administer and

track employee participation in benefits programs. These typically encompass insurance,

compensation, profit sharing and retirement.

(6) The human resources management module is a component covering many other human

resource aspects from application to retirement. The system records basic demographic and address

data, selection, training and development, capabilities and skills management, compensation

planning records and other related activities.

(7) ICTs such as Leading edge systems provide the ability to "read" applications and enter

relevant data to applicable database fields, notify employers and provide position management and

position control. Businesses used computer based information systems to produce pay checks and

payroll reports; maintain personnel records; and pursue Talent Management.

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(8) Online recruiting through the internet has become one of the primary methods employed by

human resources departments to garner potential candidates for available positions within an

organization.

(9) Talent Management systems typically encompass activities such as analyzing personnel

usage within an organization; identifying potential applicants; recruiting through company-facing

listings; and recruiting through online recruiting sites or publications that market to both recruiters

and applicants.

(10) The significant cost incurred in maintaining an organized recruitment effort, cross-posting

within and across general or industry-specific job boards and maintaining a competitive exposure of

availabilities has given rise to the development of a dedicated Applicant Tracking System, or 'ATS',

module.

(11) The training module provides a system for organizations to administer and track employee

training and development efforts.

(12) The training module system, normally called a Learning Management System which is a

standalone product, allows human resources to track education, qualifications and skills of the

employees, as well as outlining what training courses, books, CDs, web based learning or materials

are necessary and available to develop a particular skill.

(13) The training module system allows courses to be offered in date specific sessions, with

delegates and training resources being mapped and managed within the same system. Sophisticated

Learning Management System allows managers to approve training, budgets and calendars

alongside performance management and appraisal metrics.

(14) The Employee Self-Service module allows employees to query human resources related data

and perform some human resources transactions over the system.

(15) The Employee Self-Service module allows employees to query their record (attendance,

leave balance, appraisal scores, and soon) from the system without asking the information from

human resources personnel.

(16) The Employee Self-Service module also lets supervisors approve over-time requests from

their subordinates through the system without overloading the task on human resources department.

(17) Integrated Applicant Tracking System has made many organizations to go beyond the

traditional functions to developed human resource management information systems, which support


health, safety and security.

(18) With the aid of camera based computers, face-to-face job interviews and testing can be

conducted online; technology has reduced the process of going from describing the job to actually

interviewing candidates.

(19) ICTs software like ‘Solomon 4’ and other custom made computer programs are capable of

gathering, storing and calling up every information about ever the staff of an organization.

faculty of management department of business … of... · information communication offiah;...

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