1.1 INTRODUCTION OF THE STUDY
The role of human resources management in an organization’s strategic management planning is extremely important in helping firms find ways to complete effectively in the domestic and foreign markets. Service, product quality and productivity are the most critical competitive issues concerning most organization vesper (2002:92). Quality and productivity constitute the core of managing work organizations, people and operations because they are critical to costs, sales, competitiveness and profitability Williams (1999:201).
To improve quality and productivity in organizations most executives now prefer human resource methods such as employee motivation programs, employee training and education, and changing the organization’s culture, rather than technology-oriented solutions. The strategic importance of effective human resource management is becoming more recognized. Improvements in the firm’s competitive position can work only if human resource management is elevated and remains a crucial area in the strategic planning and implementation of plans.
Wider economic, technology, political and social forces shape human resource management policies and activities. What happens in the global economy influences human resource management in the domestic economy. There is general agreement among academics and senior business executives that the structure as well as the fundamental dynamics of global business have dramatically changed in the pass three decades. These changes have impacted much on human resource management Sisson, (2003:90).
The key question that immediately arises is what has changed in the global economy and in political and social environments that impacts on human resource management? Analyzing the external contexts of human important, because in various ways the conditions external organization present particular opportunities and constraints in the management of human resources Legge, (2000:70).
In the 1960s, changing public polices covering productivity and employment law extended the personnel management function. Personnel management practices arose as the result of changes in the political economy. In the 1980s, the context of human resource management was profoundly influenced by the global political environment Fasuyi, (2000:47). In the 1990s the processes if globalization have important consequence for “high value” businesses and strategic human resource management.
Globalization describes recent changes in the world economy and reflects trade flows, declining transportation costs, the portability of new and more integrated financial markets. Increasingly, multinational companies can readily shift or transfer production to wherever the mix of raw materials, infrastructure, skilled workers, labour cost and regulatory requirement offer the greatest potential to compete in the international market. This movement impacts on the traditional HRM practices in the new country to which they move.
Against this background, this study is set to examine (problems and prospects) on human resource management in Nigeria Breweries.
1.2 Statement of the problem
All scientific and most social science research are necessitated by perceived problem. As such, the desire and quest to research on the topic:
Globalization and human resource management in Nigeria breweries: problems and prospects”.
Globalization touches people indifferent was, for better or for worse, and means different things to different people, evokes different emotions and invokes different reactions from different people. Aimouwu, (2003-2004). Need this be so? Why is it so? According to Aimiuwu, (2003-2004) much too often, managers (both political and corporate) seem to forget that markets, organizations, societies, are made up, not of psychographics, but real people.
Is globalization a trend for markets to become worldwide in scope? Or is globalization a process of increasing interconnectedness of individuals, groups, companies and countries? This may depend on ones definition. What is clear, however, is that, whilst globalization’s momentum may be overwhelmingly economic, the impact is also over- archnigly social, political and cultural.
If as some claim, globalization is good and it is inevitable, why is here so much vehement opposition? An understanding of the arguments on both sides will help to appreciate the HRM is involved. The proponents argue that by lowering barrier and shortening logistics chairs, globalization
Promotes real choices and the freedom to trade, to choose markets, to access required/ appropriate technology for production, to realize economic potential thereby empowering the consumer, and ushering in long –term prosperity for all, some ideal of a ‘universal civilization’. Globalization has been projected by some as ‘a key ideal by which we understand the transition of human society into the third world millennium”. Globalization, according to the economists would deliver the envisaged rapid development for the third world and that it is the world’s poor who will benefit most.
On the contrary, the opponents are even more vehement, sometimes violent. “globalization is the offensive and oppressive march of international capitalism”, destroy all the cherished values in its wake, everywhere. It represents cultural subjugation, and ideology conquest, economic integration, with all the gains of economic of scale, places’ profit over people’ for debt relief, decry the monstrosity of IMF, world bank, WTO, and of course multinationals. In rich countries, protesters accuse globalization of consumer harassment, environmental degradation, promoting unemployment (through agreements like NAFTA), bleeding workers, destabilizing the welfare state, undermining government, etc. who voted for WTO? Read many placards. Regarding poor countries, globalization is accused of entrenching poverty, and ruthlessly grinding the poor everywhere, not only widening the gap between the rich and the poor between countries and within countries.
| Project details | Contents |
|---|---|
| Number of Pages | 99 pages |
| Chapter one | Introduction |
| Chapter two | Literature review |
| Chapter three | methodology |
| Chapter four | Data analysis |
| Chapter five | Summary,discussion & recommendations |
| Reference | Reference |
| Questionnaire | Questionnaire |
| Appendix | Appendix |
| Chapter summary | 1 to 5 chapters |
| Available document | PDF and MS-word format |
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