HR policies and practices in Nigeria are carried out within an economicsocial, political and legal environment, thus the need for historical and cultural insight into local conditions to understand the processes, philosophies and problems of the National models of HRM Hofstede The Nigerian Economy has under gone major structural changes since the independence in
Although the underlying reasons for HR policies are similar, HR policies are not a one-size-fits-all proposition.
A number of factors are pertinent in developing HR policies. The size of the employee base, the corporate structure, the workplace climate, and even the location and industry all comprise organizational culture, and ultimately influence HR policies.
Employee Base The employee base, or the number of workers the company employs, often determines the workplace culture. Large organizations that employ several hundred or thousands of workers must have a more bureaucratic culture than small businesses. Therefore, the HR policies for a small entity are vastly different than the process-oriented policies that large employers must implement.
In fact, even attempting to implement HR policies that mimic those of a large organization can be off-putting for employees of small businesses. Organizational Structure The very nature of a matrix organizational structure lends itself to less structured HR policies than a strict hierarchical structure found in many large corporations.
Employees who work in a matrix-structured workplace typically have dual reporting relationships, although only one may be the formal supervisor-employee relationship.
the impact of human resource management practices on turnover, productivity, and corporate financial performance MARK A. HUSELID Rutgers University This study comprehensively evaluated the links between systems of High Performance Work Practices and firm performance. The final set of Laws that have impact on HRM is that of trade unions and dispute resolution. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. NEED AND EFFECT OF POLICES The need for. 1 Forthcoming in the Journal of Labor Research, What Do Unions Do to the Workplace? Union Impact on Management and HRM Policies ANIL VERMA*.
Implementing HR policies depends on what the organizational structure can support and whether the policies are actually conducive to the culture.
Climate Employee perception is key to workplace climate, according to Maggie Walsh, psychologist and head of the leadership practice group for global consulting firm Forum. Climate is easy to alter just by establishing clear goals, evaluating performance, and supporting a team philosophy, says Walsh in her March Training magazine article, "6 Management Practices for Affecting Workplace Climate.
Location Location and industry influence workplace culture, and thus, HR policies. The technology mecca of the United States is known for its casual work environments with forward-thinking, progressive employees, while the Wall Street brokerage firm might be described as a high-brow business environment where formality is much preferred over the informal camaraderie and congenial work space on the West Coast.
Consequently, the HR policies for the California workplace will differ significantly from those of the New York office.Employers generally implement human resources policies to give an organization structure, to provide employees with discernible guidelines, and to support the company's employment actions.
1 Forthcoming in the Journal of Labor Research, What Do Unions Do to the Workplace? Union Impact on Management and HRM Policies ANIL VERMA*. Human resource policies are the formal rules and guidelines that businesses put in place to hire, train, assess, and reward the members of their .
Purpose – This study seeks to investigate the role and impact of HRM policy, and the gap between policy and practice, on organizations and their employees. It . the impact of human resource management practices on turnover, productivity, and corporate financial performance MARK A.
HUSELID Rutgers University This study comprehensively evaluated the links between systems of High Performance Work Practices and firm performance.
The answer is found in between, with the right number and types of policies and practices that are focused on a primary goal--improving individual performance in the workplace.