GLOBALIZATION AND HUMAN RESOURCES MANAGEMENT IN NIGERIAN PUBLIC SECTOR: A REEXAMINATION OF THE PARADIGM SHIFT

Abstract

This study examines the imperative of the current paradigm shift in Human Resource Management in the Nigerian Public Sector. This paradigm shift which has resulted in the blend of both international and domestic human resource management practices in theMinistries, Departments and Agencies (MDAs) of the government in the country has both negative and positive effects. Although it ensures improved efficiency and cost-effectiveness in the management of human resources in the Nigerian public sector, it has equally, given rise to human resources management problems such as loss of job security, retrenchment, downsizing, delay and non-payment of some workers’ salaries, casualization of labour and ghost workers syndrome etc. The application of these mixed human resource management practices in Nigerian public service organizations has created more problems than it tries to solve. The study adopted a qualitative methodology with data collected from secondary sources. The objectives of the study were to determine the extent to which flexible employment patterns affect Human Resources Management Practices in the Nigerian Public Sector and tofind out how Information and Communication Technology (ICT) affects Human Resource Management Practices in the Nigerian Public Sector. The Resources-based Based View Theory was used to explicate the phenomenon under investigation. The findings amongst others show that as much as the use of ICT has assisted the government in running the MDAs, the employees have continued to suffer its negative effects. It was therefore recommended amongst others that efforts should be intensified by the government to sensitize and adequately train the public sector Human Resources Management practitioners on how to effectively apply ICT ahead oftime to ensure the effective realization of set goals and objectives.