7: HISTORY OF HUMAN RESOURCES ADMINISTRATION IN NIGERIA

 7: HISTORY OF HUMAN RESOURCES ADMINISTRATION IN NIGERIA

Title: The Evolution of Human Resource Management in Nigeria

Introduction

The history of Human Resource Management (HRM) in Nigeria is intricately linked to the country's historical development, labor legislation, and industrial relations. The evolution of HRM in Nigeria has been shaped by various socio-economic factors, colonial influence, and post-independence economic policies. This essay will explore the historical development of HRM in Nigeria, highlighting the major milestones, challenges, and achievements.

Colonial Era (1800 - 1960)

The origins of HRM in Nigeria can be traced back to the colonial era when the British introduced formal employment and labor regulations. The need to manage the emerging workforce led to the establishment of the Department of Labor in 1942, which was responsible for labor administration, wage regulation, and industrial disputes resolution. The department's primary focus was on maintaining industrial peace and ensuring a steady supply of labor for the colonial economy.

Post-Independence Era (1960 - 1980)

After Nigeria gained independence in 1960, the new government focused on developing domestic industries, which led to an increase in formal employment opportunities. The rapid growth of the public sector further expanded the demand for HRM practices. The 1970s were marked by the oil boom, which resulted in a significant increase in government revenue and public expenditure. This period saw the expansion of HRM functions, including recruitment, selection, training, and compensation management.

The military regime that came to power in 1983 introduced various economic reforms aimed at addressing the economic challenges of the time. These reforms included the Structural Adjustment Program (SAP), which had significant implications for HRM in Nigeria. The SAP led to massive retrenchment, downsizing, and privatization of public enterprises. As a result, HRM practices had to adapt to the new economic realities, focusing on cost containment, efficiency, and productivity.

Contemporary Era (1990 - Present)

The contemporary era has been characterized by the liberalization of the Nigerian economy, increased competition, and the growth of the private sector. These changes have led to the adoption of modern HRM practices, such as performance management, talent development, and employee empowerment. The adoption of these practices has been driven by various factors, including globalization, technological advancements, and changing employee expectations.

The current HRM landscape in Nigeria is shaped by various challenges, including inadequate legislation, corruption, and poor employee engagement. To address these challenges, the Nigerian government has introduced various labor reforms, including the National Industrial Court Act, the Pension Reform Act, and the Labor Act Amendment Bill. These reforms aim to promote decent work, protect workers' rights, and enhance the effectiveness of HRM practices in Nigeria.

Conclusion

The history of HRM in Nigeria is a reflection of the country's historical development, labor legislation, and industrial relations. From the colonial era to the present day, HRM practices in Nigeria have evolved in response to changing socio-economic factors, technological advancements, and global trends. Despite the challenges faced by HRM in Nigeria, the future looks promising, with the adoption of modern HRM practices and the ongoing labor reforms aimed at promoting decent work and protecting workers' rights. As Nigeria continues to liberalize its economy and promote private sector-led growth, the role of HRM in shaping the country's economic development cannot be overstated.