Examining human management in Nigeria private sector

TABLE OF CONTENT

CHAPTER 1: INTRODUCTION1

1.1 Introduction1

1.2 Research aims and objectives2

1.3 Research Questions2

1.4 Background to the Study3

1.5 The Need for the Study4

1.6 Organization of the Study6

CHAPTER 2: LITERATURE REVIEW8

2.1 Introduction8

2.2 Section 19

2.2.1 Background of Nigeria9

2.2.1.1 National Characteristics9

2. 2.1.2 Population10

2. 2.1.3 Education10

2. 2.1. 4 Economy11

2.2.2 The Nigerian Human Resource Development12

2.3 Section 214

2.3.1 An Overview of HRD14

2.3.2 Theoretical concepts of HRD15

2.3.3 Distinctions between HRD and T&D17

2.3.4 Commonalities and Differences between T&D and HRD17

2.3.5 Purposes and functions of HRD18

2.3.6Process of HRD19

2.3.6.1 Need analysis19

2.3.6.2 Planning and Designing20

2.3.6.3Delivery and Implementation20

2.3.6.4 Evaluation21

2.3.7Challenges of HRD22

2.3.7.1 Education and skills base22

2.3.7.2 Technical Training and Education22

2.3.7.3 Organizational HR Strategies23

2.3.7.4 Investments in Training and Development23

2.3.8Human resource in Nigeria23

CHAPTER 3: RESEARCH METHODOLOGY25

3.1 Introduction25

3.2 Summary of research methods26

3.2.1 Research philosophy27

3.2.1.1 Positivism28

3.2.1.2 Interpretive research29

3.2.2 Research Strategy29

3.2.3 Time Horizon30

3.2.4 Data collection method31

3.2.5 Procedure31

3.2.5 Uses of content analysis32

CHAPTER 4: EXAMINING HRM AND HRD PROGRESS IN NIGRIA34

4.1 Introduction34

4.2 The Challenges Facing Developing Countries35

4.3 HRM, HRD in Africa36

4.4 HRM in Nigeria37

4.5 General challenges of HRM as per developed western economies38

4.6Comparing the challenges of HRM39

4.7 Discussion40

CHAPTER 5: CONCLUSIONS, IMPLICATIONS AND FUTURE RESEARCH45

5.1 Introduction45

5.2 Conclusion46

5.3 Limitations of the Study47

5.4 Directions for Future Research47

REFERENCES48

CHAPTER 1: INTRODUCTION

1.1 Introduction

The current academic literature on HR is being filled with human resource development (HRD) in organizations with emphasis on the training and development of employees (Wang, 2008). This special interest in the HRD is principally a result of belief that training and development has an essential role in the development of workforce to address business needs (Torraco & Swanson, 1995). Many may regard HRD as an evolution of T&D because, over time it has taken up different labels one of which was T&D which the current literature regards as an old style of HRD. Willis (1990) describes HRD as a "multifaceted discipline that utilises well-qualified individuals in HRD activities to integrate the use of training and development and organizational development to improve individual, group, and organizational effectiveness". However, this dissertation is focused on the status of T&D and its relationship in the private sector in Nigeria. In recent times, it has become a common practice to refer HRD as synonymous with human resource management. Therefore the context in which this study chooses to explore is the Nigerian private sector, where there is talk of 'HRM' being increasingly practiced, but where there is very little talk about HRD coupled with very many private company failures.

The researcher is conducting the research with the following purpose. The researcher wants to study the human resource development concept and nature in Nigeria. This research is very useful because the conclusions obtained from the research will help the management to understand the challenges and concepts of human resource development in Nigeria.

The following is the outline followed in this research. The first chapter lays down the foundation of the research. The researcher has discussed the background, the objectives of the research, the rationale for doing the research and the organization of the study.

1.2 Research aims and objectives

It might be argued that this study is an ...