Faculty of Management Sciences

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https://ir.unilag.edu.ng/handle/123456789/4050

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Browsing Faculty of Management Sciences by Author "Fasan, F.Y"

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    Open Access
    External Influence on the Human Resource Management Function in Nigerian Public Enterprises
    (1999-07) Fasan, F.Y
    This study seeks to examine through primary and secondary information the various ways in which government and its agencies influence and/or control the practice of human resource management, and to further determine if such external influence aids or hinders the effective practice of this management function in public enterprises. To critically examine the issues highlighted above, archival and survey information were utilised. The study was carried out in four public enterprises of contrasting characteristics and data were gathered using four instruments viz: a questionnaire survey, content analysis of organizational data, structured interview and non-participant observation. The study confirmed the propositions that: * Human resource policies and practices are adversely affected by governmental influence and/or control; * the public enterprises studied are treated as extensions of government departments (supervising ministries) and are thus forced to apply civil service bureaucratic procedures and methods in their operations; * Complete divestment of government equity holdings in public enterprises through privatisation tends to restrict governmental control of the human resource function. On the contrary, the studied evidence failed to confirm the hypothesis that governmental or external influence on the human resource function is drastically reduced after commercialisation. Thus, in spite of the fact that some of the enterprises have been commercialised with the avowed and often declared objective of infusing autonomy into their operations, this has often not turned out to be the case. In fact, partial commercialisation has not brought about any significant change in the style of enterprise management, and in the type of relationship that exists between enterprise management and government. Thus, due to this excessive governmental control and interference in the day-to-day running of the human resource function in these enterprises, their human resource departments have not been able to perform effectively. These departments have not been able to ensure the availability of well trained and well-motivated staff who can work efficiently and co-operatively together in the achievement of enterprise objectives and thus make for good organizational health.