An Overview of the Challenges of Human Resource Management and Organizational Performance in Nigeria

Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. Conventionally, the functions and objectives of responsibilities of a human resource manager includes in amongst others, personnel management, remuneration and benefits, and job description. Put differently, the extent to which HRM is able to effectively manage the aforementioned to a greater extent determines the performance of an organization. Given the changing dynamics and context-specific factors conditioning organizations, the study ascertains the challenges bewildering the efficiency of HRMs in Nigeria. The study builds on the submissions of Edward L. Gubman who asserts, the performance of organizations derives in the extent at which HRMs are able acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Against the backdrop of the findings of secondary qualitative data reviewed, the study concludes, albeit the size of an organization; HRM remains a key determinant of employee and overall organizational performance. In Nigeria however, it was observed that Small, Micro and in other times large organizations lack functional HRMs and poorly established work schedule. Lastly, for organizations to perform at optimal levels and contribute meaningfully, they need to invest in HRMs. To address the challenges, it is imperative that considerable level of formalization of employment contracts is accorded priority, and avenues for redress be established to enforce such contracts