Influence Of Host Community On Industrial Relations Practices And Policies: A Survey Of Agbara Community And Power Holding Company Of Nigeria (PHCN)

This study investigated the influence of host community on industrial relations practices and policies using Agbara community and Power Holding Company of Nigeria PLC as a case. The study adopted both the qualitative and quantitative methods. A total of 120 samples were drawn from the population using the simple random sampling technique in which case every member of the population was given an equal and independent chance of being chosen. However, 75 questionnaires were returned upon which the data analysis was based. This was supplemented with the interwiew method. The response rate is 62.5%. With respect to the reliability of the instrument, the coefficient alpha or Cronbachs alpha is 0.73, which implies that the instrument is 73% reliable. The data analysis was carried out with the aid of Statistical Package for Social Sciences (SPSS). The Chi-square statistical technique was used to test the hypotheses at 5% level of significance. In testing the first hypothesis that PHCN industrial relations policies and practices are independent of its host community, the following variables were subjected to Chi-square test: 1) PHCN industrial relations policies are influenced by public opinion through the use of suggestion schemes (?2= 33.07 with 4 df; p < .05) and 2) customs/traditions of host community influence PHCN industrial relations policies (?2 = 60.93 with 4 df; p < .05). In testing the second hypothesis, the result of the chi-square test shows that an inclusive stakeholders approach is often used in resolving matters of mutual interest involving host community and PHCN (?2 = 54.23 with 3 df; p < .05). These results are statistically significant. Therefore, there is evidence to reject the null hypotheses and to conclude that PHCN industrial relations policies and practices are dependent or contingent on its host community. PHCN industrial relations policies and practices are influenced by its host community. The authors therefore recommend the inclusion of the host community as one of the actors in industrial relations. This was relegated to the background by Dunlop (1958) in his categorization of actors in industrial relations

Managing Human Capital Development In Small And Medium-Sized Enterprises For Sustainable National Development In Nigeria

This study investigated the challenges confronting human capital development in small and medium-sized enterprises (SMEs) in Nigeria. The authors adopted the survey research design. An instrument was designed using the 5-point Likert scale ranging from strongly agree (5) to strongly disagree (1). The instrument has two sections. Section A has nine items which sought the views and opinions of respondents on the challenges of human capital development in SMEs and Section B has eight items which elicited the demographic profiles of respondents. A total of 165 questionnaires were distributed to the target population using the purposeful (judgmental) sampling technique. Out of the 165 questionnaires administered, 140 were returned upon which the analysis was based. This represents an 85% response rate. Data analysis was carried out with the aid of SPSS (Statistical Package for Social Sciences). It was found that human capital development in Nigerian SMEs leaves much to be desired. Based on the analysis of data, it was found that 79% of respondents agreed and strongly agreed that many SMEs have negative training philosophy and pay lip service to human resource development. Seventy percent of the respondents agreed and strongly agreed that many SMEs do not have laid-down policies governing training and development programmes, while 52% of the respondents agreed and strongly agreed that SMEs engage in human capital development haphazardly, without embarking on need analysis. The authors recommended the need to address the issues of human capital development in SMEs and for SMEs to embrace the investor in people criteria if the desired corporate and national goals are to be realized

Impact of Emotional Intelligence on Diversity Management in Nigeria Breweries in Oyo State, Nigeria

Cases of ethnic bias and other forms of discrimination still take places in organizations during hiring, promotion and other employer-employee relation practices. Hence, managements are faced with the big challenge of managing its diverse workforce and emotional intelligence of their employees. This study investigated the impact of emotional intelligence on diversity management in Nigeria Breweries Oyo State. A total of 100 staff in Nigeria Breweries Oyo State in which 55 (55.0%) were male while 45 (45.0%) were female. The study was a survey which employed Descriptive research design and questionnaire was used to obtain the relevant data. The collected data were analyzed using Pearson rho Correlation and Regression Analysis with the application of statistical package for social sciences (SPSS) version 21.0. The results showed that that there is joint significant relationship between emotional intelligence on diversity management It was recommended that emotional intelligence concept would integrate the development programs and job-related training provided to employees to improve their skills, providing a foundation for practicable knowledge