PLEASE HELP WITH THIS RESEARCH /STUDY



WAHT ARE THE EFFECTS OF CULTURE ON HRM PRACTICES IN YOUR WORKPLACE


I.E do you find it is difficult to be honest with your manager/subordinate just because he or she is older than you are, Does nepotism come into recruiting and firing, Do you find it difficult maintaining a professional front when faced with your employees day to day problems, i.e warnings are not given at the right time to a female employee because she is facing problems at home etc, procedures are not followed correctly because the employee is is know to you,

Thanks

There is a bit of an issue with causality in the above topic. If it's an HR thesis I would reword it to 'the impact of hr practices on organisational culture' . If it's a sociology/anthropology thesis then i would leave it the way it was but it is still something that needs a lot of work.

I am not sure what the hypothesis is? What are you trying to prove? That Nigerian culture affects HR practices? And so of what use is that piece of information to the HR body of knowledge? These are questions you need to ask yourself before investing in such research. I would suggest you narrow and define culture. If you leave it at Nigerian culture then the parameters are too broad, you may have difficulties defining what exactly is Nigerian culture and you will need quantitative research to agree what behaviours are considered nigerian culture. If you narrow it to organisational culture then it makes it easier to have a hypothesis on the direction of causality i.e. hr impacting the culture of a firm and not the other way round. This is something that needs a lot of thought.

Post this topic to www.hrnigeria.com. Post it in the relevant section and you should get a response.

HRDIVA, MANYS THANKS FOR YOUR SUGGESTIONS, MUCH APPRECIATED,


Re your questions, The rationale behind the study for now is finding out the ramifications of watered down HR PRACTICES in Nigerian organisations, One hears horror stories about home grown hr practices, The result hopefully will be a recommendation for uniformed practices,and that HR SPECIALISTS will be able to cascade good working practices to Line Mangers etc, whilst I appreciate this appears simplistic it is a working paper and I will keep one and all informed about my findings.

From the little research I have undertaken HR professionals come abroad,gain HR qualifications and find that they are not able to implement basic practices, for eg appraisals which entails openess between manager and subordinate does not work in a lot of firms in Nigeria because of the issue of respecting one's manager/and the repercussion of honest talk for example.

I am not saying the effect of culture is always negative in some instance it can help re achieving organisation goals.I am looking at instances where it does not serve the purpose of the organisation,


PLEASE JOIN AND DISCUSS HOW CULTURE AFFECTS YOU JOB AS A HR SPECIALIST/WORKER THANKS

Fellow nairalanders, i'm a fresh graduate wt a gud degree, d fact's i'm quite interestd in HR, bt i'd want to knw mor abt it, NL HR Experts help me.

Hi Brill,

I understand what you are saying but I still think you need to refine your topic. Lack of open communication can be argued to be based on personality or the culture of the firm not the culture of the country. You will have to have hard evidence that proves that the practices you are defining as cultural have been proven to be so. You will also need a large sample of firms to prove your hypothesis.

I worked for a firm that had very open communication and practiced collaborative leadership. From my experience it is not culture that often frustrates the average HR practioner but management support. It is management that drives the culture of the firm so the beahviour of the people in the firm is often reflective of the management style. A supportive management will provide leadership that supports the adoption of strategically aligned hr practices.

you can look at culture but as I said it is easier to establish the culture of an organisation and review its impact on hr practices than to take the nigerian culture as a whole.

Again from my experience the firms that have issues executing hr practices are usually firm's that their management have not recognised the strategic role of HR or management that have not yet linked HR to being important to bottom line impact. Just my take,






visit www.hrnigeria.com

hr diva, many thanks yet again, i have started some paper research and i see what u mean, it is going to be a mean task defining NIGERIAN CULTURE,
The slant I was going to use was the degree of nepotism etc that still exists in hr in nigeria, (whilst i appreciate that candiadates may have the right requirements , the who you use scenario still works despite all the advancement in the hr world/professionalism,

I was then going to argue that despite the fact no hrm policy/strategy supports this , it is ingrained in our system, the conclusion was going to be that imported HRM modules do not work in totality and that maybe we need to redefine HRM practices in nigeria based on the way we do things, this leads us to culture yet again,

The above may appear to be far fetched but nepotism is common practice in organisations in nigeria and YET organisational goals are still met, issues like performance appraisal are deemed unfair by ees because they feel they are not able to tell it as it really is (power distance) Hofstede,s theory.

i will be in nigeria in a few days and look forward to speaking to some HR professionals,

In answer to your earlier question, i am writing my thesis , some 18 years after my first stab at it , I work and live in the uk am looking to relocate to nigeria in sept 09.


kind regards

brill