Abstract:
The emergence of globalization has brought in new opportunity to developing countries; greater access to developed countries markets and technological transfer hold out promises for improved productivity and broad based human resources. These developments have brought about global changes in the Business World today which in the area technological transfers, human capital development and improved well being of man kind has made globalization evolutionary. The human resource manager, has to be innovative, dynamic and abreast with the task of management to inculcate the right attitude to the human resource towards the quality of service delivery. This will be done taking cognizance of operating environment and infrastructural provision in major globalized companies like MTN and GLO who are giant players in the telecommunications industry, a fast growing sector in Nigeria’s economy. The study, therefore, set out to investigate the impact of globalization on human resource management. In other to do this, MTN and Glo were comparatively x-rayed in terms of human resources management policy, human resource philosophy and operating environment factors. The overall objective was to reveal the influence of globalization on human resources policy of an organization, determine the extent to which the present human resource managers have applied the revolutionalized management theories and practices to new work position, ascertain if there are adequate infrastructure for the human resource to embrace technological changes, find out if the quality of service delivery changed in the wake of globalization vis-à-vis the telecommunications industry. The research design adopted on the study was the survey method. The instrument for data collection used was the structured questionnaire. A sample size of two hundred and ten (210) was used for both companies using Taro Yemeni’s formula. The pre and post human resources development practices were compared and subjected to statistical analysis using chi-square statistics to test for significance. Out of the two hundred and seventeen (217) copies of the questionnaires distributed, two hundred and ten (210) copies were duly filled and returned by respondents in both companies with MTN having 110 while Glo had 100. The data collected from questionnaire was analyzed using chi-square method. The test of the hypothesis was performed using chi-square the t-test distribution at 0.05 level of significance. Result from the test of hypothesis showed that globalization has improved organization’s human resources policy and philosophy. More so, convincing facts emerged that infrastructural adequacy improved the embrace of technological changes. Furthermore, the quality of service delivery improved in the wake of globalization.
