Impact of Globalization on Human Resources Management: A Study of Mtn & Glo

Abstract

The emergence of globalization has brought in new opportunity to developing countries; greater access to developed countries markets and technological transfersn hold out promises for improved productivity and broad based human resources. Although globalization has thrown up some challenges like grooming inequality, volatility in finance ana environmental deteriorations, the introduction has opened up economies, creating opportunities and better public and private partnership involvement across and within nations. 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 provisions in major globalized companies like MTN and Glo who are giant players in the telecommunications industry. A fast growing sector in Nigeria's economy, a development country with her peculiar characteristics against the background of globalization. The study, therefore, sets out to investigate the impact of globalization on human resources 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 polic y of an organization, determine the extent to which the present human resource managers have applied the. revolutionalised 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-a-vis the telecommunications industry and if human resources are pro-active to cultural challenges posted by globalization. The research design adopted on the study was the survey method. The instruments for data collection used were the structured questionnaire and oral interview. The questionnaire was structured in line with likert .. : Type scale and validated using face-to-face approach. The instruments were checked for reliability using Pearson, Product Moment Correlation Coefficient and Cronbach Alfa Formula. The result gave a reliability of 0.91 indicating a high degree of items consistency. The stratified random sampling technique was used in the selection of three (3) friendship centers each of two (2) companies, MTN and Glo for the study. A sample size of three hundred (300) 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 t=test statistics to test for significance. Out of the three hundred and fifty-four (354) copies of the questionnaires distributed, three hundred (300) copies were duly filled and returned by respondents in both companies with MTN having 156 while 010 had 144 and structured oral interview questions. The data collected from questionnaire and interviews were analyzed using quantitative method. The test of the hypothesis was perfo~ed using the mean (X) of population and standard deviation (SD) while the significance of the difference in hypothesis was determined using 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 as we upheld with the grand statistical mean of 16.06 and 18.69 for MTN and 010 respectively and a calculated-value of 19.30 far greater than critical z-value of 1.96. More so, convincing facts emerged that infrastructural adequacy improved the embrace of technological changes with grand means of 12.65 and 11.20 for MTN' and 010 producing a calculated z-value of 4.44 greater than the critical z-value of 1.96. Furthermore, the quality of service delivery impro ved in the wake of globalization as revealed by mean results of 13.71 and 11.40 for MTN and Glo with a calculated z-value of 5..29 greater than the critical z-value of 1.96. However, proactiveness of human resource to cultural challenges is not dependent on globalization which manifested vividly in the calculated z-value of 1.65 falling lesser to the critical z-value of 1.96 although the grand mean scores were 15.2 and 14.61 for MTN and 010 Nigeria Telecommunications Companies respectively. Suggesting the fact that other environmental factors are also necessary.