HRM practices in Nigeria were examined from the perspective of non-managerial employees through a pilot study of four multinational oil companies. The study used qualitative interviews and snowball sampling to understand how practices around selection, recruitment, training, development, promotion, reward, and dismissal were being implemented. The results of the pilot study suggested local factors like nepotism, bribery, corruption, and political impacts influence HRM in Nigeria and may be causing HRM practices to diverge from standard models or cross-verge between convergence and divergence.

1. ‘‘HRM in Nigeria’:HRM in Nigeria’:
Cross-vergence below the surface?Cross-vergence below the surface?
HRM practices in
Nigeria
•Converging or
•Diverging or
•Cross-verging
from non-managerial
employees’ perspective?
Bottom up
Aim and objectives
HRM practices :
•Selection
•Recruitment
•Training
•Development
•Promotion
•Reward
•Dismissal
Pilot study has been
conducted in four
HRM activities in
randomly selected
Western MNC Oil
companies in Nigeria.
Methodology
•Qualitative
•Interview
•Snowball sampling
Results of pilot study
Local factors:
•Nepotism
•Bribery
•Corruption
•Political etc impact
on HRM in Nigeria.
Results of pilot study
Local factors:
•Nepotism
•Bribery
•Corruption
•Political etc impact
on HRM in Nigeria.
Author: Veronica Azolukwam
v.azolukwam@londonmet.ac.uk