Human Resourse Management

A Gathering of Professional Minds

The annual Offshore Technology Conference, OTC, which is the world’s foremost event for the development of offshore resources in the fields of drilling, exploration, production and environmental protection has come and gone. But its echo will continue to reverberate in all the countries, which participated in the four-day event in Houston, Texas, in May. For one thing, participants now back to their bases will look back with nostalgia at an event that provided them with myriads of opportunities and breakthroughs either in the search for a greener pasture, recruitment of staff by some national oil and gas companies, acquiring the newest technology in oil and gas deepwater exploration or networking for future partnership deals. Those, who missed out, will be warming up for next year’s event. Nigeria, a major oil and gas producing country, was fully represented at the OTC. As usual, it came with a large contingent, never mind that not everyone who came took interest in what took place. While some were more concerned with shopping and seeing the city of cowboys, others busied themselves visiting expansive exhibition stands and striking new partnerships and friends and probably business deals. The Nigeria stand was a port of call for investors seeking first hand information about the oil and gas sector in the country. Side shows and investment forum were held and hosted by Diezani Alison-Madueke, petroleum resources minister, who was a member of the recently dissolved cabinet by President Goodluck Jonathan. Austen Oniwon, group managing director, Nigerian National Petroleum Corporation, NNPC, and some of its top management staff were there to support the minister and clarify issues about Nigeria’s oil and gas sector for inquisitive investors. The NNPC used the OTC to recruit young brilliant engineers in the diaspora. Chris Osarumwense, group general manager, Human Resources, NNPC said the OTC provided an avenue for the NNPC to recruit qualified young Nigerian engineers who are overseas but would like to come home if they are gainfully employed. This is the first time the NNPC is engaging in this type of overseas recruitment at the OTC. in Houston, Texas, that he interviewed 35 people and that another 40 submitted their curriculum vitae and credentials. Of the 35 interviewed, about nine persons came with first class qualification and a large number came with 2:1 grade. Ninety percent of the interviewees are engineers.

Global Human Resourse Management

                                         GLOBAL HUMAN RESOURCE MANAGEMENT

When dealing with people ,let us remember we are not only dealing with creatures of logic but also with creatures of emotion, prejudices, pride and vanity, said Dale Carnegie,the well known American writer. We must remember that emotion, prejudice and pride are the part of the individuals’ culture and if the cultures of employees vary, it would become more complex to manage such people. This becomes even more acute when the economy witnessing expansion and growth, stretching across geographical and political barriers and frontiers. Deep- rooted competition which is existing in every economy allows only the fittest to survive i.e., only those who update, modify and adapt business strategies with HRM as its focus. In fact, the global HR Management would mean establishment, development and management of HR relationships beyond the borders of the country.

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Centralization Vs Decentralization:

Large MNCs are pursuing a decentralized approach to the management tasks and prefer even delegating functional and decision making powers. Though corporate prefer a centralized system for managing the functions of each of its branches, many MNCs have realized the importance of decentralization where its offices function freely at the level of self-administration.

Functions of Global HR Manager:

Global HR Manager must be able to formulate appropriate business strategies that will enable the organization to break through the cultural barriers and to carry on business in accordance with the consumer practices prevailing among different cultures. The main objective of Global HRM is to ensure that the company has a local look in its geographies of presence. An MNC would not like to be seen as an Indian or a Japanese company.

.           Ensure an international look with respect to local sensitivities.

.           Spread cross cultural sensitivities and awareness among managers.

.           Bring in a local perspective in the region of operation.

Implementing such practices are not an impossible task for Indians who have been used to multi-cultural society for centuries. However core organizational practices need to be consistent in all the regions.

Strategic human resource management, a guide to action

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