A COMPARATIVE ANALYSIS OF THE IMPACT OF HUMAN RESOURCE MANAGEMENT IN PRIVATE AND PUBLIC ORGANISATIONS IN NIGERIA A STUDY OF SELECTED COMPANIES IN BIDA, NIGER STATE

Abstract

This study examined the comparative impact of Human Resource Management (HRM) practices in public and private organisations in Bida, Niger State. The research focused on identifying key HRM practices, assessing their influence on employee performance and satisfaction, and determining the challenges encountered in their implementation across sectors. A comparative survey research design was adopted, and data were collected from 212 respondents across selected public and private organisations using structured questionnaires. Statistical analyses, including descriptive statistics, chi-square, and independent sample t-tests, were employed to evaluate the data. Findings revealed that both public and private organisations in Bida adopt HRM practices such as recruitment and selection, training and development, compensation and benefits, and performance appraisal, although the level of effectiveness varies. Public organisations were perceived to have greater transparency in recruitment, while private organisations demonstrated stronger training systems and efficiency in performance management. Compensation practices, however, remained less satisfactory in both sectors. The study also identified political interference, budgetary limitations, and favouritism as persistent barriers to effective HRM implementation. The study concluded that HRM significantly affects employee performance and satisfaction in both sectors but requires contextual adjustments for optimal outcomes. It recommended that organisations strengthen merit-based recruitment, invest in continuous training, and enhance fairness in compensation and appraisal systems. The research contributes to the body of knowledge on comparative HRM in semi-urban Nigerian contexts and provides actionable insights for HR professionals and policymakers seeking to reform workforce management practices.