This study investigated the challenges confronting human capital development in small and medium-sized enterprises (SMEs)

This study set out to examine empirically workers" perception of performance appraisal in selected public and private organisations operating in Lagos metropolis. The study adopted the survey research design. A total of 205 research subjects were drawn from the target population using the simple random sampling technique. However 174 copies of questionnaire were returned upon which the data analysis was based. This represents 85percent response rate. Data analysis was carried out with the aid of Statistical Package for Social Sciences version 16. The findings of this study showed that workers have an optimistic view of performance appraisal as a means for promoting, evaluating and equitably compensating employees, and forming the basis for many employee training programmes as well as its motivational effect on workers" performance. The authors recommend that for appraisal to yield the desired outcomes, adequate attention should be paid to the avoidance of appraisal politics and the pursuance of fairness and transparency in the process. More so, training programmes could be initiated by organisations to offer tips for avoiding appraisal errors. Open-reporting system as opposed to closed-reporting system should be encouraged for performance appraisal to have a motivational effect on workers" performance.

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The study examined the relationship between retention strategies and performance of organisations in the FOBTOB industry. The effect of retention strategies on performance of unionised organisations in the FOBTOB industry was also examined. The survey research design was adopted. A total of 420 research subjects were drawn from fourteen respondent companies using the simple random sampling and proportional stratified sampling techniques. The research instrument was subjected to validity and reliability tests. The domain of validity also called intrinsic validity was used for the validity estimate as well as content validity. The domain of validity was obtained by calculating the square root of reliability. The Cronbach Alpha was used for the reliability test. It was hypothesised that that there is no relationship between retention strategies and performance of unionised organisations in the industry studied. The result of hypothesis test shows that retention strategies are statistically and significantly related with all the measures of performance, such as growth in number of employees (r =0.370; p< 0.01); profitability (r = 0.264; p< 0.01); innovativeness (r = 0.279; p< 0.01); performance stability (r = 0.241; p< 0.01); and rate of sales (r = 0.207; p< 0.01) while the Chisquare test result is (χ2=231.507, df=3, p< 0.01) confirmed the results of the correlation test. It was also hypothesised that retention strategies do not affect performance of unionised organisations in the Industry studied. The results of the regression test revealed that retention strategies affect performance of unionised organisations in the FOBTOB industry. It is recommended that organisations should not rely only on intrinsic variables to influence employee retention; rather, a combination of both intrinsic and extrinsic variables should be considered as an effective retention strategy if optimal performance indices are to be achieved

Equality and non-discriminatory employment practices are rooted in the principle that all employment decisions should be based on individuals’ ability to do a job, regardless of their personal characteristics that are not related to the requirements for job performance. Thus, this study highlights some of the discriminatory employment practices prevalent in Nigerian workplaces. The study is based on review and analysis of both primary and secondary data. The results revealed different forms of discriminatory employment practices among Nigerian organisations. It noted that, discriminations occur in Nigerian workplaces during restructuring and retrenchment, in managing compensation and promotion, training and development, maternity protection, recruitment and selection, use of agency work arrangement and in the design of work environment. The study concludes that there is high prevalence of discriminatory employment practices in Nigerian organisations. It is therefore, recommended that, in line with international best practices, Nigerian organisations/employers cum the Ministry of Labour and Employment should ensure that discriminatory employment practices are reduced to the barest minimum if not completely eliminated in Nigerian workplaces if sustainable organisational performance and national development are to be achieved.