{'fraction_non_alphanumeric': 0.010721944245889922, 'fraction_numerical': 0.0, 'mean_word_length': 5.167400881057269, 'pattern_counts': {'":': 0, '<': 0, '<?xml version=': 0, '>': 0, 'https://': 0, 'lorem ipsum': 0, 'www.': 0, 'xml': 0}, 'pii_count': 0, 'substrings_counts': 0, 'word_list_counts': {'cursed_substrings.json': 0, 'profanity_word_list.json': 0, 'sexual_word_list.json': 0, 'zh_pornsignals.json': 0}}
Effects of Globalisation on Human Resources Practice in Nigeria Oil & Gas Industry

The roles and responsibilities of Human Resources departments are transforming as the modern business faces pressures of globalization. The local supply of talent is short of its long-term demand in Nigeria oil and gas industry, and the gap is a challenge for operators in the Hydrocarbon industry in Nigeria and other areas. The shortage between the demand and supply of talent is likely to continue to increase, notably for high skilled workers and for the next generation of business executives. Now organizations in this sector are required to place greater emphasis on attracting, developing and retaining human capital for their short and long term business needs. To remain in profitable and sustainable operation global staffing and management of a workforce diverse in culture and language skills, and dispersed in different nations are the key goals of global human resources. Only those organizations with systems and processes in place that support quick and easy adaptation to their human resource practices in line with the changing global labor market conditions will be able to attract and retain high performing and motivated employees. Companies with the ability to foresee their business needs and their workforce needs – especially for high skills – will gain the decisive competitive advantage.