ROLE OF LOCAL GOVERNMENT IN RURAL DEVELOPMENT IN KAGA LOCAL GOVERNMENT AREA, BORNO STATE

This study examines the impact of human resource management (HRM) in promoting industrial harmony in Nigeria, with specific reference to the Nigeria Labour Congress (NLC), Maiduguri, Borno State. The research was motivated by the persistent industrial conflicts, strikes, and disputes between employers and employees in Nigeria, which often hinder organizational productivity and national development. The study aimed to assess how effective human resource management practices—such as employee relations, communication, motivation, conflict resolution, and collective bargaining— contribute to maintaining industrial peace and harmony. A descriptive survey research design was adopted, and data were collected through structured questionnaires and interviews administered to NLC officials, union members, and selected employees from affiliated organizations within Maiduguri. The study utilized both primary and secondary sources of data, while the Taro Yamane formula was applied to determine an appropriate sample size. Data were analyzed using descriptive statistics such as frequency tables and percentages to interpret respondents’ opinions. Findings revealed that effective human resource management practices play a crucial role in promoting industrial harmony by fostering open communication, fair treatment, and trust between employers and employees. The study also found that the absence of proper HRM strategies—such as equitable remuneration, training and development, and transparent grievance-handling mechanisms often leads to industrial unrest, strikes, and low morale among workers. Furthermore, results indicated that the Nigeria Labour Congress serves as a key mediator in ensuring fair labor practices and advocating for improved working conditions in both public and private sectors. However, the study identified several challenges affecting HRM and industrial harmony in Nigeria, including poor leadership attitudes, inadequate government intervention, weak enforcement of labor laws, and political interference in industrial relations. These factors undermine the role of HR professionals and labor unions in achieving sustainable peace in the workplace. The study concludes that human resource management remains a vital instrument for ensuring industrial harmony and enhancing organizational effectiveness. It recommends that employers and government agencies should institutionalize effective HRM systems that emphasize fairness, participation, and dialogue in employee relations. Additionally, regular training on conflict management and improved collaboration between management and the Nigeria Labour Congress are essential for building lasting industrial peace.