The International Seminar on Regional Politics, Administration and Development 2020 (INSORPAD2020), STISIPOL Raja Haji, Riau, INDONESIA, 14-15 October 2020 410 RP013 Role of Human Resource Management in Nigeria Sustainable Development Uloko Felicia* a , Isyak Ibrahim Ogirima b a & b Prince Abubakar Audu University Anyigba, Kogi State- Nigeria Corresponding author e-mail danshereefishaq824@gmail.com Abstract This research examined the role of human resource management in fostering sustainable development in Nigeria. The global economic crisis posed several threats to Nigeria’s economy and necessitates the best use of talented human resources to tackle the global economic downturn. Human resource management derived from personnel management, considered as the effective management of employees, encourages the leadership that motivates people, draw on their talent, drives their participation in decision-making, and takes into consideration their expectations and needs. The data for this study was obtained from secondary sources. The neo-theory of a closed linear system was adopted as the theoretical framework while the mode of analysis is content analysis. Human resource management practices has the ability to create organizations that are more intelligent, flexible and competent through the application of policies and practices that concentrate on recruiting, selecting, training skilled employees and directing their best effort to cooperate within the resource bundle of the organization for sustainable development. Thus, this study concluded that to stimulate sustainable development, management is required to develop skilled and talented employees who are capable of performing their jobs successfully. Sustainable development can be created through the best exploit of human resources as an organizational intangible asset. Keywords: Human Resource, Management, Sustainable Development, Employees,Organisation. 1. INTRODUCTION The basic tenet for Human resource management is that the people working in an organization are its greatest asset for achieving objectives. Human resource management (HRM) is a coherent and holistic approach to the management of people that require and develops organizational structures and system, individual attitudes and behavior. Commonly, it refers to “training” or development of skills. Other principal element to HRM may be; recruitment, induction, performance management, career development, reward and recognition. The theoretical framework for this study is the neo-classical theory of a closed linear system. In systems theory, a linear system is a mathematical model of a system based on the use of a linear operator. Linear systems stoically exhibit features and properties that are much simpler than the non-linear case. Human Resource management is described as the process governed and directed by policies, strategies, rules and culture. A simple strategic model is comprised of four key components viz.; mission, objectives, strategy, implementation and review. The term “Strategic HRM deals with the longer-term people issues, as part of the strategy and mission statement. Implementation of strategic HRM is dependent on efficient vertical brought to you by CORE View metadata, citation and similar papers at core.ac.uk provided by UUM Repository