Moses Orshio Adasu University, Makurdi

HUMAN RESOURCES MANAGEMENT IN A DIGITAL ECONOMY: A STUDY OF NIGERIA PUBLIC SERVICE

Mohammed, Muson Yelwa

Abstract

This study on Human Resources Management (HRM) in Nigeria's public service within a digital economy highlights the transformative impact of digital technologies on HR practices. Digital transformation presents significant opportunities for enhancing efficiency and service delivery but also poses unique challenges. This study was anchored on the Resource-Based HRM (RBHRM) theory and explores how it can be applied to enhance public service effectiveness in the Nigerian context. RB-HRM posits that an organization's human capital is a strategic asset that can be a source of sustained competitive advantage. The study employed a qualitative approach with focus group discussions, revealing the potential of digital tools to streamline HR processes like e-recruitment and digital record-keeping. The study revealed that integrating AI, big data analytics, and automation into HRM processes requires a shift in organizational culture and strategic decision-making. Key findings suggest that the Resource-Based HRM (RB-HRM) theory can strategically enhance public service effectiveness by prioritizing the recruitment and development of digitally proficient employees. Addressing skills gaps, ensuring data protection, and fostering digital competence are crucial for leveraging these advancements effectively. It further emphasized the need for continuous professional development and strategic partnerships with technology training institutes to bridge operational gap. The research underscores modernizing recruitment practices, utilizing digital platforms, and integrating performance management software for real-time feedback. The study therefore recommends bridging the skills gap by offering continuous training programs in data analysis, HR software usage, and digital literacy. Institutions should move beyond traditional methods and leverage professional networks like LinkedIn to attract a digitally-savvy talent pool. Organizations should combine traditional performance appraisals with digital tools for a more accurate and real-time evaluation. Finally, institutions should counteract resistance to change by fostering a culture of continuous learning and innovation within the organization.

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