An Investigation of the Role of Technology in Modern HRM Practices in NNPC, Kwara State
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Background of the Study
Technology has revolutionized Human Resource Management (HRM) by enhancing efficiency, reducing administrative burdens, and improving employee engagement. Over the years, organizations worldwide have leveraged digital solutions such as artificial intelligence (AI), cloud computing, and human resource information systems (HRIS) to optimize their HR functions (Stone & Dulebohn, 2023). The Nigerian National Petroleum Corporation (NNPC), being a government-owned enterprise, is no exception. The adoption of HR technologies in NNPC aims to streamline recruitment, payroll management, training, performance evaluation, and employee engagement.
NNPC plays a crucial role in Nigeria’s oil and gas sector, making HRM efficiency vital for maintaining operational success. In Kwara State, where the NNPC has a strong presence, technology-driven HRM practices could significantly impact employee productivity and overall business outcomes. However, while the benefits of HR technology adoption are well-documented globally, its application in Nigerian public sector organizations remains a subject of debate due to challenges such as resistance to change, infrastructural constraints, and cyber security risks (Omodayo et al., 2024).
Despite the increasing digitalization of HR functions, many organizations in Nigeria still face barriers to fully integrating technology into their HRM processes. The challenges of data security, digital literacy, and cost implications of HRM software have been highlighted as major concerns for organizations transitioning to digital HR practices (Adegbite et al., 2023). This study will examine how NNPC in Kwara State integrates technology into its HRM functions, identifying the benefits, challenges, and potential improvements needed to enhance efficiency in its HRM processes.
Statement of the Problem
Although technology in HRM has been widely adopted by multinational corporations, public sector organizations such as NNPC may face unique challenges in embracing digital transformation. Many government institutions in Nigeria continue to rely on traditional HRM approaches, leading to inefficiencies in recruitment, payroll management, and employee training. Studies suggest that the slow adoption of HRM technology in Nigeria’s public sector results from bureaucratic red tape, limited funding, and inadequate digital infrastructure (Okonkwo & Yusuf, 2024).
The problem is that despite the introduction of HRM technologies in NNPC, Kwara State, there is limited research on their actual impact on HRM efficiency. Questions remain about whether these technologies have improved employee engagement, reduced workload, and enhanced workforce productivity. Furthermore, issues such as resistance to technological change among employees, lack of proper training on digital HR tools, and concerns about data privacy raise questions about the effectiveness of these initiatives. This study seeks to bridge this gap by evaluating the role of technology in modern HRM practices within NNPC, Kwara State, while identifying challenges and recommending solutions for optimal implementation.
Objectives of the Study
- To examine the extent to which technology has been integrated into HRM practices in NNPC, Kwara State.
- To assess the impact of HR technology adoption on employee efficiency and engagement in NNPC, Kwara State.
- To identify the challenges and opportunities associated with digital HRM transformation in NNPC, Kwara State.
Research Questions
- How has technology been integrated into HRM practices in NNPC, Kwara State?
- What impact does HR technology adoption have on employee efficiency and engagement in NNPC, Kwara State?
- What are the challenges and opportunities of digital HRM transformation in NNPC, Kwara State?
Research Hypotheses
- Technology integration significantly enhances HRM efficiency in NNPC, Kwara State.
- The adoption of HR technology positively impacts employee engagement in NNPC, Kwara State.
- Challenges such as resistance to change and inadequate training hinder the successful implementation of HR technology in NNPC, Kwara State.
Scope and Limitations of the Study
The study will focus on the application of technology in HRM within NNPC’s operations in Kwara State. The scope will include an assessment of HR software use, digital recruitment processes, performance management systems, and employee engagement tools. Limitations may include potential reluctance of employees to disclose information about HRM processes, the challenge of accessing internal HR data, and possible technological variations between different NNPC branches.
Definitions of Terms
- HRM Technology: The use of digital tools such as HRIS, AI, and cloud-based systems to manage human resource functions (Stone & Dulebohn, 2023).
- Employee Engagement: The level of commitment, motivation, and involvement employees have towards their work and organization (Bakker et al., 2024).
- HR Digital Transformation: The integration of advanced technology into human resource management to improve efficiency and decision-making (Goh et al., 2024).
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