An Assessment of HR Analytics and Decision-Making Effectiveness in MTN Nigeria, Jigawa State
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Background of the Study
Human Resource (HR) analytics refers to the application of data analysis techniques to understand, measure, and improve HR practices. In organizations like MTN Nigeria, HR analytics plays a pivotal role in optimizing human capital, enhancing decision-making, and improving overall organizational performance (Nwaogwugwu & Eze, 2024). With the rapid expansion of MTN’s operations across Nigeria, including in Jigawa State, it becomes crucial for the company to adopt effective HR analytics tools to make data-driven decisions in talent management, employee performance, and organizational development.
Jigawa State, located in the northwestern part of Nigeria, is characterized by its unique socio-economic conditions that may affect employee performance and organizational goals. HR analytics can be particularly useful in identifying trends related to employee behavior, turnover, recruitment, and retention, which are critical issues for MTN in the region. Despite the growing importance of HR analytics in the corporate world, there is a lack of comprehensive research evaluating how HR analytics influences decision-making within MTN Nigeria, specifically in Jigawa State. This study aims to fill this gap by assessing the impact of HR analytics on decision-making effectiveness at MTN Nigeria’s Jigawa State operations.
Statement of the Problem
While HR analytics has been recognized for its potential in improving decision-making processes, its adoption and implementation in MTN Nigeria, especially in Jigawa State, has not been sufficiently explored. The company faces challenges in talent acquisition, performance management, and employee retention, which may be addressed through more effective use of HR data. However, the extent to which HR analytics influences the quality and effectiveness of decision-making in these areas remains unclear (Olumide & Musa, 2023). This study aims to assess the role of HR analytics in enhancing decision-making effectiveness within MTN Nigeria, Jigawa State.
Objectives of the Study
1. To assess the effectiveness of HR analytics in improving decision-making at MTN Nigeria, Jigawa State.
2. To evaluate the impact of HR analytics on talent management and employee performance at MTN Nigeria, Jigawa State.
3. To explore the challenges and opportunities associated with the implementation of HR analytics in MTN Nigeria, Jigawa State.
Research Questions
1. How effective is HR analytics in improving decision-making at MTN Nigeria, Jigawa State?
2. What is the impact of HR analytics on employee performance and talent management in MTN Nigeria, Jigawa State?
3. What are the challenges and opportunities of implementing HR analytics in MTN Nigeria, Jigawa State?
Research Hypotheses
1. HR analytics positively influences decision-making effectiveness in MTN Nigeria, Jigawa State.
2. The use of HR analytics improves employee performance and talent management in MTN Nigeria, Jigawa State.
3. There are significant challenges in implementing HR analytics in MTN Nigeria, Jigawa State.
Scope and Limitations of the Study
This study will focus on MTN Nigeria’s operations in Jigawa State, evaluating the role of HR analytics in decision-making effectiveness. Limitations include potential difficulty in accessing proprietary HR data and the subjective nature of evaluating decision-making effectiveness.
Definitions of Terms
• HR Analytics: The process of collecting and analyzing HR data to inform decision-making and improve HR practices.
• Decision-Making Effectiveness: The ability to make decisions that lead to positive organizational outcomes.
• Employee Performance: The extent to which employees meet or exceed performance expectations in their roles.
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