DIGITAL HUMAN RESOURCE MANAGEMENT AND EMPLOYEEPERFORMANCE IN SELECTED TERTIARY INSTITUTIONS IN NIGER STATE,NIGERIA

Abstract

The rapid adoption of digital human resource management (HRM) tools in Nigerian tertiary
institutions has created a gap between technologically enabled HR practices and the actual
performance outcomes of academic staff. Despite the increasing investment in digital
recruitment, training, and performance management, there is limited empirical evidence on
how these digital HRM proxies influence employee productivity, job satisfaction, and overall
institutional effectiveness in Niger State. This study examined the effect of digital human
resource management on employee performance in some selected tertiary institutions in
Niger State. Employees working at the selected tertiary institutions in Niger state comprise
the research population. The research population consisted of 4636 employees. A sample of
368 employees was drawn using Taro Yamane (1976) sample size estimation. Stratified and
simple random probability sampling technique was used in selecting the employees of these
tertiary institutions. Multiple regression analysis was employed to analyze the information
gathered from surveys. The results from the three hypotheses shows that digital recruitment,
digital training and digital performance management (digital human resource management)
have positive and significant effect on employee performance in some selected tertiary
institutions in Niger State (P = 0.000 < 0.05). The study therefore, concludes that digital
human resource management has significant effect on employee performance. It is
recommended that management of tertiary institutions prioritize the adoption of integrated
digital HRM tools to improve employee recruitment, training, and performance evaluation
processes.