BACKGROUND Digital transformation is revolutionizing human resource management (HRM) globally, yet its adoption and impact in Nigeria remain underexplored. As the Nigerian workforce becomes increasingly dynamic and digitized, understanding how digital tools influence HRM practices is critical for enhancing organizational effectiveness, employee well-being, and policy formulation. OBJECTIVE This study investigates the impact of digital transformation on HRM practices in Nigeria, focusing on four key domains: (1) AI-based recruitment platforms and talent acquisition efficiency, (2) e-learning systems and HRIS in training and development, (3) digital performance management tools and employee performance, and (4) HR analytics dashboards and their role in employee engagement and decision-making. METHODS A synthesis of secondary data was conducted using evidence from reputable sources including McKinsey & Company, Dataphyte, and peer-reviewed journals. Quantitative metrics were extracted and visualized through comparative tables and regression models to illustrate pre- and post-digital transformation outcomes. The analysis focused on Nigerian organizations within the last five years (2019-2024). RESULTS Findings revealed that AI-based recruitment platforms reduced time-to-hire by 42% and improved quality-of-hire and alignment scores. E-learning systems led to a 25 percentage-point increase in training participation, a 20-point improvement in knowledge retention, and a 40% reduction in training costs. Digital performance management tools explained nearly 47% of the variance in employee performance scores (R² = 0.47, β = 0.69). HR analytics dashboards increased engagement scores, reduced absenteeism by 36%, and lowered turnover rates from 22% to 15%. CONCLUSIONS Digital HR tools demonstrably enhance operational efficiency and strategic HRM outcomes. From recruitment to performance management and employee retention, digital transformation empowers HR professionals with real-time insights, transparency, and scalability. These findings affirm the urgent need to embed digital HR practices into Nigeria’s public and private sector frameworks. Immediate actions include conducting digital HR audits, training HR personnel, and adopting basic digital tools. Mid-term strategies should prioritize policy development, incentivized adoption, and curriculum revision in HRM education. Long-term goals must focus on building national HR analytics infrastructure, enabling informal sector inclusion, and enacting legal reforms for ethical digital HR governance. Digital HRM transformation extends beyond productivity to support employee well-being. Continuous feedback, real-time support, and personalized growth reduce workplace stress and improve engagement. Integrating wellness analytics into HR systems allows early detection of burnout, particularly in high-pressure sectors like healthcare and finance. These tools position digital HRM as a strategic approach to building healthier, more resilient workplaces.
Lolo Teddy Adias (Sat,) studied this question.