This research examines the impact of strategic assessment leverage on organizational performance in Human Resource Management (HRM) in Osun State, Nigeria. Rooted in the Resource-Based View (RBV), the research employs a mixed-methods design by combining quantitative and qualitative approaches. Quantitative data were obtained from 303 HR directors and managers using structured questionnaires, while qualitative insights were gathered through semi-structured interviews with a purposively sample of 15 participants. Quantitative data were analyzed using descriptive statistics and multiple regression analysis, while qualitative data was examined via thematic analysis including coding, categorization and theme development. The results show that predictive analytics (β = 0.412, p < 0.05), skills alignment (β = 0.365, p < 0.05), talent pipelining (β = 0.298, p < 0.05), and standardized evaluation processes (β = 0.276, p < 0.05) significantly impact organizational performance 25. This research adds to RBV literature by bringing evidence of HR capabilities as strategic resources in emerging economies. Moreover, it offers actionable insights for HR practitioners and policymakers interested in improving organizational performance with data-driven HR approaches.
Adegoke et al. (2026) studied this question.