{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,1,11]],"date-time":"2026-01-11T15:55:32Z","timestamp":1768146932574,"version":"3.49.0"},"reference-count":0,"publisher":"Koozakar LLC","issue":"1","content-domain":{"domain":[],"crossmark-restriction":false},"short-container-title":["SJTIA"],"abstract":"<jats:p>Digital transformation is rapidly changing the landscape of human resource \nmanagement (HRM) globally, but its adoption and impact in Nigeria are only beginning \nto be understood. As the Nigerian workforce becomes more digitized, it is crucial to \nexamine how digital tools are shaping HRM practices and organizational outcomes. \nThis study focused on four core domains: AI-driven recruitment, e-learning and HRIS \nfor training, digital performance management, and HR analytics dashboards. Drawing \non data from 2019 to 2024 and reputable sources such as McKinsey &amp; Company and \nDataphyte, the research highlighted significant improvements across all areas. AI\nbased recruitment platforms, for example, reduced time-to-hire by 42% and enhanced \nthe quality and alignment of new hires. E-learning systems increased training \nparticipation by 25 percentage points, improved knowledge retention by 20 points, and \nlowered training costs by 40%. Digital performance management tools accounted for \nnearly half of the variance in employee performance, while HR analytics dashboards \nboosted engagement, reduced absenteeism by 36%, and cut turnover rates from 22% to \n15%. These findings underscore the transformative potential of digital HR tools in \nNigeria. Not only do they streamline HR processes and improve efficiency, but they \nalso empower HR professionals with real-time data for better decision-making. The \nevidence points to the urgent need for Nigerian organizations to integrate digital HR \npractices. Immediate steps should include digital HR audits, staff training, and basic \ntool adoption. Medium-term strategies involve policy updates and curriculum reforms, \nwhile long-term goals must focus on building analytics infrastructure and ethical \ngovernance. Importantly, digital HRM also supports employee well-being by enabling \ncontinuous feedback and early detection of burnout, especially in high-pressure sectors. \nUltimately, digital transformation in HRM is key to building more resilient, productive, \nand healthy workplaces across Nigeria.<\/jats:p>","DOI":"10.69798\/76859601","type":"journal-article","created":{"date-parts":[[2025,7,23]],"date-time":"2025-07-23T15:01:53Z","timestamp":1753282913000},"page":"75-95","source":"Crossref","is-referenced-by-count":2,"title":["Digital Human Resource Management Transformation in Nigeria: Impacts on  Talent, Performance, and Workforce Well-being"],"prefix":"10.69798","volume":"1","author":[{"name":"Bayelsa State Polytechnic, Aleibiri. Bayelsa State, Nigeria","sequence":"first","affiliation":[],"role":[{"role":"author","vocabulary":"crossref"}]},{"ORCID":"https:\/\/orcid.org\/0009-0006-6903-6230","authenticated-orcid":false,"given":"Lolo","family":"Adias","sequence":"first","affiliation":[],"role":[{"role":"author","vocabulary":"crossref"}]}],"member":"50185","published-online":{"date-parts":[[2025,7,1]]},"container-title":["Scientific Journal for Technology Management, Information and Artificial Intelligence"],"original-title":[],"deposited":{"date-parts":[[2026,1,11]],"date-time":"2026-01-11T13:04:41Z","timestamp":1768136681000},"score":1,"resource":{"primary":{"URL":"https:\/\/koozakar.com\/journals\/article\/KJ-28645020"}},"subtitle":[],"short-title":[],"issued":{"date-parts":[[2025,7,1]]},"references-count":0,"journal-issue":{"issue":"1","published-online":{"date-parts":[[2025,7,1]]}},"URL":"https:\/\/doi.org\/10.69798\/76859601","relation":{},"subject":[],"published":{"date-parts":[[2025,7,1]]}}}