HUMAN RESOURCE ANALYTICS IN NIGERIAN ORGANISATIONS

This study investigates the challenges hindering the adoption of Human Resource Analytics
(HRA) in Nigerian organisations. Although HRA is globally recognised as a strategic tool for
transforming workforce management, Nigerian firms continue to struggle with its integration.
Using a systematic literature review and comparative analysis, the study draws insights from
existing research and experiences in the United Kingdom (developed economy) and South
Africa (developing economy) to situate Nigeria within two economic benchmarks. Three
central barriers emerge. First, organisational resistance to change, rooted in attachment to
traditional Human Resource (HR) practices, fears of job insecurity, and weak communication,
creates scepticism toward data-driven innovations. Second, limited analytical skills among HR
professionals restrict the ability to leverage HRA effectively. Third, poor infrastructure,
including outdated systems, weak connectivity, and underdeveloped Human Resource
Information Systems (HRIS), undermines reliable data use and slows innovation. To address
these challenges, the study recommends strong leadership commitment and proactive change
management to build trust and drive digital transformation; structured training programs and
partnerships with universities and professional bodies to close the skills gap; investment in
reliable digital infrastructure through public-private collaboration; and government incentives,
such as tax breaks and grants to encourage adoption. The main contribution of this study is to
highlight how contextual barriers in Nigeria differ from those in both developed and developing
economies, offering practical lessons for policy and organisational practice while extending
theoretical understanding of HRA adoption in emerging markets. By tackling these barriers,
Nigerian organisations can unlock the transformative potential of HRA and position themselves
competitively on the global stage.