With the emergence of digital transformation in the Nigerian telecommunication sector, the lack of effective digital talent management has still limited Nigeria's telecommunication regulatory agencies' employees productivity, synergy and regulatory performance in Ibadan, Oyo State. This study explored the impact of digital talent management on sustainable work development by assessing the impact of digital talent protocols on employee productivity; the impact of digital infrastructure on workplace synergy and the impact of sustainable work development on work regulation.
Digital Transformation
Digital transformation has fundamentally altered the nature of organisational change, challenging the adequacy of traditional, linear change management models. While classical approaches to change management offer valuable structure, leadership direction, and stability, they often struggle to address the continuous, dynamic, and uncertain conditions associated with digital transformation. Contemporary approaches, on the other hand, emphasise agility, employee participation, iterative learning, and adaptability, but may lack the strategic discipline provided by classical frameworks.
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