Investigating the Role of Human Resource Management in Tax Administration in Akwa Ibom State, Nigeria (Published)
The study investigated the role of human resource management (HRM) in tax administration (TA). It became imminent due to the rising role of HRM in the attainment of organisational goals. And because government businesses often suffer low commitment due to lack of adequate attention to the people dimension of government organisations. The study used survey research design and collected data primarily from respondents drawn from Federal Inland Revenue Service (FIRS), Akwa Ibom State. The population of the study was 62. Purpose sampling technique was used. The analysis, which was done using correlation statistics revealed that of all HRM function, training was found to have marginal role to play in TA. Other functions namely: staffing, career development and motivation were found to play positive and significant role in TA in Akwa Ibom State, Nigeria. It was concluded that not all HRM function played significant role in TA. The study recommended proper training to be given to revenue collection personnel. Staffing should be regulated to stem possible tides of overstaffing which will lead to waste of human resources among others. It also recommended that staff development and motivation be taken more seriously.
Keywords: Akwa Ibom State, Human Resource Management, Nigeria, tax administration
The Role of Artificial Intelligence in Human Resource Management in Ritman University, Ikot Ekpene, Akwa Ibom State (Published)
This study examined the role of Artificial Intelligence in Human Resource Management in Ritman University, Ikot Ekpene, Akwa Ibom State, with specific focus on the impact of dehumanization and discriminatory hiring practices on HRM outcomes. The rapid integration of AI technologies into HR functions has promised increased efficiency and data-driven decision-making; however, concerns have emerged regarding the potential loss of human connection and the perpetuation of algorithmic biases. Using the Technology Acceptance Model (TAM) as the theoretical framework, the study employed a cross-sectional survey design with a sample size of 98 respondents drawn from a population of 130 staff members. Data were collected using a structured questionnaire and analyzed using regression analysis via SPSS. The findings revealed that dehumanization has a negative and significant impact on human resource management (R² = 32.6%, Beta = -0.571, p < 0.05), indicating that AI-driven automation reduces empathy and personal connection in HR processes. Furthermore, discriminatory hiring practices were found to have a stronger negative and significant impact on HRM (R² = 70.1%, Beta = -0.837, p < 0.05), suggesting that biases embedded in AI algorithms undermine fairness, diversity, and inclusiveness in recruitment decisions. The study concludes that while AI offers operational benefits, its uncritical adoption in university HRM poses substantial risks to employee well-being and institutional equity. Recommendations include implementing hybrid AI-human HR models, establishing ethical oversight committees, conducting regular algorithmic audits, and investing in transparency and employee training to ensure responsible AI integration.
Keywords: Artificial Intelligence, Dehumanization, Human Resource Management, discriminatory hiring practices, technology acceptance model, university HRM
Effective Recruitment and Selection Practices: An Imperative for Business Performance in Nigerian Federal Inland Revenue Service (FIRS) (Published)
The processes of recruitment and selection serve as essential components of human resource management, profoundly impacting organisational performance and strategic results. This research investigates the significance of proficient recruitment and selection methodologies in improving organisational performance within the Federal Inland Revenue Service (FIRS), a pivotal revenue-generating entity in Nigeria. The study employs a qualitative framework, utilising secondary data collection methods to extract insights from official reports, scholarly literature, policy documents, and institutional data. The findings indicate that while FIRS has established formal recruitment frameworks designed to enhance merit, transparency, and professionalism, it still faces challenges including political interference, skill mismatches, insufficient technological utilisation, and bureaucratic delays that impede optimal outcomes. The research elucidates a significant correlation between strategic recruitment methodologies and organisational efficacy, especially concerning employee productivity, service provision, and public confidence. The study is grounded in the Human Capital Theory and the Resource-Based View, both of which highlight the essential importance of skilled human resources in attaining competitive advantage. The analysis advocates for enhanced investment in recruitment technology, more rigorous enforcement of meritocratic policies, ongoing development of HR capabilities, and strategic planning for the workforce. These measures are crucial for cultivating a skilled workforce that can effectively promote the institutional objectives of FIRS and enhance the performance of the public sector in Nigeria.
Keywords: Human Resource Management, Organizational Performance, Public Sector, Recruitment, Selection
Human Resource Management and Generative Artificial Intelligence (ChatGPT): Nexus, Perspectives and Praxis (Published)
The workplace is changing, ChatGPT and other AI technologies are leading the way. ChatGPT is a cutting-edge chatbot created by OpenAI that uses natural language processing to respond to user requests with “human-like” speech. Businesses all over the world are taking notice of it because of its robust capabilities, which have the possibility of helping automate a multitude of company procedures. The aim of the study is to identify the ChatGPT – Nexus, Perspectives and Praxis and investigate the concept’s applicability to generative AI and HRM. This is to underscore and device remediation strategies with respect to likely difficulties in the broad use of ChatGPT in HRM. To stop unfair behaviors and ensure that employees are treated fairly, ethical issues like algorithmic bias and data privacy must be thoroughly examined. The methodology employed involves the use of qualitative paradigm involving the review of literature such as books, journals, publications, articles, online resources among others. The integrative literature review approach enables the researcher to conduct a critical assessment of AI technology vis-à-vis HRM. The study is anchored by one of the most widely accepted theories in human resource management – The Resource-Based View. The study predicts a significant decline in the likelihood of attaining a long-term competitive advantage through strategic Human Resource Management when considering the effects of widely used ChatGPT. The study’s findings indicate that ChatGPT help team members communicate and work together more effectively by simplifying the understanding and tracking of project progress, processing and analyzing large amounts of text-based data, facilitating cross-cultural communication, and giving prompt, accurate answers to frequently asked questions. Hiring and recruiting are two critical HR processes towhich generative AI impacts immediate benefits.
Keywords: Human Resource Management, Nexus, Perspectives, generative artificial intelligence(CHATGPT), praxis
Impact of Selected Human Resource Management Practices on Organizational Performance of Public Universities in Abia State (Published)
This study examines the impact of selected human resource management practices on organizational performance of public universities in Abia State. The selected HRMP employed in this study are compensation and Recruitment and selection. A survey research design was adopted for the study. Data was collected through copies of structured questionnaire. The data collected was analysed using ordinary least square regression analysis. The result reveals that there is a significant impact of recruitment and selection and compensation on organizational performance in public universities in Abia state. Based on the findings, it is recommended that HR expertise with the help of line managers (HODs) should be made to carry out these activities so that people with the appropriate skills, attitudes and knowledge are hired. This will ensure professionalism and institutionalism in the activities of public universities. Furthermore, the management/government should endeavor to link pay to performance. This type of compensation structure is known to ensure fairness, eliminate conflicts and tension and propel employees to higher performance.
Keywords: Abia State, Human Resource Management, Practices, organizational performance public universities
Human Resource Management Strategies and Organizational Crisis Management: A Study of Akwa Ibom State Transport Company (AKTC) (Published)
This study is centered on the human resource management strategies and organizational crisis in Akwa Ibom Transport Company (AKTC). Two objectives were designed for the study along with two research questions as well as two research hypotheses. Survey research design and simple random sampling techniques were used in the study. The population of the study comprised of 237 employees of AKTC and the same number was used for the sample through the Census size determination technique. Pearson Product Moment Correlation (PPMC) analysis was used to test the null hypotheses at 0.05 level of significance. Results from the analysis showed that collaboration has positive and significant relationship with organizational crisis in AKTC; and restructuring has positive and significant relationship with organizational crisis in AKTC. It was concluded that human resource management strategies have positive and significant correlation with organizational crisis in AKTC. It was recommended that management of the studied organization should ensure that collaborative work relations with other organizations are properly discussed and documented in order to reduce the chance of potential crisis between the organizations; and an organizational culture that promotes continuous innovativeness should be encouraged as such culture would help to keep the organization relevant and competitive overtime.
Keywords: Akwa Ibom State Transport Company (AKTC, Human Resource Management, Strategies., organizational crisis management
Analysis of Diversity on Work Place for Human Resource Management (Published)
After globalization, our society had been developed more complexly and sophisticatedly. For nations and global enterprises are in need of different strategies for Human Resource management. How to cope with new waves of labor formation and human’s life span change is main research objectives in order to solve HR management difficulty. The research will feature real problem and solution to policy and management in terms of age, culture, gender, languages and so on.
Keywords: Diversity, Human Resource Management, work place
The introduction and use of electronic recruitment (e-recruitment) on the recruitment process in organizations: Benefits of this technology for recruiting organizations (Published)
The success of every organization depends on its human capital, and recruitment by the human resource department is vital in generating organizational human capital. In the past twenty years, the traditional paper-based method of recruitment has been replaced to some extent by electronic recruiting (e-recruitment) in many organizations as many organizations are now utilizing e-recruitment to post jobs and accept resumes on the internet, and correspond with applicants by e-mail. In this paper, recruitment and e-recruitment are theoretically defined, summarized and synthesized and the various benefits accruing to organizations for adopting electronic recruiting are highlighted. I also identified gaps and opportunities for future research and proposed some testable research questions in the domain of e-recruitment, as well as suggested research methods that can be utilized in future research to answer the proposed questions. Important contributions of this paper are highlighted.
Keywords: E-Recruitment, Human Resource Management, Transaction Cost, employer brand image, signaling theory
Theoretical Perspectives on the integration of Human Resource Management and Strategic Human Resource Management (Published)
This is a descriptive study based on secondary data collected from various research papers and articles. This study theoretically evaluated the links between human resource management (HRM) practices and strategic human resource management (SHRM) and how such integration can enhance overall organizational performance and result in organizational attainment of sustainable competitive advantage. It is a fact that people, not products, markets, cash, buildings, or equipment, are the critical differentiators in the success of an organization. All the assets of an organization, other than organizational workforce are inert; they are passive resources that require human application to generate value. People and how they are managed are becoming more important because many other sources of enhanced profitability and competitive advantage are less powerful than they used to. The key to improved performance and achieving and sustaining a profitable organization is through the productivity of an organization’s workforce, therefore drawing on the Human Resource Management (HRM) and Strategic Human Resource Management (SHRM) literature, I built on the Resource-Based-View of the firm to theoretically articulate how organizations can be more productive and achieve sustainable competitive advantage through the effective management of people. Specifically, I attempted to further the theoretical development of Human Resource Management (HRM) and Strategic Human Resource Management (SHRM) by defining, summarizing and synthesizing the literature on the measurement and integration of HRM and SHRM. I also identified gaps in the literature on the relationship and integration of HRM and SHRM and developed research questions which can be tested empirically in future research and proposed several research methods which can be employed to answer the identified research questions.
Keywords: Competitive Advantage, Human Resource Management, Resource-Based View, Strategic Human Resource Management, Sustainable Competitive Advantage, contingency approach
Evaluating the Influence and Implications of Strategic Human Resource Management on Organisational Effectiveness of Banks in Kurdistan Region of Iraq (Published)
This study examines the extent in which Strategic Human Resources Management (SHRM) influences the organisational effectiveness of banks in Kurdistan Regional Government (KRG). The study attempts to identify some of the problems affecting Banks’ effectiveness. A total of 93 questionnaires were distributed to one local private bank (Kurdistan Bank), one local public or state-owned bank (Zagros Bank) and one internationally owned bank (Abu Dhabi Bank). Of the above number, 74 questionnaires were successfully retrieved and the results were analysed using SPSS 22. The results from the study showed that most of the variations in organisational effectiveness that are attributed to changes in (SHRM) are observable in the public or state-owned banks. The results also showed that most SHRM practices are insignificant in the context of individual banks but more significant in the context of all banks. Furthermore, it was observed that performance systems have a negative effect on private and internationally owned banks. The conclusion drawn from the study is that the effects of SHRM on organisational effectiveness in the banking sector are the same between the banks. The study is significant as it contributes to the formulation of strategies that will help to attract and retain the right, qualified and skilled employees who can facilitate the performance and success of the banks employees’ welfare. The study is one of the few types of research that looks at the implications of Strategic Human Resources on the organisational effectiveness of banks in the Middle East with regards to KRG. It will also form part and parcel of a foundation for establishing a base for conducting future studies
Keywords: Banking Sector, Effectiveness, Human Resource Management, KRG, Strategic Human Resource Management