Tech support uses laptop to develop artificial intelligence neural networks nodes modeled after human brain. Data center worker setting up AI machine learning accurately making predictions using data
Artificial Intelligence (AI) is set to redefine Human Resource (HR) management in Nigeria, with universities already taking the initiative to adapt. This was the consensus of stakeholders in the higher education sector during a capacity-building workshop held on Thursday in Ibadan, Oyo State, supported by the Association of Commonwealth Universities (ACU).
The immediate past Registrar of the University of Ibadan (UI), Mrs. Olubunmi Faluyi, explained that the initiative was designed to prepare HR practitioners in universities for global competitiveness. She stressed that this was crucial as AI is rapidly becoming central to people management.
Faluyi noted that while some administrators fear technology could displace them, AI is primarily designed to enhance service delivery. “After leaving office, I came across the ACU HR in Higher Education Community Grant call for proposals. Along with some colleagues, we submitted an entry. With over 2,400 applications, we did not expect to win, but by God’s grace, we eventually secured the grant,” she said.
According to her, the project aims to raise awareness of AI in HR, as many practitioners remain unfamiliar with its use. She added that the first phase identified skill gaps and exposed participants to emerging HR technologies, while a follow-up survey and webinar will consolidate the learning.
“Our aim is simple: we don’t want our universities to remain local. We must align with global standards and stay relevant in the evolving workplace,” Faluyi said.
Also speaking, Dr. Olusola Ayoola, Founder of Robotics and Artificial Intelligence Nigeria (RAIN), noted that HR practice has moved far beyond payroll, compliance and record-keeping. He said AI is now being deployed in recruitment, performance monitoring, employee engagement and workforce planning.
“AI is not about replacing people but about augmentation,” Ayoola explained. “It can efficiently screen thousands of applications during recruitment, provide personalised onboarding support, improve performance monitoring, and even predict staff attrition. AI tools also enhance communication, compliance management, workplace safety and wellbeing monitoring. Research shows that adopting AI in HR can improve efficiency by up to 40 per cent.”
He, however, emphasised that ethical considerations such as transparency, fairness, privacy and human oversight must remain central to AI adoption.
Both Faluyi and Ayoola agreed that universities must prioritise digital literacy, continuous training and global best practices if their HR professionals are to remain competitive in a technology-driven future.
