In the rapidly evolving global business landscape, the role of Human Resources (HR) has shifted from a purely administrative function to a critical driver of organisational development and strategic success.
At the core of this transformation is technology. From advanced Applicant Tracking Systems (ATS) to sophisticated HR Information Systems (HRIS) and predictive analytics, HR tech is no longer a luxury but an operational necessity.
For organisations operating in a dynamic market like Nigeria, leveraging these tools is key to unlocking efficiency, enhancing employee experience, and ensuring a competitive edge. The question is: are HR professionals ready to embrace the tools that are reshaping their future?
The AI Imperative: Automation is Not a Threat
The rise of Artificial Intelligence (AI) in the workplace often sparks anxiety about job displacement. However, strategic HR professionals view AI and other technologies as powerful allies designed to elevate, not eliminate, the human element of their work.
According to Agape Asanga, a Strategic HR Professional and Founder of the HR Newbies community, the focus for both seasoned professionals and those new to the field should be squarely on automation.
“I think what HR newbies and established professionals need to pay more attention to is automation. AI is not coming to take anybody’s job. It’s coming to make work easier and improve our processes,” Asanga told Anchor News Online.
“It can’t replace HR officers, but it’s better we start adapting to using AI instead of fighting against it. It has come to stay.”
Asanga identified three core areas HR practitioners must focus on to harness the power of technology:
Automation for Strategic Efficiency
The primary benefit of HR tech is its ability to eliminate time-consuming, repetitive tasks, freeing up the HR team to focus on strategic initiatives.
“Three things to focus on is automation for efficiency — to automate all your manual work and avoid doing repetitive tasks,” Asanga explained.
She pointed to the recruitment process as a prime example:
“When it comes to screening of CVs, we now have Applicant Tracking Systems (ATS), which is HR tech. AI can schedule, screen CVs, and attend to basic queries so that humans can focus on more prominent and strategic tasks.”
This shift allows HR teams to move away from administrative bottlenecks and dedicate their energy to high-value activities such as talent development, succession planning, and culture building.
Translating Insights with HR Analytics
In today’s data-driven business world, HR must speak the language of metrics. HR technology provides a wealth of data, but its true value lies in how those numbers are interpreted and applied.
“Another thing they need to focus on is translating insights when it comes to HR analytics. It’s not just about the work you do; it’s also how you interpret the data you get to be able to make broader decisions in the workplace,” Asanga said.
She illustrated the strategic power of data with a practical scenario:
“If you draft a report for the month or for the entire year, what is your data telling you that you’re going to use in making improved decisions for the next month or for the next year? How many people made excuses to be absent from work? How many people have taken sick leave? With that data, you can decide to introduce HMO.”
Asanga noted that effective HR analytics transforms HR from a cost centre to a strategic partner that can proactively address employee well-being, retention, and productivity.
Upholding Ethics, Privacy, and Removing Bias
As technology becomes more deeply integrated into the workplace, the ethical handling of sensitive employee data becomes paramount. HR tech—particularly modern HRIS—is a crucial tool for ensuring compliance and data security.
Asanga highlighted the importance of data protection:
“Employee data is very important, and if there’s an HRIS system, then it can protect your employee data instead of just letting it lie in paper documents where anybody can have access to it.”
Furthermore, AI and HR tech offer a powerful solution to one of HR’s persistent challenges: unconscious bias. By standardising criteria and removing human sentiment from the initial stages of decision-making, technology can promote fairness.
“Also, AI tools are going to remove the bias from hiring or performance models,” Asanga noted. “The criteria for performance appraisal and evaluation can be imputed into the AI or HR tech, and organisations can be sure that the results are void of sentiment.”
The Unwavering Human Focus
Ultimately, while technology automates processes and delivers insights, it cannot replace the core emotional intelligence and interpersonal skills required to manage a workforce.
Asanga concluded that by streamlining operations through technology, HR professionals can rededicate their time to what truly matters: people.
“It’s the people’s engagement that HR officers need to concentrate more on,” she advised.
The successful Nigerian organisation of tomorrow will be one that empowers its HR team with cutting-edge technology, enabling them to move beyond paperwork to champion a data-driven, engaged, and ethically managed workforce.
