IMPACT OF E-MANAGEMENT ON HUMAN RESOURCE DEVELOPMENT IN THE CENTRAL BANK OF NIGERIA (1999-2009)

 

ABSTRACT

The Central Bank of Nigeria implemented electronic management, also known as information communication technology, as part of its goal to enhance human resource management and the overall performance of the banks (ICT). Before the introduction of e-management, staff members used a manual process to manage and administer the bank. No study of this scope has been done to determine the impact of e-management on the bank since it was implemented at the Central Bank of Nigeria. So, the goal of this work is to close this information gap. This study’s main goal is to examine how e-management affects the Central Bank of Nigeria’s human resource development. The specific goals of this study are to: I determine the extent to which e-management has aided in the development of human resources at the Central Bank of Nigeria. (ii) evaluate the degree to which e-management has increased employee productivity at the Central Bank of Nigeria, and (iii) establish whether the adoption of e-management has resulted in higher unemployment there. In the analysis of this study, Lewin’s field force theory was applied. A hypothesis of change is called field force. It thinks that the organization is driven by rivalry, whether it is political, economic, or otherwise to alter their behavior and methods. The study used self-reporting approaches for data analysis and a descriptive cross-sectional survey research design. This study found that the staff development at the Nigerian central bank has improved due to the use of an e-management system. Second, the study showed that the central bank of Nigeria’s adoption of e-management had increased employee productivity. Lastly, the study found that the adoption of an eManagement System by the Nigerian Central Bank did not result in a rise in Bank unemployment.

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