According to Tshif Dombo, HR Value Engineer at SAP Africa, AI-driven human resource (HR) solutions are transforming businesses worldwide, including Nigeria, by assisting businesses in attracting, engaging, and retaining top talent. For instance, AI has the capability of identifying emerging job categories. As a result, HR leaders must remain informed and proactive in incorporating AI into their organization’s processes in order to maintain a strategic and competitive advantage. Dombo spoke at the HCM Reimagined event that was recently put on by i4nnova Limited and SAP.
He talked about how HR leaders are under a lot of pressure because of the speed and scale of business transformation. He stated that talent shortages, the requirement for agile reskilling, employee engagement, and the rising demand for data-driven decision making are among the most pressing issues. Experts at the event shared the possibility to integrate AI into HR processes to drive efficiency, agility, and employee empowerment through the visual and practical strategies for navigating the evolving workplace.
Dombo highlighted the potential of AI-driven HR systems to re-engage disconnected employees and foster stronger organizational cohesion. He acknowledged that many businesses do not know which HR processes are currently powered by AI, highlighting a significant adoption gap. He also emphasized the need for organizations to reevaluate how HR services are provided and evaluated, advocating for digitization to increase operational efficiency and accessibility. He stated, “When we ask clients which of their HR processes are currently driven by AI, many admit they are still lagging behind.” He was referring to the HR processes. “However, integrating AI with human capital management (HCM) can significantly streamline operations and deliver measurable value to the organization,” the statement reads. Participants agreed that the fear is real, but that it will only manifest when HR professionals and employees fail to improve their skills and become ready for the future, alluding to the fears of many who believe that AI is here to take their jobs.
As a result, Kelechi Nwosu, Director at i4nnova, emphasized the importance of maintaining open lines of communication between employees and managers. Despite the fact that AI-powered tools enable employees to accomplish more with less effort and increase their overall efficiency, there may be a conflict over how to manage the extra time gained. Paul Bakare, HR Leader at NLNG, said, “We can’t wish away the potentials of AI, nor can we do without the human angle; rather, we need to strike a balance.” Accordingly, a balanced application of the human angle and AI helps improve overall outcomes during the panel session. Another panelist, Nestoil HR Director David Oye-Igbemo, used succession planning as an example to illustrate the human angle and AI scenario. He stated, “I can ask AI to categorize employees and place them in my nine-box grid, but it would be professional laziness for me to use the results without personal engagement.” Nglan Niat, Group HR Director at Dangote, shared her experience and advised HR practitioners to embrace HR automation, noting that digital transformation and realignment of HR policies and governance are the future of HR to remain compliant in the face of rapid AI adoption and data proliferation.
