Artificial Intelligence and Human Resources Practices in Nigeria's Banking Sector: Exploring Equity and Social Good in the Workplace:

Adio Lateef, Abolaji; Alaneme Gloria; Oladotun Abimbola Oluwaseun; Obasi Nneka Peace

doi:10.52968/5609616

Adio Lateef, Abolaji Department of Management Sciences, Distance Learning Institute, University of Lagos, Nigeria
Alaneme Gloria Department of Management Sciences, Distance Learning Institute, University of Lagos, Nigeria
Oladotun Abimbola Oluwaseun Landmark University
Obasi Nneka Peace Department of Management Sciences, Distance Learning Institute, University of Lagos, Nigeria

Keywords: Artificial Intelligence, Bank sector, Equity, Fairness, Human resources management, Social good, Technology adoption

Abstract

The Introduction of artificial intelligence (AI) into Nigeria’s banking sector has
raised concerns about the effects on human resources practices, social
responsibility, and fairness in the workplace. Therefore, with the widespread use
of AI Technology, it has become imperative to study its impact on employee
experiences, organizational social responsibility, and equity. The purpose of the
study is to determine the relationship between AI-driven human resources
practices and fairness in Nigeria’s banking sector. An online survey questionnaire
used to collect the quantitative data using Google Forms. This involved
employees from the Nigerian banking sector, First Bank, GTBank, Zenith,
Access Bank and Ecobank in Ogun State, Nigeria. The sample size was 80
employees. An in-depth interview, which involved 9 HR Professionals, provided
qualitative insights. ANOVA, Correlation, and Regression analyses were used,
along with descriptive and inferential statistics, to analyze the quantitative data
using SPSS as the Software for data Analysis. While Thematic analysis was used
on the qualitative data to identify themes and codes related to AI-driven human
resources practices and fairness. The results show that the infusion of AI-driven
practices can improve objectivity in employee selection, efficiency, and
performance assessments. Therefore, the issues of being biased in AI algorithms
lack transparency and cause job displacement. The implication for this study is
for organizations adopting AI into their operations to understand that there is a
need for transparency in the implementation of AI into processes, advocating
accountability, and ensuring fairness in all AI-driven HR practices.