Conference Paper

ARTIFICIAL INTELLIGENCE AND HUMAN RESOURCE MANAGEMENT IN SELECTED DEPOSIT MONEY BANKS IN OTA METROPOLIS, OGUN STATE, NIGERIA

In the banking industry, artificial intelligence (AI) is revolutionising human resource management (HRM) by taking over repetitive tasks, enhancing HR analytics, and boosting decision support. Artificial intelligence (AI) is transforming banking human resource management (HRM) by automating repetitive tasks, enriching HR analytics, and fortifying decision support. The impact of AI on employee performance, talent management and retention, and HR decision-making quality was studied in selected deposit money banks, Ota metropolis, Ogun State. The survey design was descriptive, and the sampling technique was a census approach. A total of 129 questionnaires were sent out, and 121 (94%) were retrieved and were clean and usable for analysis. All Cronbach's alpha values for the four constructs were adequate and ranged from 0.864 to 0.870, indicating good internal consistency. Descriptive statistics, simple linear regression and Pearson correlation analysis were used to analyse the data at the 0.05 level of significance. Based on the findings, the HR decision-making quality, talent management and retention and employee performance were all found to be significantly and positively influenced by AI (p < 0.001, p < 0.001, and p = 0.001, respectively). AI adoption was also statistically significant when predicting the composite HRM outcomes index and accounted for 24.3% of the variance in the HRM outcomes index (β = 0.493). The study concludes that AI can be considered as a decision support tool and can enhance the role of humans in the banking HRM system, not replace them. It suggests adopting structured staff training, ethical governance and clear data-quality policies to ensure that the use of AI optimises HRM outcomes at all times. Keywords: artificial intelligence, human resource management, employee performance, talent management, decision-making quality.