Strategic Human Resource Management and Technology Advancement In The 21st Century: A Study of HR Professionals In Selected Healthcare Institutions In Kwara State

Abstract

To respond to the increasing demand to adopt more technology-based strategic human resource management (SHRM) as an evidence-based strategic management decision-making, the paper will discuss the critical intersection point of SHRM with technological advancement in improving service quality among HR professionals in the healthcare sector of Nigeria. The areas of research discussed are strategic factors, such as training and mentorship, career development, performance appraisal, and talent management, which could be both the proxies and the most important aspects of the SHRM engagement with the technological advances, where the quality of the healthcare industry is significantly influenced. The research design was a descriptive survey that was carried out in the University of Ilorin Teaching Hospital (U.I.T.H) and Kwara State University Teaching Hospital (KWASUTH), which had a population of registered healthcare providers of 600. A sample of 234 participants was selected because of a purposive and stratified random sampling plan using the Krejcie and Morgan formula. Data analysis is conducted through Ordinary Least Squares (O.L.S) regression and Conditional Analysis with the assistance of SPSS and Macro process, which gave a chance to organize a successful exploration of the relations between SHRM-technology. P-P plot, regression standardized residual and Histogram plot were the normality tests conducted. In addition, the Breusch-Pagan test that indicates the chi-square robustness to be 1.6611 which is less than the critical at the degree of freedom of 3 (p value=0.6456>0.05) indicates no heteroskedasticity in the model, and the shape of the residuals, the skewness and kurtosis values are 0.2105 and 0.2996 respectively and the test of normality indicates the chi-square value of 1.8834 at the degree of freedom This shows that assumption of normality and homoscedasticity of running O.L.S regression model was passed. It was only in a very small predictive power that was seen in the study to be attributed to the adoption of advanced technology-driven to improve the SHRM in the healthcare institution, but in a real-life situation this very small predictive power in a higher advanced level of technology-driven to improve the healthcare institution compared to the lower or average level when being applied in a higher advance stage.