Human Resource Analytics and Evidence-Based Decision-Making in Nigerian Commercial Banks: A Mixed-Methods Study

This study examines the state and impact of human resource analytics adoption on evidence-based HR decision-making in Nigerian commercial banks, addressing a significant gap in the empirical literature on data-driven HRM in emerging markets. Nigerian banking HR functions have access to rich workforce data but have been slow to transition from intuition-based to analytics-informed decision practices. The study employs a sequential explanatory mixed-methods design: Phase 1 involves a quantitative survey of 150 HR directors and analytics officers from 15 banks, while Phase 2 uses qualitative case study interviews with HR analytics leads from three purposively selected banks. The HR Analytics Maturity Model and Boudreau and Ramstad's Talentship Framework jointly provide the theoretical grounding. Quantitative findings reveal that most Nigerian banks operate at the descriptive analytics level, with workforce reporting and headcount dashboards constituting the dominant analytic activities. Only a minority have progressed to predictive analytics applications such as turnover probability modelling or recruitment source quality analysis. Phase 2 qualitative findings explain that data quality challenges, limited HR analytical competency, and insufficient C-suite HR analytics sponsorship are the primary barriers to advancement. Banks with dedicated HR analytics units demonstrate measurably better talent decision quality and workforce planning accuracy. Recommendations include establishing HR analytics centres of excellence, integrating analytics training into HR graduate development programmes, and building CHRO analytics sponsorship. Keywords: HR Analytics, Evidence-Based HRM, Banking, Decision-Making, Nigeria.