Human Resource Information Systems and Workforce Management Efficiency in Nigerian Universities: A Case Study of University of Maiduguri

This study examines the role of human resource information systems (HRIS) in improving workforce management efficiency at the University of Maiduguri in Borno State, North East Nigeria. Nigerian universities face mounting challenges in workforce data management, including inaccurate personnel records, payroll irregularities, and poor succession planning, many of which can be addressed through the effective deployment of digital HR systems. The study adopts a case study design, using structured questionnaires and document analysis as primary data collection methods. A sample of 100 administrative and academic staff members is selected through stratified random sampling, with three HR officers providing supplementary interview data. The study draws on the Technology Acceptance Model to understand the behavioural intentions and actual usage of HRIS among university staff. Findings reveal that while the university has deployed a basic HRIS platform, low digital literacy among users and inadequate training have severely constrained its effective utilisation. The study also documents significant data inconsistencies in the existing personnel database, attributed to poor entry protocols and lack of system integration with payroll platforms. Recommendations include mandatory HRIS training for all HR personnel, the appointment of a dedicated system administrator, and phased upgrades to integrate recruitment, performance, and payroll modules. By focusing on a university in the North East, this research highlights the digital HR challenges facing institutions in conflict-affected regions of Nigeria. Keywords: HRIS, Workforce Management, University, Maiduguri, Digital HR.