Abstract:
The Central Bank of Nigeria in its strategy towards improving the human resource management and the general performance of the banks adopted electronic management which is also referred to as Information Communication Technology (ICT). Prior to the introduction of e-management, the bank management and administrative work were done by staff through manual method. Since the introduction of e-management in the Central Bank of Nigeria, no study of this magnitude has been carried out to ascertain its impact of the bank. This study therefore intends to fill this lacuna in knowledge. The broad objective of this study is to explore the impact of e-management on human resource development in the Central Bank of Nigeria. Specifically, this study intends to achieve the following objectives namely to: (i) ascertain the extent to which e-management has contributed to human resource development in the Central Bank of Nigeria. (ii) determine the extent e-management has enhanced staff productivity in the Central Bank of Nigeria and (iii) ascertain whether or not the introduction of e-management increased unemployment in the Central Bank of Nigeria. The field force theory ,propounded by Lewin was used in the analysis of this study. Field force is a theory of change. It believes that the organization is propelled by competition: economic, political etc. to change their actions and operations. The study adopted a descriptive cross sectional survey research design and self reporting techniques for data analysis. This study revealed that the use of e-management system in the central bank of Nigeria has improved staff development. Secondly the study also revealed that the implementation of e-management in the central bank of Nigeria has enhanced staff productivity. Thirdly, the study discovered that the introduction of e-management system in the central bank of Nigeria did not increase unemployment in the Bank.
