Algorithm Human Resource Management and Collective Bargaining Power in Nigerian Public Universities: A Study of Asuu-management Relations in the Digital Era
1Edwin Ihechituru Edwin (Ph.D), 2Dr. Mary Chidiebere Asoya, 3Dr. Ohia Veronica Chinasa and 4Okeagu Charles
1,2Department of Public Administration and Local Government, University of Nigeria, Nsukka, Nigeria.
3Educational Administration and Planning, Abia State University, Uturu, Nigeria.
4Department of Public Administration, Ogbonnaya Onu Polytechnic, Aba, Abia State, Nigeria.
*Corresponding Author
ABSTRACT
This study examined the relationship between algorithmic human resource management systems and collective bargaining power in Nigerian public universities, with specific focus on ASUU-Management relations in the digital era. Grounded in Walter Korpi’s Power-Resources Theory, the research adopted a qualitative design and employed content analysis of secondary data drawn from academic journals, policy documents, ASUU agreements and communiqués, NUC statistical digests, and the Nigerian Workplace Report 2024. The analysis tested three null hypotheses on the influence of algorithmic HRM on bargaining subjects and negotiation procedures, on procedural justice and trust, and on centralized HRM in relation to bargaining power and dispute resolution strategies. One key finding of the study is that bargaining subjects remain largely centered on funding, conditions of service, and university autonomy, while issues relating to algorithmic transparency, data access, and joint audit of HR systems have yet to be integrated into the formal negotiation agenda. In light of this, the study recommends that ASUU and university management should broaden the bargaining agenda to formally include digital governance concerns such as algorithmic transparency, data access rights, and participatory oversight of centralized HR platforms. This integration is critical for ensuring that the adoption of algorithmic HRM enhances transparency, fairness, and a balanced distribution of power as Nigerian public universities transition further into the digital era.
Keywords: Algorithmic HRM, Collective bargaining, ASUU-Management relations, Procedural justice, Nigerian public universities, Digital governance