Categories
Managing Processes

Essential Steps to Take After a Performance Review

By Olamide Abiwo

Performance reviews are foundational for effective employee feedback; however, the critical question remains: “Are performance reviews enough to ignite employee productivity and transformational growth?”   

While reviews offer valuable insights into strengths and weaknesses, they can leave employees uncertain without a clear path forward. Simply understanding areas for improvement is not enough. The key lies in translating this feedback into actionable steps, going beyond the review itself, and fostering a culture of continuous engagement. 

Here is how to ensure your performance review process becomes a catalyst for positive change: 

1. Foster Open Dialogue 

Following a performance review, an open dialogue is vital – whether praising a stellar performance, addressing poor performance, or discussing termination. This allows both managers and employees to align their perspectives on performance, fostering mutual understanding and setting the stage for future actions. Confronting any issue head-on promotes a healthier work environment and prevents prolonged dissatisfaction. 

2. Recognise & Reward Great Work 

Employee recognition is not just about a pat on the back – it is a strategic investment in your organisation’s future. Recognise and celebrate performing employees to motivate them and instill a sense of satisfaction and responsibility. Positive feedback is a powerful motivator, reinforcing the value of their contributions. 

3. Set Smart Goals 

Goal setting within the performance review process transcends simply listing aspirations and aligning them with KPI’s. It is a strategic exercise that bridges past performance with future aspirations, fostering a sense of direction and purpose.  

Through collaborative goal setting, employees and managers work together to define SMART goals that are directly aligned with the broader organizational objectives, providing a clear roadmap to success. 

READ ALSO: 5 Proven hacks for employee goal setting

4. Redefine Roles & Responsibilities 

As employees grow, their roles and responsibilities should evolve. Annual performance reviews are an ideal time to discuss potential lateral or vertical moves. This can involve taking on new responsibilities or exploring different departments, ensuring employees remain challenged and engaged in their careers. 

5. Prepare for the Next Cycle’s Appraisal 

Start preparing for the next appraisal immediately. Keep a running list of achievements throughout the year, documenting successes as they occur with a robust performance management system or HRMS. This ensures that notable accomplishments are not overlooked, giving a comprehensive view of an employee’s contributions. 

“Positive feedback is a powerful motivator, reinforcing the value of their contributions”

Effective communication between employees and supervisors during the review process is crucial. Transparency and honesty are key to success and productivity. By fostering an environment of open dialogue and continuous feedback, you will drive meaningful change and empower your employees. 

Explore our demo 

Ready to transform your organization’s performance management process? Request a demo and take the first step towards empowering your employees. 

Categories
HM Digest

Reinventing HR Processes in the Digital Era 

At the HR Tech Playground in Ghana recently, HumanManager in partnership with HR Focus and MTN Ghana, shared insights on the theme “Reinventing HR processes in the digital era”. The event provided a platform to discuss the revolutionary changes taking place in the HR landscape and the unprecedented opportunities that come with it. 

Our conversation focused on the challenges faced in traditional HR processes, emphasising the need for a comprehensive digital solution that can adapt and scale with organisational needs. The spotlight was on our innovative HR Information System (HRIS) and payroll software, designed to address these challenges head-on. 

HumanManager was highlighted for its ability to streamline administrative tasks, reduce errors, and free up HR professionals to focus on strategic initiatives. Additionally, it centralises all HR data, providing a sole source of truth and actionable insights. The software is also automatically updated to reflect the latest labour laws and regulations, ensuring compliance management. 

Looking ahead, innovation now borders on the integration of Artificial Intelligence (AI) and machine learning to enhance predictive analytics for talent management, blockchain for ensuring data security and transparency, and mobile-first solutions to cater to the increasing workforce.  

A commitment was made to stay ahead of the curve, and continuously improve HumanManager to meet the evolving needs of employees and employers alike.  

At the event, we highlighted how HumanManager HR and Payroll software is setting the pace in digital HR through its comprehensive solution to the challenges faced using traditional HR processes. The engaging session received positive feedback and sparked meaningful discussions on the future of HR management systems. 

Want to transform your HR processes? Visit www.humanmanager.net or contact us here for a demo. 

Categories
HM Digest

‘Identity management crucial for financial inclusion’ – Adekunbi Ademiluyi 

Adekunbi Ademiluyi, Managing Director of HumanManager Limited (HML), a leading provider of human resources management solutions in Africa, has stressed the need for a holistic Identity Management System (IMS) to achieve financial inclusion. 

She said this as a Keynote Speaker at the inaugural Nigeria Fintech and Financial Inclusion Roundtable held recently in Lagos, Nigeria.  

According to EFInA, a UK government-backed firm dedicated to deepening financial inclusion in Nigeria, the percentage of adult Nigerians with formal financial services – including bank accounts, insurance, and mobile money – rose to 64 percent in 2023 from 56 percent in 2020. However, only 52 percent of Nigerians have a bank account, as poverty continues to hinder a more comprehensive adoption. 

Against this backdrop, the inaugural Nigeria Fintech and Financial Inclusion Roundtable was convened to explore innovative solutions and strategies for advancing financial inclusion as Nigeria is yet to achieve its 2024 goal of getting 95 percent of its population banked. 

The event featured keynote speakers and panellists including our Managing Director, Adekunbi Ademiluyi; GMD and Chief Executive Officer, Unified Payment Services Limited, Dr Agada Apochi; Head of Group Communications, Security Exchange Commission, Mrs Joy Utubo; and Group Chairman, Nigerian Exchange, Alhaji (Dr) Umaru Kwairanga. 

Ademiluyi underscored the significance of identity management in achieving financial inclusion while establishing HumanManager’s innovative Employee Information System (EIS) and financial services.  

She said: “Financial inclusion begins with identity. Once an individual’s identity is established, a financial account can be opened in their name. When people are integrated into an identity management system through fintech, their money can be securely circulated within the system, promoting greater financial access and inclusion.” 

Adekunbi further emphasised the need for collaboration between banks and fintechs, saying it can unlock new opportunities, drive innovation, and ultimately deliver better financial service to customers.   

“Initially, banks attempted to compete with fintechs, but they have since realised that collaboration is the way forward. By working together, fintechs can continue to reach out to individuals and facilitate account openings,” she added. 

She also described how HumanManager has played a major part in improving people welfare and their financial empowerment. “We offer freemium solutions on our app such that anyone can learn to improve their welfare.” 

In his keynote address, Dr. Agada Apochi stated that financial inclusion is closely knitted with economic status and only those who are economically empowered can be financially included.  

“We cannot sustain the impact of financial inclusion without prioritising economic inclusion. Beyond achieving individual or organisational economic growth, we can lift millions of Nigerians out of poverty by including them economically and financially” he said. 

The inaugural Nigeria Fintech and Financial Inclusion Roundtable fostered a collaborative environment where industry experts and stakeholders engaged in constructive dialogue and explored innovative strategies to drive financial inclusion in Nigeria.  

As the country continues its journey towards achieving comprehensive financial inclusion, the insights and recommendations gleaned from this event will undoubtedly catalyse positive change, ultimately empowering millions of Nigerians to access financial services and participate fully in the nation’s economic growth.

Categories
HM Digest

HumanManager’s Adekunbi Ademiluyi shares insights into closing the gaps and advancing inclusion for African women 

In a recent interview, our Managing Director, Adekunbi Ademiluyi, discussed the challenges faced by African women in leadership, education, and their overall experiences. Despite some progress, African women still encounter some obstacles hindering their growth.  

Adekunbi emphasised the gender disparity in leadership roles across Africa, attributing it to cultural practices, gender stereotypes, and limited legal protection. To address this, efforts must focus on challenging these practices, promoting equality, and empowering women for leadership roles. 

Education accessibility is a fundamental right, yet girls and women in Africa face obstacles due to insecurity, traditional beliefs, and limited resources, especially in regions like Northern Nigeria.  

Overcoming these issues requires investing in educational infrastructure, providing scholarships, and challenging norms inhibiting girls’ education. Equal education access empowers African women to contribute significantly to their communities and nations. 

Furthermore, Adekunbi highlighted the gender pay gap, where women, including self-employed individuals, earn 34% less than men. Policies and legislation promoting equal pay are crucial in addressing this disparity. Awareness and education about the gender pay gap are also essential, along with fostering workplace cultures that value equality. 

Adekunbi also addressed gender-based violence, stressing the need for regulation and inclusion of women in financial services. Central Banks in Africa have begun initiatives like agency banking to include more women. Expanding these efforts and creating safe environments can empower African women to overcome challenges. 

Overall, concerted efforts are needed to empower African women. By challenging cultural norms, promoting equality, investing in education, addressing the pay gap, and combating gender-based violence, African women can reach their full potential. Collaboration between governments, organisations, and individuals is crucial to create an equitable society where African women thrive and contribute to development.  

Watch the full interview on News Central TV Here  

Adekunbi Ademiluyi is the first female Managing Director of HumanManager, and also an Executive Director of SystemSpecs Group. Her expertise spans over two decades in Financial and Information Technology, Banking, Human Resources Management and Data Management. Follow HumanManager on Linkedin, Instagram, Facebook and X 

Categories
Managing Teams

10 Pitfalls to Avoid During Performance Appraisal

Performance appraisals have proven to be one of the best ways to improve employees’ productivity and enhance outcomes.

This periodic evaluation of staff performance provides feedback on their strengths and weaknesses, enhances subsequent output, helps identify and reward high-performing members of staff, and determines appropriate salary upgrades.

Despite its numerous benefits, a lot of mistakes — sometimes known as rater errors — from a supervisor’s biased viewpoint can result in low morale, anxiety, poor job satisfaction, or even loss of job. It is therefore pertinent that supervisors, managers, and human resources personnel understand these biases and how to eliminate them during appraisal exercises.

These few points present some of the pitfalls that must be avoided and how to overcome them:

1. Central Tendency or Grouping

In this instance appraiser rates staff in a not-too-good or not-too-bad category. This is unfair to employees who really deserve a higher grade.

In this light line managers should establish and agree on SMART Key Performance Index (KPI) at the beginning of the appraisal period and evaluate performance against these goals. Also, observable behaviour should be documented over the entire performance cycle through attachment of supporting document on HumanManager Management Software.

2. The Halo or Horns Effect

This occurs when the appraiser allows specific positive or negative factors related to the employee’s work affect the overall performance assessment.

Line managers should track, and document performance based on agreed KPIs daily, weekly, monthly, bi-annually, or annually. Identify specific behavioural attributes that support your ratings and be sure that none is influenced because it is particularly admirable or irritating.

3. Bias or Holding a Grudge

This is when the appraiser makes an employee suffer for past behaviour, irrespective of the positive output at work or when the appraiser judges the employee based on factors like state of origin, gender, religion, age, disability, weight, height, marital status, etc.

No fair rating can be gotten when subjective orientation is introduced. Line managers should ensure to focus on the employee’s work, not on personal matters, unless those personal matters affect the work of the employee. Check your perceptions for accuracy, fairness, balance, and consistency.

4. Recency

This occurs when an appraiser rates only recent performance, good or bad.

In order not to be focused on only the recent deliverables, line managers should keep track of performance and document observable behaviour over the entire performance cycle to get a balanced view. Ask others for their observations of the employee to see if they have different views.

5. The Sunflower Effect

This is when an appraiser rates employees high regardless of performance to make themselves look good or to be able to give more compensation.

The goal should not make any set of people feel good but improve and in turn give value, employees can justify ratings through tracked comments across set approval workflows for various levels.

6. Similarity Error

In many organisations, there are instances where employees share similarities with their managers. Some managers may even show a preference for these employees over those who exhibit different behaviors or ways of thinking.

It’s natural to feel more comfortable with individuals who resemble you, but you must be cautious as this inclination can impede the appraisal process. Maintain objectivity and incorporate diverse perspectives in the performance appraisal.

7. First Impression Error

This is the rater’s tendency to let their first impression of an employee’s performance carry too much weight in the evaluation of performance over an entire rating period.

Appraisals should support regular feedback, reports and trend analysis to help line managers and HR track employee’s rating over a period.

8. Compare and Contrast Error

This occurs when an evaluator compares the performance of two employees instead of assessing everyone’s performance based on absolute measurements. This approach can make an employee with a “good” rating appear mediocre when compared to someone rated as “excellent.”

Every employee possesses unique qualities, strengths, and weaknesses that make them distinct professionals. A fair appraisal cannot be achieved by attempting to compare one person’s abilities with another. Hence, managers should evaluate employees based on their individual performance against the standards and criteria that have been established for them.

9. Avoiding negative feedback

Many managers do not feel confident enough to have difficult conversations. But for growth to happen, there needs to be an honest discussion about the skill gaps your team members need to fill to be able to progress to the next stage of their career.

However, this doesn’t mean that negative feedback shouldn’t be handled with care. Prepare what you want to say in advance, rehearse it if needed or get some coaching to increase your confidence. Remember, good managers will set the bar high, but also provide the necessary support to reach objectives.

10. Concluding appraisals without feedback for improvement

This is when employees do not get comprehensive feedback after the appraisal exercise.

You can avoid this pitfall by using an automated appraisal system that allows for feedback. Always provide unbiased feedback about employees’ strengths and weaknesses, and even suggest helpful measures to boost outcomes.

Appraisal errors can cause your entire performance review programme to lose credibility among your employees. Consistent analysis of the process will help avoid this situation!

With HumanManager, you can enjoy a seamless and efficient performance management process that suits interactions within your organisation and among employees at all levels, as well as in the physical and virtual workspace.

HumanManager makes it a lot easier to achieve your organisational goals. Ready for a topnotch appraisal? Get started at https://humanmanager.net/features/performance-management .

Categories
HM Digest

HumanManager gets ISO 22301 Certified, Assures Subscribers of Service Continuity

We are excited to announce that HumanManager Limited, a member of the SystemSpecs Group, has successfully obtained ISO 22301 certification, reaffirming our commitment to business continuity and unwavering support to our valued customers.

This esteemed certification is a testament to our dedication to maintaining resilient operations while prioritising the trust and reliability that you deserve.

Our pursuit of ISO 22301 certification was driven not only by our desire to elevate our own operations but also by our unwavering dedication to providing you with exceptional service, regardless of the circumstances.

With this newly acquired certification, be assured that you can trust us, as we have the capability to maintain the smooth running of critical services even during emergency situations.

Following from a customer-centric perspective, here are clear-cut benefits for you:

  1. Regulatory Compliance

Obtaining ISO 22301 certification demonstrates our commitment to adhering to internationally recognised standards. This ensures the highest level of business continuity planning, helping us meet stringent industry requirements and regulations.

2. Uninterrupted Service

ISO 22301 certification empowers us to manage unexpected disruptions efficiently and maximise recovery time. You can rely on us, knowing that we provide you seamless services irrespective of the challenges.

3. Service Continuity

You can be confident that we are well-prepared to maintain uninterrupted service delivery even in the face of unforeseen disruptions or emergencies.

4. Reduced Downtime

ISO 22301 helps us reduce downtime by proactively identifying and mitigating potential threats, ensuring minimal interruption in service delivery.

Achieving ISO 22301 certification is a significant milestone in our journey towards becoming a more resilient and customer-centric firm. It reaffirms our commitment to our customers and showcases our ability to navigate challenges effectively while ensuring unparalleled service quality and reliability.

Visit www.humanmanager.net to automate your HR and payroll processes, as well as enjoy the benefits listed above and lots more. For enquiries, contact [email protected]

Categories
Managing Processes

6 Proven Tips for Expense Management in your Organisation

Manual expense management is often a complex process in business, with loads of paperwork and spreadsheets that only result in lots of data entry, large investment of time, and careful maintenance of records — with no guarantee that the process will be error-free, no matter how meticulous it gets.

In order to stem these challenges, some organisations have come up with expense policies to streamline types of expenditure, their rates and/or even limits to which they can be incurred. They also have a process of getting funds in advance or reimbursed. But monitoring and enforcements of such policies remains a challenge.

A little purchase here and a staff travel and logistics cost there can quickly pile up your running cost. If you do not manage your spending and keep it at the barest minimum, it could result in a sizeable bill that you are not prepared for.

This is why as a manager, an admin or HR professional in any organisation, these proven tips will help to improve your expense management. Take a dive!

1. Do a Comprehensive Analysis

Carry out a thorough review of your organisation’s expense policy to define what types of expense will be reimbursed, how expenses should be submitted and how they will be reimbursed. Also, make sure to clearly inform and educate your employees to ensure that they act accordingly. But if you do not have an expense policy, create one today!

2. Have a Budget

Budgets help to set expense and revenue goals. When you know how much you can spend, you can more easily manage your spending. If your revenue is lower than budgeted, find ways to cut expenses and increase income. You can also establish metrics that are meaningful to your business and at par with standard companies in your industry.

3. Get Tough on Fixed Costs

Don’t be complacent about fixed costs because they are generally recurrent and often reflect long-standing relationships with suppliers. You should periodically review market costs to see if you can get better deals from competing suppliers.

4. Reimburse your Employees Promptly

Delayed reimbursements is a common problem. Ensure your staff turn in their requests in time and you act on it within the agreed time. This cultivates employee commitment and satisfaction. Also, let your employee know why an expense is not approved.

5. Cultivate Financial Discipline as a core Company Value

Financial literacy should be extended to your staff through decision-making and team-building, so they are better able to control their own costs. Also, you should actively involve your employees in the cost management process, and seek cost effective ways of operation.

6. Implement an Expense Management Solution

Having a software to ensure an automated reimbursement process gives you and other members of staff ample time to focus on other tasks, and remain motivated to perform better. Such solution will facilitate the submission or reporting of expenses by employees from any location for review and approval by managers from anywhere and at any time.

HumanManager can help your organisation manage its expenses, approval workflow, and required controls, as well as provide adequate reports and generate accounting journals based on your requirement.

HumanManager offers your employees the flexibility and ease to submit their receipts and get their managers’ approvals in real time. It is tested and trusted by hundreds of organisations to effectively manage their Claims and other HR needs including employee information, payroll, performance and leave.

Remember, that lovely quote by Benjamin Franklin: “a penny saved is a penny earned.”

Visit www.humanmanager.net today to get started.

Categories
Managing Processes

Why HR Needs a Unified Expense & Payroll System

By Taiwo Olusola 

Are your finance and HR teams speaking the same language? 

HR technology has evolved significantly, from spreadsheets to sophisticated integrated systems. Yet, many organisations struggle with siloed expense and payroll processes. 

Think of a scenario where employees submit paper receipts into one system while payroll is managed separately in another. Also, imagine a sales executive after closing a major deal, only to spend weeks chasing their travel reimbursement.  

When efficiency and cost control define organisational success, the disconnect between expense management and payroll often becomes a silent drain on resources, productivity, and employee morale. 

For organisations with larger workforces, complex expense policies, and high transaction volumes, the problem multiplies. Hence, a unified system is not just a nice-to-have; it’s a necessity for operational efficiency and stronger employee experience. 

Here’s why integrating expense management with payroll is a game-changer: 

  1. Enhanced Accuracy and Compliance: A unified system eliminates manual data entry errors, ensuring reimbursements are accurate and timely. It also reduces the risk of non-compliance with tax laws and internal policies, a critical safeguard in Nigeria’s evolving regulatory environment. 
  1. Streamlined Workflows and Time Savings: Employees can submit expenses on the go, approvals happen automatically, and reimbursements flow seamlessly into payroll. This saves hours for HR and finance teams, allowing them to focus on strategic initiatives like workforce planning and employee engagement instead of administrative backlogs. 
  1. Improved Employee Experience: When reimbursements are fast and accurate, employees feel valued and supported. This builds trust and reduces unnecessary financial stress, directly improving morale and loyalty. 
  1. Real-time Visibility and Data-Driven Decisions: Integrated systems give HR and finance leaders real-time insights into spending patterns. With this data, organisations can control costs, adjust policies, and make informed budgeting decisions, while reducing the risk of fraud.

Read here: Realistic Strategies for Financial Security in Today’s Workforce HumanManager | HR Management and Payroll Solutions.

Why HumanManager Stands Out 

HumanManager is more than payroll software. It’s a full HR management suite with built-in expense management. Once an expense is approved, it feeds directly into payroll for reimbursement. Employees can submit claims via the web or mobile app, attach receipts digitally, and track the status of reimbursements. 

No more paper forms or endless follow-ups. For organisations, this means streamlined approvals, robust policy management, and detailed reporting—all in one secure platform. 

In today’s workplace, retaining talent isn’t just about pay. It’s about creating an employee experience that respects their time, simplifies processes, and builds trust. A unified payroll and expense management system like HumanManager delivers exactly that—turning a historically frustrating process into a seamless, transparent, and efficient one. 

At HumanManager, we don’t just build HR software; we build people.  

See HumanManager in action: Book a demo or contact our sales team at [email protected] to learn more. 

Also, keep the momentum going and join our community – The HR Growth Circle 🔗 Join here  

Categories
Innovation

3 Decades After: 5 Lessons from Running Payroll in Emerging Markets 

By Tijesuni Olajide

Rolling out HR and payroll solutions across Nigeria, Ghana, Benin, Ivory Coast, Liberia, Rwanda, and beyond has taught us one thing: “Perfect systems alone don’t drive success. Real success comes when systems are built around people.” 

Payroll is beyond moving money from A to B. It’s the teacher in Monrovia who needs medication for her daughter, the accountant in Kigali planning his wedding, and the factory worker in Accra whose rent is due on Thursday.  

Behind every payslip is a life depending on payroll to be accurate, timely, and secure. That’s why HumanManager combines over 3 decades of payroll expertise with multi-layered compliance checks to ensure salaries, pensions, and taxes are processed without error – because when payroll works, people thrive. 

Read on to find out what more we discovered along the way. 

1. Never Rely on a Single Payment Channel 

The Problem 

Banking infrastructure in emerging markets experience regular headaches like policy changes, network or security glitches without warning. In Liberia, a recent audit uncovered massive fraud in the mobile-payroll system. The government’s response? Halt all mobile-money salary payments. Relying on one rail means payroll is one glitch away from chaos. When delays hit, HR takes the heat. 

Our Fix 

We designed payroll with always-on reliability. Instead of depending on banks, we integrated wallet systems like Pouchii (by SystemSpecs Technology) and connected to trusted gateways such as like Remita and eTranzact.  

This multi-channel setup means payments can be routed seamlessly through different banks, minimizing fees and ensuring business continuity. If a payment fails, HR generates payment status and it can be retried without missing a beat. 

Results 

With multiple payment channels in play, payroll to payment disruptions are almost non-existent. Clients who often lose 2–3 working days monthly to payment failures now enjoy 99% smooth, on-time payroll runs. 

Lesson Learned 

Backup payment options isn’t a bonus, it’s baseline. When one channel fails, another steps in seamlessly. That’s the difference between a smooth payday and a workday full of complaints. 

2. Automate Compliance or Drown in Paperwork 

The Problem 

For many SMEs and growing businesses, keeping up with West Africa’s fast-changing statutory regulations feels like a losing battle. Manual updates create room for errors, missed deadlines, and costly penalties. HR teams spend hours chasing employee records while outdated tax tables expose organisations to audit risks. In Nigeria particularly, the New Tax Act 2025 with its potential adjustments, staying compliant isn’t just hard work; it’s high stakes. 

Our Fix 

  • Dedicated Compliance Team: We have experts who stay on top of regulatory changes across all markets, so you don’t have to. When changes happen, we update the system and notify our customers immediately. 
  • Digital Onboarding: Our system ensures that you fill the basic mandatory fields before processing payroll for new employees.  
  • Employee Self-Service Portal: Employees can update their personal data directly on the platform. This saves both the HR and employees’ time while keeping records up to date. 
  • Localised Payroll Rules: Custom settings for each country ensure compliance with local tax laws, pension requirements, and other statutory deductions

Results 

Our customers experience significantly fewer compliance-related penalties compared to when they managed employees manually. The self-service portal also eases administrative burdens, freeing up valuable time for teams to focus on more strategic tasks. 

Lesson Learned 

Compliance isn’t optional; it’s integral to operations. Relying on annual audits to uncover errors is too late. Real-time updates and employee-driven data are essential to keeping payroll accurate, compliant, and penalty-free. 

. Holidays & Leave Rules Will Surprise You 

The Problem 

Holiday and leave rules across Africa are anything but straightforward. Dates often shift each year or move when they fall on weekends. Leave entitlements also differ by country: some mandate 15+ days annually, while others require as few as 6. 

Failing to track these variations can lead to labour law violations, underpayment of staff, or miscalculated final settlements. The consequences? Penalties, payroll errors, and unhappy employees.

The June 12th Challenge – On June 6, 2018, President Buhari declared that Nigeria’s Democracy Day would be celebrated as a national holiday every year on June 12 instead of May 29. This created immediate payroll questions: Do we pay holiday premiums for June 12th? What about employees who already requested May 29th off? How do we recalculate monthly salaries? 

So, instead of hardcoding holidays as fixed annual events, we built flexibility into our system. This foresight paid off when the announcement came. Sure, there are standardized holiday dates, but we also provide the flexibility necessary for the more flexible work time outs. 

Our Fix 

  • Dynamic Holiday Calendars: HR can update holidays in real time. When Nigeria changed Democracy Day, our customers updated payroll calendars instantly. 
  • Auto-Accrual Leave Policies: The system enforces country-specific auto-accrual leave policies, and therefore automatically blocks HR from approving leave that violates local labour laws. 
  • Premium Pay Calculations: Payroll adjusts for premium holiday pay or unused leave payouts where required by law.

Results 

Since adopting dynamic holiday management, clients have seen improved holiday-related payroll accuracy, with HR teams saving hours on leave requests and holiday calculations. 

Lesson Learned 

Hardcode nothing about holidays or leave. Official calendars can change overnight; hence, flexibility is non-negotiable. By treating holidays and leave as editable data, not fixed rules, you prevent costly errors. 

4. Cloud Tech is the Real Deal 

The Problem 

Too many companies still run payroll on spreadsheets or clunky software locked in an office server that doesn’t fly across borders. On-premises systems need local IT, manual updates, and guesswork when exchange rates shift. Add in unreliable internet, unstable power supply or limited support staff, and everything stalls. Business continuity fails when payroll depends on unstable infrastructure.  

Our Fix 

We built HumanManager as a secure cloud platform designed for speed, scale, and sanity: 

  • Instant Updates: New tax tables and holiday changes roll out immediately. No waiting on IT departments or manual installations. 
  • Multi-Currency Support: Seamlessly processes NGN, GHS, LRD, RWF, USD, and more while automatically updating exchange rates. 
  • API Integration: Sync payroll with attendance and accounting systems, so data flows instead of manual files transfer. 
  • Guided Onboarding: Every client gets a walkthrough with real examples from their specific country and industry. 

Results 

Cloud deployment fast tracks our clients’ payroll processing time. System updates that once took IT departments days now happen instantly across client accounts. 

Lesson Learned 

Slow tech creates fast headaches. Cloud-based systems are safer, faster, and keep everyone on the same page. If you’re still running payroll from a spreadsheet or outdated systems, you’re vulnerable to infrastructure failure.

5. Local Expertise Beats Fancy Software 

The Problem 

A slick software means nothing if it ignores context. Many payroll solutions fail when expanding because they treat every market the same. What works in Lagos won’t necessarily work in Accra or Kigali. In West Africa, explaining pay cycles businesses required plain language and building trust over time. 

Our Fix 

We went local: 

  • In-country HR Partners: Hired local HR professionals who understand nuances and cultural differences. These aren’t just customer support agents, but experts who get local business practices. 
  • Localised Training: Used country-specific examples in training sessions. Nigerian clients learn PAYE calculations with actual Nigerian tax brackets and vis-à-vis for other countries.  
  • Trust-Building Approach: Ran parallel pay runs for months to build confidence before clients switched systems completely. This parallel processing caught discrepancies early and demonstrated accuracy. 
  • 24/7 Local Support: Maintained local customer support teams who understand regional business hours, languages, and cultural context. 

Results 

Client onboarding was faster and support ticket volume decreased drastically. Most importantly, client retention improved year-on-year. 

Lesson Learned 

Payroll adoption in emerging markets is more about having the right support. As Akinjide Omojola, our Chief Innovation Officer, puts it: “You can’t succeed by flying in with generic features and buzzwords. You succeed by listening, adapting, and respecting how people work.” 

Ready to Get Payroll Right? 

At its core, payroll is the lifeline connecting businesses to their most valuable asset: people. 

In emerging markets, where infrastructure shifts and rules change like sand, success depends on two things: building systems that adapt and remembering the human cost of failure. 

The hardest lessons aren’t about fixing tech glitches or compliance gaps. They’re about earning trust – one accurate paycheck, one resolved issue, one local partnership at a time.  

The best payroll systems don’t just calculate salaries. They anticipate problems, respect cultural nuances, and free people to focus on their work, not their wages. Because behind every transaction is someone counting on you to get it right. 

See HumanManager in action. Book a demo or contact our sales team at [email protected] to learn how we can simplify your payroll across emerging markets.

Categories
Managing Teams

Top Reasons Your Business Needs Employee Management Software Now

By Nkechi Okonji

Today, success is not just about offering great products or exceptional services, but about how your team is efficiently managed. Hence, every business, regardless of size or industry, needs a dependable Employee Management System. 

As a Business Development Executive at HumanManager, I have seen first-hand how implementing the right HR and payroll solution can transform workplace operations, but first, what is an Employee Management System? 

An Employee Management System (EMS) is a digital platform or a solution designed to help businesses organise, track, and manage employee-related information and HR processes efficiently in one place. 

It serves as a central hub for handling everything from onboarding to exit, ensuring smooth operations, compliance, and improved employee experience.

Here is why having an EMS is a necessity for businesses that want to thrive.

1. Centralised Employee Data 

An EMS provides a single, secure platform to manage all employee information, including personal details, employment history, academic records, leave balances and more. This centralisation reduces paperwork, eliminates duplicate entries, and ensures that your HR data is always accurate and up to date.

2. Improved Payroll Accuracy 

Payroll processing errors can lead to employee dissatisfaction and, in some cases, legal issues. With an Employee Management System like HumanManager, payroll is automated and can be integrated with attendance and leave data, ensuring accurate salary calculations, tax deductions, and statutory compliance. Thereby minimising disputes and building trust with your workforce.

3. Enhanced Compliance and Reporting 

Keeping up with labour laws and regulations can be cumbersome. An EMS helps you stay compliant with basic standards by automatically tracking and generating reports on taxes, pensions, and more. When audits come around, you will have everything you need at your fingertips.

4. Efficiency in HR Processes 

EMS streamlines HR workflows. Automations such as approval routes, appraisal reminders, and leave management free up time for your HR team to focus on strategic initiatives like employee engagement and retention.

5. Data-Driven Decision Making 

One of the greatest advantages of an EMS is its ability to generate insightful analytics. You can monitor key metrics, basic employee data, performance trends, and departmental information on the go, helping you make informed decisions that support business growth.

6. Scalability for Business Growth 

As your business expands, so does the complexity of managing your workforce. A robust EMS grows with you, allowing you to easily manage more employees in different locations and time zones, and adapt to organisational structures without breaking a sweat. 

In conclusion, investing in an Employee Management System is not just about simplifying HR processes; it is about building a foundation for long-term business success. At HumanManager, we help businesses like yours unlock efficiency, accuracy, and strategic growth through innovations and automation.

Whether you are a small business or a large enterprise, the time to modernise your employee management is now. Let HumanManager be your partner in that journey. 

Because we don’t just build HR software. We build people. Learn more about our services at www.humanmanager.net   

Also, keep the momentum going and join our community – The HR Growth Circle 🔗 Join here 

Categories
Managing Teams

How to Create a Workplace Where Every Mind Matters  

By Opeyemi Olutan  

In most countries where daily stress from overwhelming workloads to traffic-filled commutes can easily drain employee motivation and mental strength, mental health issues are insufficiently discussed in the workplace. The narrative is however shifting, and one important question now remains, are you supporting all employees adequately?  

One truth stands out now: Productivity isn’t just about skill or speed anymore; but how well your people are. Yes, you read that right; it’s about the humans behind the work.  

Workplaces are filled with people across organisational strata and varying roles. From junior staff to executives, these employees have diverse experiences and respond to emotional strain differently. 

A mental health policy with a focus on top executives might have been sufficient in the past, however, the evolution in human resource management has shown otherwise. Such policies suggest that some employees’ struggles matter more than others, which is not the case.  

A Philosopher once said: “Be kind, for everyone you meet is fighting a hard battle.”  

How do you close this gap? 

1. Listen more 

Create a safe, judgment-free space where everyone can speak up, irrespective of their job grade or title, within the organisation. This engenders honesty and trust. 

2. Leaders must be trained to recognize signs of burnout, anxiety, or disconnect, especially among teams or individuals who are usually not the focus in terms of business transactions or leadership engagement. These include support staff, office assistants, remote workers, and others. Mental health care training is not for HR executives only, but for all team leads. 

3. According to an admonition of the Holy Bible, “Do not muzzle the ox while it is treading out the grain.” In simple terms, do not deny workers what they need while they work hard. Suffice to say that everyone within the organisation should have equal access to wellness tools like therapy, health insurance, gym access, or even just a listening ear and a good work environment. 

4. Leadership must be about empathy. Real leaders are not afraid to show care. You need to build and encourage a culture of care among your people. This improves loyalty, teamwork, and general performance. 

Mental health issues at work are not “feel-good” initiatives. It’s about respect, sustainability, and building workplaces where people want to show up and give their best. After all, the health of an organisation depends on the health of its people. 

Because we don’t just build HR software. We build people. Learn more about our services at www.humanmanager.net  

Also keep the momentum going and join our community – The HR Growth Circle  

🔗 Join here 

Categories
HM Digest

HumanManager Champions Data-Driven HR to Shape Workplace Culture 

From July 29–30, our team proudly showcased how technology can transform workplace culture at the 11th ICTEL Expo, hosted by the Lagos Chamber of Commerce and Industry (LCCI). 

The event brought together leaders in tech, business, and policy to explore how innovation is driving Africa’s digital economy. At our booth, we engaged with key stakeholders, demonstrating how data-driven HR can enhance employee experience, boost performance, and align people strategies with organisational goals. 

In his media interview during the Expo, our MD, Udy Ngele, stressed that while technology will keep evolving, the challenge of retaining high-performing employees remains. 

“Organisations must use data to understand and respond to workforce needs, build strong cultures, and reward excellence. A transparent and human-centred workplace is essential for long-term growth,” he shared. 

Udy also spoke about the importance of automating HR processes, from onboarding to payroll, backed by actionable insights. He reminded organisations that culture is shaped by deliberate choices, not chance, and urged leaders to combine technology with empathy to build workplaces where people thrive. 

From startups to large enterprises, our solutions are helping organisations create inclusive, high-trust environments that connect employee experience with business outcomes. 

We also took pride in being part of a platform that showcased how far Nigeria’s tech ecosystem has come. Reflecting on his career, Udy recalled a time when the tools and training for local tech adoption were scarce.

“Today, more young professionals are making smoother transitions into tech — and that’s real progress.” 

HumanManager has powered HR and payroll for diverse sectors and businesses. Its features include Employee management, Payroll, Leave management, Expense management, Performance, Learning management system, Financial Service, as well as Payroll Outsourcing services. 

The two-day Expo featured keynote speeches, panel sessions, startup pitches, and networking with top leaders like Lagos State’s Commissioner for Innovation, NIPOST’s Postmaster General, NCC’s EVC, and NIMC’s DG. 

As we look ahead, we remain committed to building locally adaptable, intelligent HR solutions that help African businesses manage talent efficiently and equitably. This is how we’ll continue shaping the future of work with innovation, inclusion, and impact. 

Driving Innovation in HR & Business Solutions 

L–R: Marketing Manager, HumanManager Limited, Deborah Eke; Managing Director, HumanManager Limited, Udy Ngele; Lead, Brands and Marketing, SystemSpecs Holdings Limited, Tosin Areo; and Business Development Manager, HML, Opeyemi Olutan, at the 11th edition of the Lagos Chamber of Commerce and Industry ICTEL Expo, held in Lagos, Wednesday. 

Categories
HM Digest

HumanManager is Showcasing the Future of Work at ICTEL EXPO 2025 

We’re stepping out. And we’re doing it big. 

We will be LIVE as the 11th ICTEL EXPO kicks off on July 29th & 30th at the Oriental Hotel in Lagos. Not just exhibiting but showing what the future of HR tech looks like when built through the lens of people, possibility, and Africa-first innovation. 

With the theme “Leveraging Technology for Innovation and Development in Africa,” this year’s event couldn’t be more aligned with our mission. From our early days solving payroll headaches to building smarter, people-centered tools for managing leave, expenses, compliance, and embedded finance, we’ve always believed that great workplaces start with intentional systems.

What to Expect 

We’ll be hosting live demos, sharing product updates, and connecting directly with business leaders, decision-makers, and tech enthusiasts who want to simplify how they manage their workforce. 

Also, we’ll be taking the main stage to share the story of how we’ve evolved from a bold innovation inside SystemSpecs to becoming a standalone company driving change across industries. 

It’s an opportunity to show how we’re helping organisations: 

✅Build resilience with intelligent HR systems 

✅ Align people and purpose 

✅ Turn workforce data into smarter decisions 

✅ Support the realities of modern work in Africa 

More Than Just Tech 

“In today’s workplace, technology must move beyond automation – it must enable trust, insight, and empowerment at scale. At HumanManager, we are engineering not just systems, but platforms of possibility – where data becomes decisions, and people become purpose-aligned assets in shaping the future of work. This is more than HR tech. It is about building institutional resilience and unlocking the full potential of our continent’s workforce,” says our Managing Director, Mr. Udo Ngele. 

For us, it’s not just about writing code or pushing product updates. But shaping how people experience work from the first day on the job to their biggest career wins. 

We’ve seen what’s possible when African talent meets bold thinking. We’re now turning that belief into tools that help teams not only work better and thrive.

Join Us at ICTEL 

Venue: Grand Ballroom, Oriental Hotel, VI, Lagos 

Date: July 29–30, 2025 

Time: 9AM–6PM daily 

If you’ll be attending (or know someone who is), stop by our booth. Ask questions. Explore what’s new. And see how we’re helping reshape HR for Africa one innovation at a time. 

Because we don’t just build HR software. We build tools that help people feel seen, supported, and empowered to do great work. 

Join our growing LinkedIn community: The HR Growth Circle for more insights, updates, and conversations. 

Categories
Managing Processes

Realistic Strategies for Financial Security in Today’s Workforce  

By Olorunwa Olowogboyega

Financial security isn’t just a personal win; it’s a business advantage. When employees feel confident about their money, they’re more focused, more engaged, and more likely to stay.  

Yet despite financial security benefits, financial stress is still a daily reality for many. It shows up as burnout, absenteeism, and high turnover. That’s why financial wellness can’t be optional anymore. It’s a smart, strategic move for any forward-thinking organisation. 

Why Employers Should Support Financial Security 

Progressive organisations are beginning to treat financial wellness like any other workplace priority. By providing the right tools and support, firms now help employees make better decisions about saving, budgeting, and long-term planning. This support doesn’t just benefit the workforce; it protects the company’s bottom line. 

The HRTech Advantage: Turning Data into Stability  

HRTech tools like HumanManager supports financial well-being in a practical, data-driven way. Through full payroll transparency, employees can clearly see their earnings, deductions, benefits, and entitlements.  

When employees understand their compensation clearly, they can budget better, avoid unnecessary borrowing, and set savings goals with confidence. For managers, HumanManager provides insights into financial behaviour, a useful data for tailoring support programs or benefits packages that meet real needs. 

Want to see how thoughtful UX design in business tools can drive results? 

READ MORE: Check out how user experience can directly impact revenue and growth. 

Here Are Realistic Strategies  

Financial security isn’t built overnight, but consistent steps make a difference. Here’s a streamlined approach for individuals at any level:

A. Daily Strategies:  

1. Avoid lifestyle inflation: As your income increases, avoid the temptation to inflate your lifestyle by spending more on luxuries.  

2. Prioritise needs over wants: Distinguish between essential expenses and discretionary spending to ensure you’re allocating your resources effectively.  

3. Stay informed and educated: Continuously learn about personal finance, investing, and wealth-building strategies to make informed decisions.  

4. Avoid unnecessary fees: Be mindful of fees associated with financial products and services and opt for low-cost alternatives whenever possible.  

B. Short-Term Strategies (0-5 years)  

1. Create a budget and track expenses: Track income and expenses to understand where your money is going.  

2. Build an emergency fund: Save 3-6 months’ worth of living expenses in a readily accessible savings account. Cooperative societies within organisations are good grounds to build a saving culture; an application like the HumanManager Payroll management module can handle the deductions from source. 

3. Pay off high-interest debt: Focus on eliminating high-interest debt such as credit card balances and ensure competitive rates whenever the needs arise to free up more money for savings and investments.

C. Mid-Term Strategies (5-15 years)  

1. Invest in a diversified portfolio: Allocate your investments across different asset classes, such as stocks, bonds, and real estate, to minimise risk.  

2. Develop multiple income streams: Diversify your income sources to reduce dependence on a single job or income source.  

3. Build a side hustle or freelance career: Develop valuable skills or expertise to create additional income opportunities.  

4. Invest in yourself: Continuously update your skills and knowledge to stay relevant on your job.

D. Long-Term Strategies (15+ years)  

1. Consider investing in real estate, cryptocurrencies, or other alternative assets to diversify your portfolio.  

2. Create a sustainable withdrawal strategy: Develop a plan for withdrawing funds from your retirement accounts to ensure a steady income stream.  

3. Review and adjust your financial plan regularly: Periodically assess your financial progress and adjust your plan as needed to stay on track. 

Financial security is a collective responsibility. While individuals must take proactive steps, employers play a crucial role in fostering an environment conducive to financial well-being. 

By leveraging effective policies on benefits which can be implemented and automatically managed, and committing to sound financial practices, both employees and employers can reap significant benefits.  

Because we don’t just build HR software. We build people. Learn more about our services at www.humanmanager.net  

Also keep the momentum going and join our community – The HR Growth Circle  

🔗 Join here 

  

Categories
HM Digest

Future-Ready HR: Equipping Students with Practical Skills That Matter

HumanManager partners with UNILAG to shape tomorrow’s workforce.

As the workplace evolves at breakneck speed, the demand for agile, tech-savvy, and people-focused HR professionals has never been more urgent. At HumanManager, we’re not just observing this shift; we’re helping to drive it by investing in the next generation of talent.

Our partnership with the Department of Employment Relations and Human Resource Management at the University of Lagos (UNILAG) is one of the ways we’re closing the gap between academic knowledge and practical, industry-ready HR skills.

In our most recent engagement, we trained about 200 300-level students through an interactive, hands-on session that went beyond the classroom. These future professionals explored real-world HR processes, from payroll outsourcing and performance tracking to digital records and leave management, using the same software HR teams rely on.

Our team didn’t just demonstrate the HumanManager features. We brought real insight into what it takes to manage people and systems effectively in a tech-driven workplace. The feedback? About 200 students left more informed, confident, and empowered to pursue impactful HR careers.

At HumanManager, we believe that building tomorrow’s workforce starts today, by showing up, sharing what we know, and inspiring the kind of curiosity and confidence that goes beyond theory.

Learn more about our services at Explore more at www.humanmanager.net

Because we don’t just build HR software. We build people. Keep the momentum going, join our community – The HR Growth Circle.

Be part of a community of future-minded professionals, mentors, and learners shaping the world of work together.

🔗 Join here

Categories
Innovation

Not Just Days Off: Designing Leave Policies That Show You Care 

By Temitope Adewole

Today’s workforce is more dynamic and diverse than ever. People come to work with different life experiences, values, and needs, and that includes how they take time off. From early-career professionals navigating new responsibilities to experienced employees juggling family or health priorities, the traditional, one-size-fits-all leave policy often falls short. 

Designing leave policies that truly support your people means going beyond compliance and compensation. It requires empathy, flexibility, and a thoughtful understanding of the many ways people work and live today. 

In this article, we explore how people managers can create leave policies that promote wellbeing, boost engagement, and foster a workplace culture where everyone feels seen, valued, and supported.  

Types of Leave & Tailoring Them for Today’s Workforce 

An effective leave framework goes beyond statutory options like annual, sick, or maternity/paternity leave. It should offer adaptable formats that align with generational preferences: 

  • Gen Alpha (Born 2010 onwards): This emerging cohort may still be in higher institutions, but future policies must anticipate their expectations: digital-first processes and a strong focus on wellbeing. 
  • Gen Z & Millennials (20–40) value mental health and flexibility. Options like mental wellness days or remote-friendly time-off can go a long way. 
  • Gen X & Baby Boomers (40+) often juggle work with caregiving, taking eldercare leave, extended sick leave, or phased retirement plans especially relevant. 

Legal Compliance & Considerations   

While innovation is key, adherence to national labour laws remains non-negotiable. Leave policies must comply with regulations in each country of operation, including statutory leave entitlements, minimum wage implications during leave, and tax treatments. HR teams should collaborate with legal experts to ensure policies are up-to-date, especially in multinational environments. 

Communicating Leave Policies Effectively  

A well-designed policy means little if employees don’t understand or trust it. Use clear, jargon-free language and multiple channels (emails, HR portals, onboarding, and even team check-ins) to reinforce leave options. Embedding these discussions into onboarding and performance reviews builds awareness and trust. 

Boosting Satisfaction & Performance   

Research consistently shows that supportive leave policies boost employee morale, reduce burnout, and improve retention. When people feel their personal lives are respected, they’re more likely to stay engaged, committed, and invested in their roles. 

Leverage Technology – The HumanManager Advantage  

HumanManager simplifies leave management through an intuitive, centralized dashboard. With features like real-time leave balances, automated approval workflows, compliance alerts, and leave trend analytics, organisations can stay efficient and proactive. HumanManager’s modular setup also allows you to customise policies by department or region, striking the right balance between compliance and flexibility. 

Categories
Innovation

Designing for Business Growth: How User Experience (UX) can drive Revenue 

By Kolapo Akinlade

It is no news that in today’s competitive business environment, organisations consistently find avenues for growth in every sense of it. One area often dismissed but integral to business expansion is the user interface and experience (UI/UX) in product and service design. A focus on UX helps companies develop products and services that meet users’ needs, elicit interest, encourage engagement, and, in turn, grow revenue. 

The Importance of User Experience (UX) in Business Growth 

1. User Satisfaction: A well-designed product or service equals good user experience, and a building block for satisfaction, loyalty and retention.  

2. Reduction in Bounce Rates and Increased Conversion Rates: A good user experience across business touchpoints can optimise interactions with increased chances of prospects being converted to loyal customers. 

3. Improving Brand Reputation: Sustained use of companies’ touch points by customers who always have satisfying experiences encourages repeat purchases, retention and loyalty among customers who go on to be brand advocates. 

It is noteworthy that research is a critical component of UX, providing valuable insights into user needs or pain points, behaviours and motivations. Businesses should harness these research outputs to address users’ motivations and meet their needs or expectations. 

This topic will be incomplete without touching on another critical aspect while designing for business growth, that is, Usability Testing and A/B Testing.  

Usability Testing is an essential aspect of UX, allowing businesses to test products and services with real users to: 

  1. Identify Usability Issues  
  1. Validate Design Decisions  
  1. Receive feedback for necessary improvements.

A/B testing, also known as split testing, on the other hand, is a method of comparing two or more versions of a product or service to determine which one performs better. This process helps in the following ways: 

  1. Design Elements Optimisation like buttons, forms and navigation, to enhance user experience and produce business outcomes. 
  1. Provision of guidance on Design Decisions: A/B testing is useful to bring forward the design that best meets the target users’ needs and projects the business in the right light to the market 

In conclusion, from enhancing user experience to boosting client loyalty, UX is essential to business growth. Businesses can develop goods and services which adequately encourage engagement by the Target Market, boost patronage and in turn revenue by making User Experience top priority.