salary benchmarking is vital to creating a fair and competitive compensation structure.
By Opeyemi Olutan
In a rapidly evolving job market, staying competitive in terms of compensation is crucial for attracting and retaining top talent. Salary benchmarking helps to ensure that your organisation’s compensation packages are fair, attractive, and aligned with industry standards. By considering diverse variables, you can develop a comprehensive strategy that adapts to the changing dynamics of the job market.
Here are six essential variables to consider when conducting salary benchmarking.
1. Industry trends and standards
Staying abreast of the latest industry salary trends and standards is essential to stay competitive. By understanding what other companies in the industry are offering, your firm can adjust its compensation packages to attract top talent.
2. Geographical Location
Salaries can vary significantly based on geographical location due to factors such as the cost of living and regional demand for specific skills. Adjusting salary benchmarks based on location ensures fairness and competitiveness in different job markets.
3. Job Roles and Responsibilities
Clear definitions of job roles and responsibilities are crucial for accurate benchmarking against similar positions in the market. Understanding the scope and complexity of each role helps in determining appropriate salary ranges.
4. Skills and Experience
Consideration of the skills, qualifications, and experience required for each role is important in determining salary benchmarks. Employees with specialised skills or extensive experience often command higher salaries, and benchmarking should reflect these differences.
5. Market Supply and Demands
Monitoring the supply and demand for specific job roles in the market is essential for adjusting salary benchmarks. High demand for certain skills can drive up salaries, while an oversupply may keep them lower. Aligning benchmarks with market dynamics helps your firm remain competitive.
6. Company Size and Financial Health
The size and financial health of an organisation can impact its salary structures. Firms with strong financial positions may offer higher salaries to attract top talent, while smaller organisations may need to balance competitive pay with budget limitations. Other incentives like profit sharing, stock options, and performance bonuses can be considered.
By considering these variables, you can develop a flexible and comprehensive salary benchmarking strategy that adapts to changing market conditions. This approach helps in attracting and retaining top talent and ensures that employees are fairly compensated for their skills and contributions.
In conclusion, salary benchmarking is a vital practice to create a fair and competitive compensation structure. By considering the variables outlined above, you can ensure that your firm’s salary packages remain attractive and aligned with industry standards.
For more insights into salary benchmarking techniques and best practices, click HEREto watch the Corporate Catalyst Conversations (#CCC) second edition webinar.
The war for talent is real! Most employees are actively considering new job opportunities that align with their aspirations and career growth. While a competitive salary is certainly important, it is just one piece of the puzzle. Employees now crave a workplace that fosters growth, values well-being, and aligns with their values.
So, how can your firm stand out in a crowded marketplace and attract – and keep – the best talent? Here are seven powerful strategies that go beyond the paycheck to create a work environment that top talent will love:
Have a Compelling Benefits Package
Move beyond the basics. Offer a comprehensive benefits package that includes health insurance, retirement plans, generous paid time off, and learning opportunities for professional development. This shows your commitment to your employees’ overall well-being and future success.
Prioritise Work-Life Balance
Today’s employees are juggling work, family, and personal commitments. Offering flexible work hours, remote or hybrid work options, and supportive policies for parental leave or caregiving demonstrates that you value their time and well-being.
Cultivate a Positive Work Culture
It is not just about tennis tables and free lunches (although, these can be nice perks!). Build a positive culture of open communication, collaboration, and a sense of community. Encourage teamwork, recognise employee contributions using data-driven performance appraisal, and empower your team members to do their best work.
Invest in Career Development
Employees want to feel like and see that they are growing and progressing in their careers. Provide clear paths for advancement, mentorship programs, and opportunities for skill development and training. This shows your employees that you are invested in their long-term success within the company.
Recognise & Reward Achievements
A simple “Thank you” and “You did a great job” goes a long way. However, consider implementing programs that acknowledge employee contributions through bonuses, incentives, or public recognition. Feeling valued and appreciated boosts morale and motivation to do more.
Promote Workplace Wellness
A healthy workforce is a happy and productive workforce. Go beyond traditional health insurance by offering employee assistance programs, mental health support, and on-site wellness initiatives.
Align with a Higher Purpose
Help your employees connect their work to a bigger mission. What positive impact does your company make in its immediate environment and beyond? What Corporate Social Responsibility (CSR) initiative is your firm supporting?
By aligning with employees’ values and offering work that contributes to a meaningful purpose, you can enhance job satisfaction and loyalty.
Embrace Technology for Recruitment and Retention
Job seekers can easily rate a firm based on the recruitment process and the attitude of interviewers. The good news? HR tech, social media, Artificial Intelligence (AI), and other technological tools can significantly enhance your recruitment process and employee retention. Explore platforms that facilitate easy communication, knowledge sharing, and onsite and virtual team building.
By implementing these strategies, you can create a work environment that goes beyond just a paycheck. You will attract top talent who is looking for a place to grow, contribute, and feel valued.
Ready to learn more about building a talent-magnet company culture?Click Here to watch our webinar replay on salary benchmarking techniquesand Subscribe to our newsletter for HR tips and insights delivered straight to your inbox!
Once a benefit for only a select few, remote work is now an integral part of our professional fabric. Since the pandemic in 2020, about 49 percent of sub-Saharan African enterprises have retained a remote work culture in one form or another. This transformation ushers in training and learning needs that traditional office settings often do not require.
Managing a remote team comes with its challenges, including ensuring that team members have the necessary soft and technical skills to thrive in a virtual environment. To achieve success in remote teams, you must identify, and address employee learning needs as stated below:
Effective Communication
Remote teams convey their ideas and feedback via written and verbal communication. As such, team members should be coached on effective communication, email etiquette, project management/messaging platforms, and virtual meeting tools to avoid misinformation.
Remote team members can empower themselves with courses on e-learning platforms or workshops focused on effective communication in a virtual environment. Beyond teams, organisations must also communicate clearly with all employees through regular news feeds, intranet chat lines, and online townhall sessions.
Time Management
Remote work offers flexibility in terms of when and where team members work, but it also requires significant levels of self-discipline and time management skills. Team members must be able to prioritise tasks, set deadlines, and manage their time effectively to meet project goals and deadlines.
To enhance time management skills, remote teams can utilise project management tools and calendars to organise their workload and track progress.
Another key issue is meeting management. Organisations should adopt a single application for virtual meetings to avoid clashes and stick to meeting schedules as a corporate culture.
Technology Know-how
Remote teams rely heavily on technology to communicate, collaborate, and complete tasks. As such, remote team members should be proficient in using a variety of digital tools and platforms to work effectively in a virtual setting. This includes familiarity with video conferencing software, project management tools, filesharing platforms, and other technology solutions that facilitate remote work.
Security
Remote work comes with data security risks. New and modern frameworks should be adopted, and all employees should be aware that data security is their joint responsibility. Network hardening should be implemented since staff work from different local uncontrolled environments. Data loss protection (DLP) policies and technologies may be employed in addition to employee training.
Team Building
Remote team members should build strong relationships, establish trust, communicate openly, and work effectively with colleagues from diverse backgrounds and locations. This can be done through regular meetings or check-ins to maintain connections and build rapport with colleagues, as well as virtual team-building activities like online games, group discussions, or collaborative projects.
Team leads and human resources managers are also responsible for tracking engagement and mental stress among employees. Full remote organisations could sponsor physical hangouts periodically to foster a better corporate identity.
Lastly, remote teams have unique learning needs that must be addressed to ensure their success in a virtual work environment. By investing in training and development opportunities/Platforms for remote teams, you can empower your employees to work effectively and collaboratively, regardless of their physical location.
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.
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.
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
In a world driven by constant evolution, staying ahead requires continuous learning and adaptability. HumanManager proudly unveils its latest offering – the Learning module, a robust platform designed to empower your staff and propel them towards their full potential.
Gone are the days of traditional training methods. Today, a sophisticated LMS is imperative for staying competitive. A well-structured learning management system serves as the backbone for efficient training, ensuring that employees are equipped with the skills needed to navigate the rapidly changing business environment.
With our Learning module, we have set new standards that fit current business needs for tailored and impactful learning experiences.
What makes our LMS unique?
Our LMS’ vast content library offers a comprehensive pool of courses tailored to specific needs and goals, which you can access on the go. Aside from learning through this platform, employees can become content creators, fostering internal expertise and crafting custom learning materials.
Effortless management and delivery are at the core of HumanManager Learning. With smooth scheduling and top-notch support, organising training sessions becomes easy-peasy. You also get to stay compliant with organisational guidelines – thanks to detailed reports and valuable insights that inform training strategies and track progress effectively.
The interactive and engaging learning experience is taken to new heights with features like virtual classrooms, multimedia support, and online assessments. These elements foster active participation, collaboration, and knowledge retention, ensuring that the learning journey is not only informative but enjoyable.
HumanManager Learning goes beyond being just an LMS. It is key to unlocking the full potential of your staff and propelling your organisation towards a future of continuous success and innovation.
Email: [email protected] or call +2342016348922 to learn more about HumanManager Learning Module.
It’s the start of a business year, and you need the right operational tools to scale. These tools include adopting flexible and tailor-made human resource technology that will significantly impact your organisation’s efficiency and effectiveness.
With a plethora of options in the market, it is essential to carefully consider critical features that make the selected Human Resources Information System (HRIS) the best fit for your company. In this article, we have dissected the key factors to consider.
1.Automation
An HRIS’s primary advantage lies in its ability to automate manual processes, enhance efficiency and minimise errors. Choose a solution which incorporates features such as an automated workflow on HR processes and employee self-service functionalities. These features contribute to a seamless and error-free workflow.
For instance, HumanManager helps you automate all processes from employee entry to exit which gives you the time to focus on strategic business growth.
2.Integration
Efficient integration with new and existing software is crucial for a streamlined workflow. Choose an HRIS that can be integrated with other employee management solutions, including payroll, time and attendance, and benefits management. This integration ensures a cohesive data flow, eliminating the need for manual data entry and reducing the chances of errors.
3.Reporting
Robust reporting capabilities are essential for gaining insights into various HR metrics and empower you to make informed decisions. Your chosen HRIS should offer customisable reporting features, allowing you to generate real-time data such as employee turnover and headcount.
4.Compliance
Compliance with all extant laws in your area of jurisdiction is non-negotiable for any human resources management system. Choose a solution that provides features such as automatic updates on HR policies, compliance tracking, and other tools that support adherence to legal requirements. Being compliant safeguards your organisation and fosters a culture of trust among all stakeholders.
5.Employee Self-Service
Enhance your overall employee experience with self-service features that foster engagement and reduce the workload on the HR team. An effective HRIS should offer a robust self-service module allowing employees to update their personal information (document uploads, profile update, with little or no paperwork) as well as access data on salary reports, benefits, and lots more.
6.User-Friendly Interface
How user-friendly is the HRIS interface for your HR managers and employees?
Choose a system with an intuitive, user-friendly interface that facilitates easy navigation. A good interface promotes adoption across the firm, ensure that all users can leverage the system’s functionalities without extensive training.
Selecting the best HRIS requires a thoughtful analysis of factors that align with your organisation’s specific needs. By prioritising automation, integration, reporting, compliance, employee self-service, and a user-friendly interface, you can identify an HRIS that not only streamlines HR processes but also contributes to the overall success of your firm.
Look beyond the popularity of the software and invest time in understanding your unique business requirements before selecting the best fit solution. Want to scale your business and give your employees the ease that they deserve? Visit www.humanmanager.net for more information or send an email to [email protected]
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.
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:
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]
Work Life Balance (WLB) is one topic of discuss that won’t be going away anytime soon as the context and environment of work continue to take on different moulds.
Despite the seeming exhaustive variants of information out there, WLB means different things to different people and several factors contribute to the mix. The generation you fall into, your occupation, your present stage in life, family type, presence of children and their ages, habits, the size of your pocket what you do outside of work, the prevalent pandemic conditions (lockdown, remote work, hybrid work, etc.), and the list goes on.
So, in writing this piece, I have had to look inward, considered the many tales of colleagues and friends, different opinions picked up here and there and what I have observed. I write not as an expert in this field but as an employee. Here we go!
Work-Life-Balance: Myth or Reality?
Is it possible to arrive at that perfect WLB destination? I wish a quick “Yes” answer would fit. But with the office workload staring you in the face, everyday chores, and your long
bucket list, it is easier to see WLB as a myth — that one destination of sweet harmony with work and life in which employees wish to bask for life.
Is WLB achievable then? Absolutely! The reality is that we all have attained WLB at different times of our lives. Remember that week that you felt so fulfilled, and each day seemed to just run perfectly? No burnout at the end, daily plans achieved without a grind, lots of laughter with family and friends, you even managed to squeeze in a “me” time. You wished the week would not end! The wonder, however, is how quickly we lose it.
If you have tasted the satisfying and fulfilling experience once, then it is important to find that formula to remain there as long as possible. The result is always a win-win for the employee and employer.
Achieving Work-Life-Balance as an Employee
WLB for an employee means less stress levels, little or no burnout, increased self-esteem and wellbeing, better sleep routine, mental alertness, productivity, etc. You can achieve these and more when you:
· Understand what WLB truly means for you in your peculiar space.
· Monitor your typical work week. Keep a log of your activities (on and off work) for a week, noting how much time was spent on what.
· Plan your desirable work week. What would you like your ideal week to look like?
· Draw up a realistic schedule that works for you.
· Love what you call “work”. In case you are struggling as a lot of employees do, find ways to stay motivated daily — look for persuasive reasons to show up.
· Watch your space, set your atmosphere and eliminate toxicity.
· Take that vacation! The work never stops.
· Pay attention to your health. You will need it to show up productive every day!
Dear Employer, you can support your employees to achieve a practicable WLB in these interesting times
According to Chris Chancey, Founder and CEO of Amplio Recruiting, employers who are committed to providing environments that support work-life balance for their employees can save on costs, experience fewer cases of absenteeism, and enjoy a more loyal and productive workforce.
Here are a few ways your organisation can show care and provide support for your employees in pursuit of WLB:
· Deliberately make WLB a company culture.
· Train and retrain line managers with the requisite knowledge and skills.
· Don’t assume remote work = less work = less productivity
· Eliminate key man risks. Have a succession plan.
· Ensure you have a functional, dynamic, and an up-to-date HR that ensures employees well-being.
· Keep a close eye on your leave management. Have a leave plan, and closely monitor to ensure staff are taking the needed breaks. · Adopt an easy-to-use, flexible, and secure HR solution like HumanManager for your team anywhere they are.
A consistent WLB is possible if both employees and employers work together to make it happen. “Start by doing what is necessary, then what is possible and suddenly, you are doing the impossible” (Francis of Assisi). Get started today at www.humanmanager.net.
