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.
With a strong focus on data protection, machine learning, and strengthening technical readiness, HumanManager Limited has trained about 50 technical engineers during its seminar held recently.
The event, which was to create value, achieve excellence, and meet the evolving demands of end-users, underscores the critical importance of equipping technical engineers from diverse industries with the knowledge and skills needed to harness the potential of data.
Delivering the keynote address, Emeka Azuka Okoye, CEO Cymantiks Limited and a renowned expert in the field of AI and data management, shared valuable insights on the impact of AI on diverse industries while highlighting the importance of efficient data management practices.
Among the participants were software engineers, data analysts, and other technology enthusiasts. They were captivated by the speaker’s in-depth knowledge and expertise, sparking lively discussions among them.
Cross-sectional engagement with participants
The seminar covered a wide range of topics, including machine learning algorithms, data visualisation techniques, data privacy and security, and ethical considerations in AI implementation.
“We are thrilled to have organised this seminar and provided a platform for industry professionals to explore the potential of AI and data management,” said Adekunbi Ademiluyi, Managing Director at HumanManager Limited.
“Our goal is to empower software engineers and tech talents with the knowledge and tools needed to navigate the complexities of AI and effectively manage data for enhanced decision-making,” she added.
HumanManager Limited remains committed to hosting knowledge-sharing initiatives, fostering innovations, and promoting the adoption of advanced technologies across teams.
The success of the seminar serves as a testament to the company’s dedication to supporting professionals in their career growth and equipping them with the necessary skills to thrive in a rapidly evolving digital landscape, in turn boosting end-user experience.
For more information about HumanManager Limited and upcoming events, please visit www.humanmanager.net
There is this saying that “employees do not leave companies; they leave bad bosses”. In a lot of instances, employees have resigned due to the way they were treated by the boss. It is therefore clear that leaders in every organisation play an important role in employee satisfaction or dissatisfaction.
However, no human being is infallible. So, how can any imperfect being who is the boss become worthy of being admired and what characteristics should such a person possess?
A great boss must be a true leader and should not lack these traits:
1. Integrity and Honesty
A great boss is one who has a moral compass and great principles by which they abide. S/he has integrity and will always side with the truth, no matter the circumstance. Such a person is big on honesty – their word must be their bond; they are trustworthy and leave no room for others to question their intents. Honesty breeds trust and with trust comes open communication which strengthens the bond between bosses and their subordinates.
2. Open communication
Communication is the bedrock of any thriving relationship and any boss that is a great communicator will be admirable. As a boss, it is not enough to pass messages to your subordinates without hearing from them. Great communication is a two-way street, not a monologue. You should also listen—not with divided attention—when junior employees speak, bring up ideas or share feedback.
3. Fairness in all Ramifications
To be admired by employees, a boss has to be fair in all decisions. It might seem difficult because, as humans, we always have our preferences. But knowing that and controlling it is what differentiates a great boss from others. Never let your sentiments get the better of you. Be fair to all parties in all decisions.
4. High Emotional Intelligence Quotient (EQ)
This is a must-have. It is the ability to discern, empathise, manage, and understand one’s emotions and those of others in a positive way. With a high emotional intelligence quotient, a great boss can motivate and regulate emotions within themselves and also help employees whenever the need arises. A great boss is able to “read the room” and understand what or what not to say or do and when.
5. Decisiveness
A great boss is decisive and firm. S/he weighs every decision, reviews the pros and cons of each decision before making them and then sticks to the decision that was made. If a boss makes and rescinds always, it makes them look incompetent and that’s not a good trait for an admirable boss. Such bosses are however smart and courageous enough to rescind any ineffectual decision at the appropriate time.
Put these 5 traits into practice and watch as you become a boss people admire. What more do you think will make one a good boss?
Want to make work-life easy? HumanManager can help your business manage your staff in an efficient manner, click here to get started.
To empower organisations to stay ahead of innovations and excel in today’s dynamic business environment, we have rejigged HumanManager, a robust employee-focused HR and payroll software. with innovative features.
This announcement was made during the Breakfast with HumanManager event themed ‘HR and Lifestyle’ held recently in Lagos.
The event hosted business leaders and professionals from diverse industries, including — Ali Baba, GCFR; Dipo Jolaosho, General Manager, Business Development, MTN; Jacklyn Okafor, Managing Director, Cyberbyte Software Limited; Boluwaji Apanpa, Partner, People & Change, KPMG Nigeria; Prof Afọlábí Oladapo, Former Head of Service, Nigeria; and Olufemi Alabi, Partner, Transaction Advisory Service, Ernst & Young Nigeria.
Ernest Ndukwe, Group Chairman, SystemSpecs Holding Limited (SHL); ‘Deremi Atanda, Managing Director, Remita Payment Services Limited (RPSL) and Demola Igbalajobi, Managing Director, SystemSpecs Technology Services Limited (STSL) were also present at the event.
John Obaro, our Group Managing Director, guided the audience through the evolving history of HumanManager, which at her inception set out as SpecPay, a payroll solution, to SpecsMan and SpecsPen. HumanManager was then birthed as a comprehensive HR and payroll solution for organisations of any size.
“From the previous successes of over three decades, HumanManager is positioned to meet the transforming demands of people management and has cemented its position as Africa’s premier HR and payroll software. To achieve this, we registered HumanManager as a corporate entity in October 2022 and appointed Adekunbi Ademuluyi as Managing Director,” he added.
Adekunbi Ademuluyi, our Managing Director, in her remark, unveiled a business remodel that revolves around the entire employee life cycle and new services which include learning, financial services, resume management, process and policy templates services, and mobile application services, amongst others.
“HumanManager 7.0 new features demonstrate our commitment to innovation by infusing lifestyle solutions with HR and payroll services for organisations of any size, structure, and location.
Jipo Jolaosho, General Manager, Sales and Distribution MTN Nigeria; Olagunju Waheed, Board Chairman, HumanManager Limited; Adekunbi Ademiluyi, Managing Director, HumanManager Limited; Ali Baba, Entertainer and Entrepreneur; John Obaro, CEO and Founder, SystemSpecs Holding Company; Jacklyn Okafor, Managing Director, Cyberbyte Software Limited; ‘Deremi Atanda, Managing Director, Remita Payment Services Limited
“HR was just about employing people, but the workplace has changed. Our lifestyle has changed, and we have to adjust our work-life balance. We have added these new features to help organisations across Africa and beyond access the best suite of HR and related services in line with employees’ and employers’ needs. They include learning, remote work management, resume management, intuitive process and policy templates, and lots more,” she added.
With nearly 30 years of experience helping organisations across Africa simplify their payroll and human resource processes, the latest version offers the flexibility to select specific service segments according to needs and budget. These include the Basic, Premium, and Enterprise modules that provide tailor-made business solutions, making HumanManager an excellent value proposition.
Adekunbi added that the employee-friendly design, combined with the latest technological advancements, will enable HR professionals better to integrate their practices into the lives of their employees.
“We believe that this will lead to improved organisational performance, making HumanManager the ideal solution for businesses looking to stay ahead in today’s dynamic business environment,” she stated.
HumanManager has forged strategic partnerships with Migo, Zercoms, Tangerine, Stanbic, Cashconnect, Coursera, AWS, and MTN to further enhance the user experience.
In 2022, HumanManager was recognised for its outstanding contributions to the industry and awarded the “Best Workforce Benefits Management Solution” at the Nigerian Fintech Awards. With the launch of HumanManager 7.0, the software is poised to build on this tradition of excellence and revolutionise HR and payroll management across the continent.
To automate your payroll and HR processes as well as stay updated with evolving technology, visit www.humanmanager.net
The global post-COVID landscape has utterly changed many businesses. From the new normal to conversations around prioritising employee’s mental health, providing relevant perks, the great resignation, enhanced technology tools for staff and customers, and many more, the modern workplace — now more innovative and evolving — will never remain the same!
Suffice to say that 2022 will see a lot of these supposedly temporary adaptations becoming part of the norm. Could this be good news? Yes, I think.
Here are some workplace trends in 2022 and what they might mean for you:
1. Hybrid & Remote-work-first model
2021 did not only prove that employees could be trusted to work remotely, it showed that majority of workers might want to hold on to that model. Just as the number of remote-first companies have multiplied, even more are opting for a hybrid work system.
This implies that hybrid and remote work are here to stay, but the question now is: “How many days should employees work from the office or at home? Dynamic businesses and human resource managers are open to negotiate with their staff on how to work, instead of imposing a straight jacket option for all.
2. Workers having more than one job
Remote work has helped employees save work travel time, which in turn became an opportunity to get extra jobs either owned by the employee or another company. This has inherently widened the talent marketplace as individuals can work beyond their borders, and in different time zones.
As they multitask and split their time appropriately between employers, individuals have a duty to ensure that having more than one job doesn’t have an impact on their ability to perform well in each role.
3. The Great Resignation
One of the post-COVID effects is that employees had time to review their growth process and decide if they want to switch career or continue in their chosen path. This led to the ‘Great Resignation’ and increased competition in the marketplace.
The Great Resignation is empowering workers as more people switch careers and make bold career decisions. The result is that employers now offer better working conditions and incentives to maintain and keep performing staff. The rise of the four-day work week in some companies is proof of this.
4. Improved employee welfare management
Office perks, unlike before, are no longer essentially linked to the buildings in which work is done. So, if you are aiming for happier employees in 2022, there needs to be a mindset shift when it comes to benefits. This could be in terms of flexible work hours or days, competitive salaries, recognition of highly performing staff, contribution to household bills especially when a company cuts down on office work days, wellbeing and mental health benefits or support at work!
5. Skills over roles
There is a big change in how work is assessed as more business managers are now concerned with what potential staff can do, not just what they have done. Skills are germane to drive organisation’s competitive edge and the workflow that makes that happen.
Employees therefore need to develop critical skills that potentially open up multiple opportunities for their career advancement, rather than preparing for a specific type of role they desire.
If you’re preparing for a major career change, you should carry out some research to find out which skills are most important to your future career.
6. Technology growth in the workplace
There is also an increasing technology adoption by businesses and for their customers. For instance, Artificial Intelligence (AI) and data analytics are creating more jobs and helping businesses scale up comfortably and efficiently. These jobs include web development, UI/UX design, UX writing for chatbots, and more.
The insights above are some of the major features of the modern workplace emerging.
What is your business doing differently to key into these changes? How are you as an individual leveraging these changes for your career advancement? Are there more workplace disruptions to look forward to?
Kindly share your thoughts in the comment section.
You’ve probably had that moment when you woke up in the morning of a work day after hearing your alarm go off and wished it was a weekend. Then, you put off the alarm and went right back to bed.
Well, many times, you may have shaken off the thought and prepared for work instead to later join the usual traffic of the city that never sleeps.
You may however feel lighter if you find yourself in the same situation, but now you have to work from home. The thrill and feel of being in control of your time and space is second to none!
Working from home has its perks — the one that stands out is that you don’t have to go through the stress of going to another location just to do your job; rather you work from your preferred location (usually at home), manage your time effectively, complete your tasks for the day and then you are fine. Also, you can envelop yourself from your colleague always doing ‘notice-me’ to be perceived as hard-working or that colleague that likes to bring up random gist during work hours.
However, there are flip-sides to it. There is something quite interesting about congregating in a physical office with co-workers to exchange ideas, observe and learn directly from one another. There is a way a physical space more easily enables collaboration and social skills.
Yes, I heard you thinking all these could happen if they took place virtually as well.
Remote work although more convenient, requires a great deal of discipline to remain productive despite distractions that might not come up in the physical work place. More so, the more usual instant feedback you get from your boss in an office space may not be the same; communication with team members can also be inhibited due to network instability and distractions, and the need to constantly invest on data and stable power supply to keep up with work can be nerve-wracking.
For me, working remotely has increased my sense of responsibility and commitment to work with little or no supervision. It has also helped me discover tools that have made my job easier. Overall, remote work can be a great advantage to self-development and can help you harness your intrapreneurial mindset.
I wouldn’t say I prefer remote work to office work, or vice versa. However, I think a fine blend of both is good for employees and management. Post-COVID work era has offered HR professionals these options to choose and maximise their workforce at little or no extra cost.
So which would you prefer — remote work, physical or hybrid?
Kindly share your thoughts in the comment section below.
