Tag: HR Management

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Managing Leaders

5 Steps to Overcome a Career Plateau

By Angela Oghenejode

A career is more than just a job, it is what we diligently build with our skills and talents while providing personal fulfillment and a sense of purpose.

The moment you no longer feel fulfilled, recognized, appreciated, and undervalued, a career plateau sets in. This occurs due to several factors, reaching a stage in your career where it feels like progression is no longer possible, lack of job openings for growth, or personal factors that curtail career development. This often leads to feelings of being stagnant in your current role, decreased motivation, frustration, boredom, and dissatisfaction with the work environment or career prospects. Encountering a career plateau should not signal the end of the road, rather it is a time to go back to the drawing board to reassess & reinvent to come back renewed.

Here are five steps to help employees and employers overcome a career plateau.

1. Recognize the Signs

For employees, the first step is to recognize the signs of a career plateau—feeling bored, unchallenged, or stuck in the same position for an extended period. Employers should also be vigilant in identifying these signs among their team members, as it can affect job performance and overall productivity. Conducting a self-assessment helps employees understand their strengths, weaknesses, and career goals, which is essential for determining the root cause of the plateau. Employers can facilitate this process by offering regular performance reviews and feedback sessions.

2. Pursue Skills Development

Employees should actively seek opportunities to upgrade their skills through professional development courses, workshops, or gaining new certifications. This not only prepares you for future roles but also keeps you engaged in their current position. Employers can support this by offering a robust training and development program that includes internal training, online courses, seminars, and even tuition reimbursement for relevant studies. By investing in employees’ growth, companies not only enhance their talent pool but also improve employee satisfaction and retention.

3. Explore New Responsibilities

Employees who feel stuck should look for new challenges within their current roles. This might include taking on additional responsibilities, seeking out job rotation opportunities, or leading new projects. Employers can play a crucial role by identifying and offering these opportunities. Even if there’s no immediate chance for promotion, giving employees more autonomy or new tasks can make their current roles more fulfilling and prevent burnout.

4. Facilitate Networking Opportunities

Networking is vital for career growth. Employees should actively engage with peers, attend industry events, and build connections that might lead to new opportunities or career insights. Employers can foster networking by encouraging participation in professional organizations, hosting company events, and promoting cross-departmental collaboration. A strong network can help employees explore new career paths and gain perspectives that are essential for overcoming a plateau.

5. Seek Mentorship

Mentorship can be a powerful tool in navigating a career plateau. Employees should seek out mentors who can offer guidance, share experiences, and encourage during challenging times. For employers, establishing a formal mentorship program can help employees connect with seasoned professionals who can guide them through their career journey. This not only benefits the employee but also strengthens the organization by building a culture of continuous learning and support.

A career plateau, though difficult, offers a chance for growth for both employees and employers. By identifying the signs, enhancing skills, taking on new challenges, expanding networks, and seeking mentorship, employees can revitalize their careers, while employers can foster a more engaged and energized workforce. When navigating a career plateau, remember Jenny Steve Jobs’ advice: “The only way to do great work is to love what you do. If you haven’t found it yet, keep looking, don’t settle.” Let the plateau drive you to discover the best opportunities and focus on where you want to be.

About The Author

Angela Oghenejode is a product manager at HumanManager, where she is responsible for system users’ performance and overall business growth. Angela holds an MBA, and she is an Alumna of the Lagos Business School.

Categories
Innovation

Guide to Payroll Management for Global Teams 

By Aisosa Ajayi

In today’s globalized world, businesses often extend their reach beyond national borders, establishing global teams. Managing payroll across different countries poses unique challenges. Here are five essential strategies for Human resources, compensations, or total reward professionals to manage global payroll effectively, ensuring compliance, efficiency, and employee satisfaction. 

  1. Navigate Local Employment Laws 

Complying with local employment laws is crucial for global payroll management. Each country has unique tax system, employee rights, compensation standards, and mandatory benefits. Familiarize yourself with local payroll laws, including tax obligations, social security contributions, and labour requirements. Engage local payroll providers, tax consultants, or legal advisors to avoid legal issues and penalties. 

  1. Choose and Integrate Payroll Solutions 

Selecting the right payroll system is vital for efficiency and compliance. Use cloud-based software for multi-country payroll processing, offering automated tax calculations and custom currency conversions. Ensure integration with existing HR systems to streamline processes, reduce errors, and enhance reporting capabilities. 

  1. Establish Clear Communication and Policies 

Effective communication and transparent payroll policies are essential. Develop clear, accessible policies outlining payment schedules, benefits, and tax implications. Conduct regular check-ins with employees to address payroll-related questions and gather feedback for continuous improvement. This ensures everyone is informed and issues are promptly resolved. 

  1. Manage Currency and Exchange Rates 

Handling payments in different currencies and managing exchange rate fluctuations is critical for fair compensation. Pay employees in their local currency to avoid exchange rate issues. Regularly monitor exchange rates when local currency payments cannot maintain equitable pay standards.  

  1. Ensure Data Security and Privacy 

Protecting payroll data and complying with regulations like GDPR is paramount. Implement strong security protocols, such as encrypted data storage and secure access systems, to safeguard sensitive information. Train payroll teams on data privacy practices to ensure responsible handling of employee information and compliance with international standards. 

By focusing on these strategies, Total Reward professionals can effectively manage the complexities of global payroll, ensuring compliance, efficiency, and employee satisfaction. Embrace these practices to enhance overall employee satisfaction and strengthen human resource management. 

“Selecting the right payroll system is vital for efficiency and compliance”

About the Author

Aisosa Ajayi coordinates communications and experiential marketing at HumanManager, where he is responsible for curating and managing messaging, developing content, and staying attuned to industry trends in human resources management.

Categories
Managing Teams

Tips For Building Your Team’s Psychological Safety  

By Helen Akhidenor 

Psychological safety is the shared expectation among employees that they will not be embarrassed, rejected, or punished for sharing ideas, taking risks, and seeking feedback. It does not mean that everyone is nice to each other all the time. Instead, it encourages open dialogue, honest feedback, and constructive conflict resolution, ensuring that everyone feels valued and heard. 

Psychological safety directly impacts an organisation’s bottom line. It is, however, harder to build psychological safety in a hybrid or remote work environment because interactions are primarily virtual. These then present unique opportunities for leaders to forge connections through intentional and authentic communication. 

Read on to discover tips to build your team’s psychological safety: 

  1. Prioritise Learning Over Execution  

When projects fall short, pause to analyse the situation rather than rushing to fix it. See setbacks as valuable learning opportunities that can fuel team discussions and collective problem-solving. This approach fosters an open dialogue devoid of shame, empowering team members to speak candidly about challenges. 

  1. Encourage Experimentation  

Innovation thrives on the willingness to explore new ideas. Promote a culture where taking risks is welcomed and define success in terms of hypothesis testing rather than certainties. This mindset not only encourages creative thinking but also reduces the fear associated with failure, making team members more likely to share bold ideas. 

  1. Foster Curiosity 

As a leader, demonstrate curiosity by asking questions that challenge the status quo. This behaviour not only initiates meaningful conversations but also establishes an environment where vulnerability is accepted. When leaders show that they too have room to grow, it encourages team members to embrace their learning journeys. 

  1. Own Your Mistakes 

Acknowledging your fallibility is essential for promoting psychological safety. By transparently discussing your errors and taking ownership, you set an example for your team. This openness cultivates an atmosphere where team members feel comfortable admitting their mistakes and learning from them collectively. 

  1. Nurture Team Values 

Clear values and norms are integral to maintaining psychological safety within the team. Create a shared mission statement that outlines the principles your team should follow. Regularly revisit these values to ensure they resonate with evolving team dynamics and encourage accountability to uphold them. 

Building a psychologically safe team is a continuous journey that requires commitment and effort from leaders. By implementing these practical tips, you can create an environment where team members feel empowered to express themselves, take risks, and contribute to the organization’s success.  

Remember, fostering psychological safety not only enhances team dynamics but also drives innovation and performance, ultimately leading to a thriving workplace culture. Embrace the challenge and watch your team flourish. 

Equip HR and managers with tools to engage, recognize, and drive performance. Explore HumanManager 

Categories
Managing Processes

5 Proven Hacks for Employee Goal Setting

5 PROVEN HACKS FOR EMPLOYEE GOAL SETTING

By Obinna Kelvin Agomuo

Now performance appraisals have been done and we have already got acquainted with essential steps to take after a performance review. One of the key items to prioritize is goal setting for the next cycle. 

Setting goals is a fundamental practice that can drive both personal and professional growth. As employees transition from performance appraisal season, it’s the perfect time to reflect on the insights gained and look ahead. Whether a manager is guiding a team, or an employee is eager to chart their path, effective goal setting can be a game-changer. Here are five proven hacks to set goals that inspire action and lead to success. 

1. Align Goals with Company visions

The first step in goal setting is ensuring alignment with the organization’s broader objectives. When individual goals support the company’s visions, employees can see how their functions contribute to the larger picture. This creates a sense of purpose and motivation. For instance, if the organization is focusing on innovation, employees should set goals that encourage creative problem-solving and the development of new ideas. 

2. Make Goals SMART

A tried-and-true method for effective goal setting is the SMART criteria. Individual team members’ goals or deliverables must meet with the following to provide clarity and focus. 

  • Specific – Goals should be clear and specific. Instead of saying “I want to improve my sales,” I could say “I want to increase my sales by 20% in the next quarter”. Clearly define what needs to be achieved. Vague goals lead to vague results.
  • Measurable – Ensure the criteria to measure progress can be tracked and the outcome measured. This could be in terms of sales numbers, customer feedback, milestones, or deadlines.
  • Achievable – Set goals that are realistic and attainable. Overly ambitious goals can lead to frustration, while too easy goals can lead to complacency. 
  • Relevant – Ensure that your goals align with your aspirations and the company’s mission. This ensures that efforts are directed towards meaningful outcomes. 
  • Time-bound – Set a deadline for each goal. This instills a sense of urgency and helps prioritize tasks. 

For example, instead of setting a goal to “improve communication skills,” a SMART goal would be “to complete an advanced communication skills training by the end of Q3 and apply the techniques in team meetings.” 

3. Break Down Larger Goals into Smaller Tasks 

Large goals can often feel overwhelming. Breaking them down into smaller, manageable tasks can make them more achievable. This not only makes the goals feel more achievable but also allows for easier tracking of progress. For instance, if the goal is to increase sales by 20% over the next year, it can be broken down into monthly or quarterly targets. 

4. Establish Key Performance Indicators (KPIs) 

To ensure that goals are not only set but also met, it’s essential to establish Key Performance Indicators (KPIs). KPIs are measurable values that demonstrate how effectively an individual or team is achieving key objectives. They provide a clear framework for monitoring progress and making data-driven decisions. For example, if an employee’s goal is to improve customer satisfaction, a relevant KPI could be the Net Promoter Score (NPS). Regularly tracking KPIs helps in identifying areas of improvement and ensuring that efforts are on the right track. 

5. Consider Personal Development 

While professional goals are crucial, it’s equally important to consider personal development goals. These can include improving soft skills, learning new technologies, or enhancing work-life balance. Personal development contributes to overall well-being and can positively impact professional performance. For instance, setting a goal to “finish a stress management course by the end of Q2” can help improve both personal health and workplace efficiency. 

Ready to take goal setting to the next level? HumanManager Performance Management system enables capturing of agreed goals through KPI’s, update of KPI progress and other competencies rating. Schedule a Demo now! 

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
Managing Processes

Mastering Salary Benchmarking: 6 Key Factors to Attract & Retain Talent 

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 HERE to watch the Corporate Catalyst Conversations (#CCC) second edition webinar. 

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 Processes

Choosing the Best HR Tech: Essential Factors to Consider 

By Aisosa Ajayi

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]  

Categories
HM Digest

HumanManager introduces exciting features, deepens strategic partnerships to improve customer satisfaction

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.

READ MORE: 7-must-have-hr-modules-for-your-organisation

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.

READ MORE: why-you-should-be-a-hr-business-partner-today

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