Tag: Human Resource Solution

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Innovation

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

By Tijesuni Olajide

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

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

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

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

1. Never Rely on a Single Payment Channel 

The Problem 

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

Our Fix 

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

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

Results 

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

Lesson Learned 

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

2. Automate Compliance or Drown in Paperwork 

The Problem 

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

Our Fix 

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

Results 

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

Lesson Learned 

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

. Holidays & Leave Rules Will Surprise You 

The Problem 

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

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

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

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

Our Fix 

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

Results 

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

Lesson Learned 

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

4. Cloud Tech is the Real Deal 

The Problem 

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

Our Fix 

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

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

Results 

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

Lesson Learned 

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

5. Local Expertise Beats Fancy Software 

The Problem 

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

Our Fix 

We went local: 

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

Results 

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

Lesson Learned 

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

Ready to Get Payroll Right? 

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

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

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

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

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

Categories
Managing Teams

How to Create a Workplace Where Every Mind Matters  

By Opeyemi Olutan  

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

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

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

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

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

How do you close this gap? 

1. Listen more 

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

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

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

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

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

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

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

🔗 Join here 

Categories
HM Digest

HumanManager is Showcasing the Future of Work at ICTEL EXPO 2025 

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

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

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

What to Expect 

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

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

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

✅Build resilience with intelligent HR systems 

✅ Align people and purpose 

✅ Turn workforce data into smarter decisions 

✅ Support the realities of modern work in Africa 

More Than Just Tech 

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

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

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

Join Us at ICTEL 

Venue: Grand Ballroom, Oriental Hotel, VI, Lagos 

Date: July 29–30, 2025 

Time: 9AM–6PM daily 

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

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

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

Categories
Managing Processes

Realistic Strategies for Financial Security in Today’s Workforce  

By Olorunwa Olowogboyega

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

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

Why Employers Should Support Financial Security 

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

The HRTech Advantage: Turning Data into Stability  

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

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

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

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

Here Are Realistic Strategies  

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

A. Daily Strategies:  

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

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

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

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

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

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

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

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

C. Mid-Term Strategies (5-15 years)  

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

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

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

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

D. Long-Term Strategies (15+ years)  

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

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

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

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

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

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

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

🔗 Join here 

  

Categories
Innovation

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

By Temitope Adewole

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

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

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

Types of Leave & Tailoring Them for Today’s Workforce 

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

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

Legal Compliance & Considerations   

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

Communicating Leave Policies Effectively  

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

Boosting Satisfaction & Performance   

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

Leverage Technology – The HumanManager Advantage  

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

Categories
HM Digest

Prioritizing self-care on busy days 

By Olakunle Yusuff 

Let’s face it, even with flexible work structures—remote, hybrid, full-time, part time, and others—you sometimes feel overwhelmed and casually say, “I am tired.” It is familiar, right? We live in a fast-paced world such that balancing work, family, recreation, and others, often leaves little or no time for self-care.  

Here are four effective strategies to prioritise self-care, even on your busiest days, and maintain a balanced state of physical and mental health:

1.) Regular Exercises 

 Exercising is one of the best ways to keep high energy levels and reduce stress. A brisk walk, short run, or home workout—regular physical activity boosts mood, improves focus, and helps manage stress. An early morning or break time session of 20-30 minutes’ walk around your neighborhood or office block may just be what makes the difference. Make exercise a non-negotiable part of your daily routine. 

2.) Meditation Break 

Meditation breaks, no matter how short, can help you reset and stay relaxed or focused. A 5-minute session of mindfulness or deep breathing can clear your mind and reduce anxiety. These moments allow you to step away from the chaos and return to your tasks with a refreshed mindset. Breaks such as this may be most useful at the peak of your workload or start of day.  

3.) Spend Quality Time with Loved Ones 

Spending time with family or friends helps you to decompress, share your thoughts, and feel supported. A brief phone call to a loved one during work hours or even a shared meal can uplift your spirits. Take advantage of lunch break to engage in non-work-related conversation. It is important to remember that meaningful relationships are part of what keeps you grounded. 

4) Personal Time 

Do you have me time? Are you hard, fast, and disciplined with it? Enclosing yourself in your library to read a non-work-related book or exploring your hobbies could be the tonic that gives you that mental or physical relief. Plan your me time ahead, make it regular, and be consistent. 

To achieve great physical and mental well-being, it is important that you are intentional about your work-life balance. A plan to exercise, meditate, socialise with friends and family, and most importantly, having your me time must be a priority. 

Olakunle Yusuff is the Brand & Marketing Lead at HumanManager Limited. He shares his personal fitness journey with anyone who is looking to stay fit or seeking accountability partners. 

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 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
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]