HR should be about empowering people and driving business growth, not getting stuck in endless administrative bottlenecks. Yet, too often, HR teams spend valuable hours chasing approvals, resolving payroll issues, or responding to routine staff requests. This results in slower operations, frustrated employees, and less time for strategic work.
The HumanManager Mobile App was designed to change this. By putting essential HR tools directly in the hands of employees and managers, it removes delays, minimises errors, and improves transparency across the organisation.
Here are five common HR bottlenecks and how our mobile app solves them.
1. Slow Leave Approvals
The Bottleneck: Paper forms, scattered emails, and forgotten requests often slow down decision-making and disrupt workforce planning.
The Solution: Employees can submit leave requests instantly — anytime, anywhere from the app. Managers receive push notifications and approve or decline on the spot. This feature speeds up decision-making and keeps schedules running smoothly.
2. Payroll Errors and Disputes
The Bottleneck: Manual payroll processes often leave room for errors. When employees lack visibility into their pay details, frustration builds, and HR teams get bogged down resolving endless complaints.
The Solution: The app gives employees instant access to their pay slips and salary history. Its seamless payroll integration reduces human error, while built-in transparency fosters trust. This results in a happier workforce.
3. Scattered Communication
The Bottleneck: Important HR updates, policy changes, and announcements often get buried in crowded inboxes. As a result, employees miss critical information, and organisations risk miscommunication or non-compliance.
The Solution: The app pushes notifications for employees to stay informed, aligned, and compliant.
The Bottleneck: Performance reviews often drag when appraisal forms pile up. The process becomes time-consuming and demotivating for both employees and managers.
The Solution: The app streamlines the entire appraisal process. Employees can complete self-assessments easily, while managers provide structured feedback directly. HR can monitor progress in real time, ensuring timely evaluations, stronger accountability, and a culture that truly celebrates performance and growth.
5. Overdependence on HR for Simple Tasks
The Bottleneck: Employees often rely heavily on HR for basic requests, from updating personal information to retrieving employment records. This constant back-and-forth creates queues, delays, and unnecessary workload for HR teams.
The Solution: With the app’s self-service features, employees can easily update personal details, view employment history, and download essential documents anytime, anywhere. HR teams spend less time on repetitive admin tasks, while employees enjoy greater control, speed, and convenience.
Final Thoughts
HR bottlenecks may seem minor, but over time they erode trust, slow down operations, and weaken productivity. The HumanManager Mobile App addresses the most common pain points from leave approvals and payroll visibility to communication, performance tracking, and self-service. This transforms everyday obstacles into opportunities for growth.
Ready to modernise your HR processes and deliver seamless employee experiences? The HumanManager Mobile App is more than a tool; it’s a reformative transformation.
Our Managing Director, Udo Ngele, is one of the tech leaders putting Nigeria on the global map. Sitting at the helm of HumanManager Limited, a flagship of Africa’s foremost software powerhouse, SystemSpecs Group, Ngele has quietly shaped some of the nation’s biggest digital milestones beyond electronic human resource management.
A pioneer in HR automation, his career reflects a rare blend of innovation and versatility, with his fingerprints spread across landmark initiatives like the Treasury Single Account, Integrated Payroll and Personnel Information System, and the celebrated “ghost worker-catching” solution that saved the country a fortune while driving accountability in governance.
This interviewchronicles his inspiring trajectory as a Lagos Business School alumnus, who rose from a junior developer at SystemSpecs to now calling the shots at the top. His Midas touch is in transforming digital HR from a basic payroll tool into a fully cloud-enabled and enterprise-grade solution built for the realities of modern work, as well as his candid views on how technology is redefining HR’s role and the future of work…
How did your interest in technology begin, and what was the learning environment like in your early years?
My technology journey began with a love for mathematics. As a child, I imagined a future in that field, but as computer science started gaining prominence, I saw a natural bridge between the two. A good mathematician, after all, often makes a good programmer. That realisation sparked my interest in computing and software development.
Technology then was not what it is today. The programming languages we used to write programs were FORTRAN and Pascal. Fortunately, my school, Federal University of Technology, Minna, had one of the best IT laboratories of its time. The resources were few relative to the number of students, but the exposure was a good enough foundation.
With all the improvements we have today, the basics remain the same. Programming is still all about logic: being able to write good algorithms, structure applications in tiers, and ensure the end product actually meets requirements.
HumanManager MD, Mr Udo Ngele, and team members at the ICTEL – LCCI 2025 event in Lagos
How have the lessons from your early training continued to influence how you learn, lead, and innovate in today’s tech-driven world?
Growth is about moving from what was relevant yesterday to what matters today. Over time, I’ve pursued continuous training, many of which were supported by our parent company, SystemSpecs, to stay ahead of evolving trends. The same applies to organisations.
I remember when we first transitioned from client–server applications to web-based platforms. Initially, I questioned the move, asking, “Why put such critical systems on the web?” But as the world changed, it became clear that what once seemed unnecessary quickly became indispensable.
This is a reminder that both individuals and organisations must keep learning and adapting, because what appears less valuable today may turn out to be vital tomorrow.
Is that to say that HumanManager emerged as a response to evolving workplace dynamics?
Back then, there was no internet, and most organisations operated on closed networks. Many questioned why HR applications should even be online. But we recognised the gap and became one of Africa’s earliest HR automation pioneers.
As the workplace evolved with globalisation, migration, and new work realities, we kept adapting. HumanManager 3.0 handled payroll, tax computation, and basic HR. In versions 4.0 through 4.3, we introduced biometrics and powered the Federal Government’s IPPIS nationwide payroll system.
In 2007, version 5.0 marked our first bold step into the cloud, setting the stage for today’s HumanManager 7.0, a fully cloud-enabled, enterprise-grade platform. This latest version reflects lifestyle changes and modern work, with tools for learning, performance tracking, résumé management, and remote work management.
Your application automates HR processes from employee entry to exit. What roles remain for HR personnel within organisations?
Automation doesn’t eliminate HR roles; it simply redefines them. Just as with AI, machines can take on repetitive and even cognitive tasks more efficiently, but they cannot replace human judgment, strategy, empathy, or culture-building.
Yes, some roles may shrink, but the human element remains central in areas like strategy, leadership, and people management. Businesses today cannot afford to resist digitisation; the environment is too fast-moving and resources too scarce. The challenge is to prepare our workforce to adapt so that disruption becomes opportunity, especially in a growing and dynamic economy like ours.
Technology is redefining HR roles. What new responsibilities has this shift placed on HR professionals?
Evolving technology is shifting HR’s focus from monitoring staff’s presence to measuring performance. In the past, being physically in the office was the metric; today, it’s about KPIs and deliverables. Remote work has added another layer, with digital tools now used to track productivity.
However, this is also raising questions about how to define “productive.” HR leaders must adapt by blending technology with human judgment, building smarter processes, and guiding organisations through new workplace dynamics.
Innovation, they say, is continuous, driven by necessity. What often inspires the company’s next move?
Three drivers are shaping our approach. The first is technology itself. It’s no longer just about functionality; people now demand systems that are intuitive and visually engaging. The second is the shift in workplace dynamics, with branch networks, centralised IT, and remote approvals becoming the norm.
Basically, we are driven by our day-to-day challenges. For instance, enabling managers to approve leave or documents remotely came from a real situation within our company. If we were facing those challenges, we knew others were too. The third is client and societal expectations. Concerns about online security have given way to trust in robust controls, while cost pressures and the need for agility have pushed organisations to the cloud. COVID-19 further accelerated remote and hybrid work models.
For us, this means building platforms that are scalable, secure, and simple to use, with features that extend beyond payroll into the wider HR ecosystem. That includes recruitment, onboarding, performance management, expense claims, and even alumni networks to keep former employees connected. We also love to stay ahead by tracking global trends, which is why we are regular attendees of top industry events like the GITEX conference to leverage the latest tech and insights.
Which sectors of the economy have mostly benefited from your solutions?
Over the years, we’ve served clients across sectors, including manufacturing, banking, oil and gas, non-profits, and government. Today, however, our focus is on SMEs.
We’ve made our solutions affordable and easy to onboard, so even a five-person business can access payroll and HR tools without heavy infrastructure costs. While we still serve large organisations, SMEs are the biggest beneficiaries, and we believe they represent the future.
AI is the in-thing. How is this being integrated into human resource management?
For us, we’ve already embedded AI across several of our offerings. Our customer support chatbots now resolve customer queries instantly, while our recruitment assistant can generate job descriptions from simple prompts.
So, instead of manually drafting job descriptions, users can provide basic inputs, and the system generates a complete requirement. We’re also exploring AI-driven workforce monitoring and analytics to give HR leaders deeper insights into employee performance, behaviour, and future trends. Overall, the goal is smarter, predictive, fully digital HR processes that are accessible anytime, anywhere.
The future of work is remote, with technology, especially AI, taking over tasks. My advice to young people is to move beyond routine work and build skills that leverage creativity, strategy, and innovation.
Also, the AI ecosystem is evolving at an incredible pace, shifting from knowledge-based use cases to more agentic and autonomous applications. Organisations are increasingly adopting these technologies to streamline operations, optimise costs, and enhance productivity, fundamentally redefining how people and systems work together.
AI has come to stay; it is not a passing trend but the future of work itself. As it continues to mature, we are not just observing this shift; we are actively shaping it. By embedding AI and digital innovation into our solutions.
What do you consider the most pressing HR challenge in Nigeria, and what opportunities does it present?
I would say the biggest challenge is the quality of human resources. We have the numbers but not always the skills, from basic communication to technical competence and critical thinking. Employers often interview dozens of candidates to find one or two suitable ones.
The “Japa” wave has also worsened the problem, draining experienced talent not just in healthcare but in technology too. Thankfully, regulatory bodies are helping to bridge this skills gap by enforcing standards like ISO, BCMS, and NDPR certifications to help enforce better processes in industries.
Otherwise, the outcome would have been disastrous. The opportunity here highlights the need for stronger succession planning. HR must deliberately build systems that prioritise continuous learning and knowledge transfer, so organisations are not left vulnerable when people leave.
HumanManager MD, Mr Udo Ngele (Middle), and team members during the 2025 Customer Service Week
As a leader in the technology space, how is ‘Japa’ affecting you personally, and how do you navigate around it?
Staff retention has become increasingly challenging, as many skilled professionals now take up remote roles abroad. It’s a reality that requires leaders to rethink engagement and flexibility.
Organisations often invest heavily in developing talent, only to lose key people just as they become valuable contributors.The cycle can indeed be frustrating, as it often creates uncertainty in managing teams. To adapt, I’ve had to be flexible: building stronger relationships, supporting hybrid work, cross-training teams, and even keeping some relocated staff engaged on contract.
For me, the key is not to see Japa as a total loss, but to adapt by treating talent as long-term partners rather than just employees, ensuring that value and connection are sustained regardless of location.
If you could change one thing about how African businesses approach HR, what would it be?’
I would encourage them to place greater value on human capital and make smarter use of the data they already have. For too long, businesses have underestimated the value of human capital and HR data. We gather information but rarely analyse it to guide strategy.
Take the healthcare sector as an example, when leaders dismissed the loss of doctors, we failed to read the warning signs in the data, and today the system is struggling. If African businesses truly leveraged data, they could better understand their workforce, anticipate challenges, and make smarter, forward-looking decisions that strengthen both people and organisations.
You began your journey at SystemSpecs as a junior developer and have risen to become Managing Director—a remarkable trajectory, especially in an era where many advance their careers by moving between organisations. Looking back 24 years, did you ever imagine yourself occupying this seat today?
When I joined SystemSpecs in 2001, I expressed my belief that I could contribute meaningfully to its future. I had no idea how true that would become. Looking back now, I am grateful to be part of its journey and transformation. I joined as a junior developer at the time, never intending to stay longer than five years. But each new challenge kept me engaged.
At first, it was working on the Integrated Payroll and Personnel Information System, also known as the IPPIS project, Nigeria’s centralised digital platform for managing public-sector staff records and payroll. It became one of the country’s most ambitious HR modernisation efforts. From there, I moved into payments with Remita on the Treasury Single Account, and later into cybersecurity as the Chief Information Security Officer. Every phase opened doors to projects that were too compelling to walk away from.
HumanManager has evolved through different eras of technology and workplace trends. From your perspective as someone who has been part of its journey from the start, what key contributions or innovations have shaped its growth and enduring relevance?
HumanManager has remained relevant across multiple generations of technology — a testament to the team’s commitment to innovation and adaptability. A major turning point was our early embrace of self-service HR, long before it became mainstream.
The idea stemmed from our Group Chairman’s belief in simplicity and empowerment — why should HR apply for your leave when you can initiate it yourself? That shift not only streamlined processes but also redefined how organisations engaged their workforce.
Another innovation I’m proud of is what we called the ‘Ghost Catcher’ – a system that combined biometrics with behavioural algorithms to detect ghost workers and eliminate duplicate or fake records. At the time, organisations paid us directly from validated savings on wage bills, and this solution once saved about ₦40 million every month.
Celebrated Global technologist Jensen Huang once said he works seven days a week, and that when he’s not working, he is thinking about working. Does that apply to you, too?
Earlier in my career, I was deeply immersed in work — even during personal time. Over the years, I’ve learned to balance productivity with rest.
Today’s KPI-driven work culture makes it possible to blend family and work, like doing school runs while still meeting deadlines. I’m now more conscious about rest, though I still find myself drawn to solving problems. When I do switch off, I enjoy detective movies.
What strategic value should Nigerians expect to see from your continued expertise and leadership in this sector?
Going forward, our focus is on making work simpler, smarter, and more connected. For example, we’re building tools that allow organisations to monitor performance and use data to predict trends, so HR decisions are based on facts, not guesswork.
Our goal at HumanManager is to digitise HR end-to-end and position it as a strategic driver of growth. That means stronger platforms, visitor management, alumni engagement, embedded financial services like loans and insurance, and deeper integrations. The future of work is digital, and every forward-thinking organisation must digitise.
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.
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 Nigeriaparticularly, 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.
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.
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
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.
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?
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
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.
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.
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.
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.
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.
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.
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.
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.
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!
