HumanManager Pushes Smart HR Management at CIPM Conference
Omolabake Fasogbon
HumanManager Limited has highlighted the growing role of data- driven human resource technology in helping organisations better understand workforce capabilities and align talent with business priorities.
The company stressed this at the 58th International Conference and Exhibition of the Chartered Institute of Personnel Management of Nigeria (CIPM) in Abuja, themed “Repositioning for Value and Impact,”
At the conference, HumanManager presented its Competency Management Module and engaged HR professionals and business leaders on the use of workforce data to improve talent development, workforce planning and employee deployment.
In his delivery, Managing Director, HumanManager Limited, Udy Ngele said organisations must treat people strategy as part of broader business strategy.
“People strategy can no longer sit on the margins of business strategy. The organisations that will remain competitive are those that are deliberate about building the capabilities their ambitions require.
“This means HR must increasingly be equipped to contribute to conversations about growth, transformation and long-term organisational resilience, with technology providing the insight needed to make those conversations more informed and actionable.”
Ngele added that the growing link between workforce capability and business performance was making workforce planning an increasingly important business priority.
Furthermore, Group Head, Business Development & Partnerships at HumanManager Limited, Abdulwasiu Issah said organisations needed better visibility into existing workforce capabilities to make informed decisions on talent development.
“Competency management gives businesses a more structured way to understand existing strengths, identify development priorities and determine where capabilities need to be strengthened. It helps connect people development with the capabilities the organisation needs to achieve its objectives.”
Issah asserted changing skills requirements meant organisations must understand not only the composition of their workforce but also the capabilities available and the areas where additional skills were required.
He said workforce data could support decisions on employee development, talent deployment, succession planning and workforce readiness.
As for the Lead, Brands & Marketing of the company, Jerry Adeyeri, HR technology was moving beyond administrative functions to support better understanding and management of workforce capabilities.
“The opportunity now is to use technology and workforce data to better understand people, support their development and help organisations make more informed decisions about their capabilities. That is an important shift because technology should not simply help organisations manage their workforce; it should help them understand and maximise it.”
The firm’s its participation at the CIPM conference provided an opportunity for HR practitioners and business leaders to examine how competency management and workforce data could support more structured approaches to employee development and workforce planning.