Humane Manager Showcases Data-Driven Workforce Management at CIPM Conference
Kola Oyelere, Abuja
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HumanManager Limited has highlighted the growing importance of workforce intelligence in helping organisations understand, develop and deploy their people more effectively.
The company made this known during the Chartered Institute of Personnel Management of Nigeria (CIPM) 58th International Conference and Exhibition (ICE), held from September 21 to 24, 2026, at the Bola Ahmed Tinubu International Conference Centre, Abuja.
At the four-day event, HumanManager showcased its Competency Management Module and engaged human resources professionals and business leaders on the need for organisations to move beyond traditional workforce administration to gain deeper insight into employee capabilities.
The conference, held under the theme, “Repositioning for Value and Impact,” brought together HR professionals, business leaders, policymakers and other stakeholders to examine emerging issues shaping the future of work and people management.
Speaking on the evolving role of HR technology, the Managing Director of HumanManager Limited, Udy Ngele, said people strategy could no longer be separated from overall 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,” he said.
Ngele added that HR professionals must increasingly contribute to discussions around organisational growth, transformation and long-term resilience, with technology providing the data and insights required to make such decisions more informed and actionable.
He noted that the growing link between workforce capabilities and business performance was making workforce planning a broader organisational priority.
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Also speaking, the Group Head, Business Development and Partnerships, HumanManager Limited, Abdulwasiu Issah, said organisations needed greater visibility into their workforce capabilities to make purposeful decisions about talent development and business performance.
Issah said competency management provides organisations with a structured approach to understanding existing workforce strengths, identifying development priorities and determining areas where additional capabilities are required.
“Organisations cannot effectively develop the workforce they need if they do not have a clear understanding of the capabilities that already exist within the organisation,” he said.
According to him, understanding employee capabilities is increasingly important as skills requirements continue to evolve.
He said workforce data could support decisions on employee development, talent deployment, succession planning and overall workforce readiness.
The company’s Competency Management Module, he added, is designed to give organisations greater visibility into workforce capabilities and areas where further development may be required.
The Lead, Brands and Marketing, HumanManager Limited, Jerry Adeyeri, said the changing nature of work was also redefining the role of technology in human resource management.
“HR technology is moving beyond the administration of workforce processes. 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,” Adeyeri said.
He added that technology should not only help organisations manage their workforce but also enable them to understand and maximise the capabilities of their people.
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HumanManager’s participation at the conference provided HR practitioners and business leaders with an opportunity to explore the practical application of competency management and the use of workforce information to support structured employee development and workforce planning.
The company said its participation also reinforced its focus on helping organisations gain greater visibility into the people and capabilities that drive organisational performance, particularly as businesses respond to changing skills requirements and evolving organisational priorities.
