E-Business
Digital Culture Shock: HR’s New Role in The Age of Automation

Automation in HR is more prevalent than ever before with companies all over the world embracing the rise of new technology trends to better the workplace environment, writes Keith Fenner, Vice President: Sage Enterprise Africa & Middle East.
We’re on the cusp of a brave new world as technologies such as 3D printing, advanced robotics, artificial intelligence and the Internet of Things reshape the workplace.
Smart algorithms and machines are taking on more and more of the tasks that humans used to do on factory floors, in financial call centres and even in hospitality and retail.
In manufacturing, we see the advent of Industry 4.0 – a fourth industrial revolution driven by connected devices and sensors, cloud computing, advanced robotics, intelligent software, and a range of other technologies. Companies like Teslaproduce complex products in a smooth, automated process using specialist robots with very little human input.
Autonomous driving vehicles that use computer vision are prowling the streets in pilot projects in many of the world’s largest cities.
Within a few years, driverless vehicles will be commonplace in the transport and logistics centres. And natural language processing (NLP) and machine learning are already enabling wealth management companies to build chatbots that offer basic financial advice to their clients.
Against this backdrop, where many traditional job roles will change or disappear, human resources (HR) departments need to become digital champions for their organisations. Their role is to help people manage a digital culture shock as they adjust to a rapid change in their roles and in the way their organisations operate.
Here are four imperatives most HR departments will face in the years to come.
Coordinating A Blended Workforce
The workforce of the future in most companies will comprise of a pool of full-time employees, a growing contingent of freelances, contractors and on-demand labour services, and machines and AI. Using collaboration tools like Slack and videoconferencing, people from around the world will work together on projects.
This model already exists in many multinational technology companies, but it will become familiar in other sectors, too.
Rather than having a job for life, workers will often be brought together into teams to complete a specific project, before moving onto the next one when it’s complete. Business teams may use on-demand crowdsourcing and labour platforms like Kaggle and Upwork to access skills as and when needed.
HR’s role: synthesising such a workforce where the old hierarchies and job descriptions no longer exist. The focus will be on harnessing the combined power and skills of a diverse workforce, rather than on executing processes.
Managing Change And Reskilling Employees
Technology change is accelerating, leaving many employees and their skills behind. Process workers, especially, need to be reskilled for a world where they’ll need to be entrepreneurial and creative rather than simply able to follow instructions. Human qualities such as emotional intelligence will become more important than technical skills.
HR’s role: to help build a workforce equipped with the digital skills we’ll need tomorrow—user interface design, customer service, strategy and innovation are some areas where people still outperform machines. HR will also need to help existing employees transition to new skills, new technologies and new corporate structures.
Some of the questions that might arise in the next few years will be profound. Should we downsize people to a three-day working week because of productivity advances we have reaped from automation?
How do we strike a balance between privacy and control when we can monitor employees 24/7 through wearable computers? Will people happily take guidance from an AI “boss”? It will be up to HR to guide the workforce through these changes.
Analytics-Powered Decision-Making
With access to a growing pool of data about employees and organisational performance, HR is following the example of marketing and becoming an analytics-driven discipline. HR professionals are using data to get better insight into every HR process, from recruiting to training and retention.
HR’s role: leveraging data about workforce behaviour to drive better performance across the business.
Today, in addition to historic reporting, HR professionals are using data for predictive analytics. It’s not just about tracking historic performance indicators, but looking to the needs and trends of the future. What skills will the business need to support its growth? Where did it recruit its best-performing people? How many people will we need in our service department to support our forecasted revenue growth of 10% for the next financial year?
Higher Levels Of Process Automation
Many organisations have already automated many of their HR processes. A solution such as Sage X3 People, for example, allows them to achieve more efficiency and more control over the cost of their workforce.
It lets organisations store full records of their employees, manage their contracts, forecast and efficiently track working hours, absenteeism and bonuses. These solutions offer powerful reporting and can be accessed anywhere through the cloud. They also offer employee self-service features
HR’s role: implementing technology platforms and processes that give employees a great experience and also empower managers to maximise employee satisfaction and performance.
We’re already seeing the first intelligent HR bots coming to market. They can support colleagues with answers to routine questions such as: “When will we close for the Christmas break this year?” and assist with processes such as on-boarding. This gives HR more time to focus on human interactions that add value than on routine tasks.
Closing Words
The impact of automation on the workforce is passionately debated, with many fearing that technology will put millions out of work.
I am optimistic that technology will create new work as it changes our world and destroys old jobs. Indeed, Deloitte estimated in 2016 that 800,000 jobs were lost to technology in 15 years, but that it seems that it also created 3.5 million new, higher skilled, jobs.
That doesn’t mean that HR departments and employees are not operating in a challenging (albeit exciting) time. It is up to every HR department to seize the opportunities the next wave of digital disruption offer to serve the workforce and the business, and to help the business use the newest tools to maximise the potential of its people.
E-Business
Kaspersky Launches OT Calculator to Align Cybersecurity Investments with Business Goals

Kaspersky’s new online tool has been specially developed for industrial organisations to assess the potential costs associated with insufficient operational technology (OT) security.

By offering detailed financial forecasts, the calculator empowers senior management to make well-informed decisions regarding security investments.
Industrial organisations increasingly depend on interconnected systems, elevating cybersecurity to a critical factor in business resilience and profitability.
According to VDC Research, over 60% of industrial companies last year reported that cybersecurity breaches had led to significant costs. Despite this, a persistent disconnect remains between security teams and executive leadership as security professionals focus on minimising risk, while executives must balance cybersecurity concerns with broader business objectives. This misalignment often results in competing priorities and underfunded security initiatives.
To bridge this gap, Kaspersky has launched the OT Cybersecurity Savings Calculator, an innovative online tool designed specifically for industrial organisations to assess the potential costs of inadequate operational technology (OT) security¹.
The primary aim of this tool is to translate cyber risks into tangible financial metrics and support strategic discussions around priorities and budget allocation. By entering details such as their sector, sub-sector, region, company size, breach history, and existing cybersecurity measures, organisations can estimate their potential cost savings and receive customised, actionable recommendations.
The calculator benchmarks performance against industry peers and highlights the company’s position within the current threat landscape.
“We believe this calculator is a powerful resource for transforming complex cyber risk data into straightforward financial insights. It enables OT leaders, security professionals, and executive teams to develop clear, data-driven business cases and recognise the value of cybersecurity investments. With actionable guidance, it promotes a comprehensive approach to resource management and strengthens overall organisational resilience,” comments Andrey Strelkov, Head of Industrial Cybersecurity Product line at Kaspersky.
E-Business
Local App Developers Rake $1m in Sales in 2025- NOTAP

National Office for Technology Acquisition and Promotion (NOTAP) has said Nigerian software developers have reached significant milestones with locally made applications generating over one million Dollar in sales across domestic and regional markets.

Dr Obiageli Amadiobi, director-general of NOTAP, said this in an interview with the News Agency of Nigeria (NAN), on Thursday in Abuja.
Amadiobi said the development signified the growing strength of Nigeria’s digital innovation ecosystem and how local innovation powers digital growth.
She said it was also a direct outcome of targeted support initiatives led by NOTAP.
She added that the initiative helped to build capacity, protect intellectual property, and connect developers to market opportunities.
According to the NOTAP boss, the journey from concept to impact started with understanding and securing intellectual property (IP) rights, a step many local innovators missed.
“Whether it’s a literary work, a laboratory invention, or a creative digital product, the process of bringing an idea to life demands immense time, skill, and dedication.
“An innovator might wake up with a solution to a pressing problem; spend months testing and refining it and achieve remarkable results; so it is their fundamental right to patent that creation and claim ownership.
“Without this protection, someone else could easily replicate their work; patent it in their name; and legally control what was built with Nigerian brainpower,” she said.
Amadiobi said that the challenge was compounded by widespread digital piracy and counterfeiting, which hit the ICT sector hardest.
“From copied software applications to replicated content on social platforms like TikTok, unauthorised duplication has become a major barrier to growth.
“We see talented young creators develop unique digital content or tools, only to watch others rebrand and profit from their work within weeks,” she said.
The DG noted that most popular online personalities with distinctive styles often don’t realise they could protect their original contributions through IP registration.
She said that to address these gaps and unlock the value of Nigerian innovation, NOTAP implemented a multi-pronged strategy,- a cornerstone initiative – which is the Local Vendor Policy.
“The Local Vendor Policy mandates that foreign technology firms entering Nigeria partner with domestic counterparts,’’ she said.
Amadiobi said that among the performing apps are solutions addressing critical local challenges such as a mobile health platform that now serves 750,000 users across six states.
“There is also the agricultural marketplace connecting smallholder farmers to buyers; and an educational tool that has been adopted by 200 schools to improve learning outcomes,” she said.
She added that the apps were developed by teams that gained skills and resources through NOTAP’s Local Vendor Policy.
According to her, the policy requires foreign technology firms operating in Nigeria to allocate a portion of their technical service fees to local partners.
“Three years ago, many of these developers were only providing support services to foreign companies.
“But today, they are building their own products that compete globally. 60 per cent of last year’s sales came from other African countries, showing our developers can lead on the continent,” she said.
The D-G explained that the one million dollar figure represented sales from over 50 locally developed apps, with individual developers earning between 5,000 dollars and 80,000 dollars from their products.
“Looking ahead, NOTAP aims to double these sales figures by 2027, with plans to expand support to developers focusing on fintech, renewable energy management, and climate adaptation tools.
“These are the sectors identified as high-growth opportunities for Nigerian innovation,’’ Amadiobi said
E-Business
Gold Hits Record $5,110/Ounce Amid Trump Tariff Threats, Geopolitical Fears

Gold prices smashed through $5,100 per ounce on Monday, January 26, surging to a historic peak of $5,110.50 as investors rushed into the safe-haven asset amid escalating geopolitical tensions and U.S. policy volatility.

Gold
Spot gold climbed 2.2% to $5,089.78 by 0656 GMT, while U.S. February futures rose similarly to $5,086.30. The metal, up 64% in 2025—its strongest annual gain since 1979—has now advanced over 18% year-to-date, fueled by safe-haven buying, anticipated U.S. rate cuts, China’s 14th consecutive month of central bank purchases in December, and massive ETF inflows.
Analysts point to a crisis of confidence in U.S. assets, sparked by President Trump’s erratic threats last week. He retreated from tariffs on European allies to pressure Greenland seizure, then vowed 100% tariffs on Canada over a potential China trade deal and 200% on French wines to push President Emmanuel Macron toward a “Board of Peace” initiative.
“This Trump administration has caused a permanent rupture in global norms, driving everyone to gold as the sole refuge,” said Kyle Rodda, senior market analyst at Capital.com.
A weakening dollar—hit by a rising yen and pre-Fed meeting caution—further boosted gold’s appeal for non-dollar holders, with markets eyeing possible yen intervention.
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