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 Discovered a Malware Campaign Targeting Steam Users Through Infected Wallpaper

Kaspersky researchers have uncovered an ongoing malware distribution campaign leveraging Steam Workshop and Wallpaper Engine, a popular Steam application used to create and share animated desktop wallpapers.

Researchers identified multiple infected wallpaper packages which had accumulated thousands of downloads. Steam users in China and Russia were primarily targeted, with other victims located in Singapore, Hong Kong, Germany, Vietnam, India and Canada.
The main goal of the attackers was stealing gaming accounts and deploying additional malware.
Steam Workshop is a built-in feature of the Steam gaming platform that allows users to easily find, install, and manage user-generated content like mods, custom maps, game items, and wallpapers. The Wallpaper Engine app supports several wallpaper formats, including videos, interactive scenes, web pages, and applications.
The application-based wallpaper feature allows executable programs to run directly on a user’s Windows computer, allowing attackers to distribute malicious software under the guise of legitimate content.
Kaspersky identified dozens of infected wallpaper packages available through Steam Workshop. Many of these packages had thousands or even tens of thousands of downloads.
There were two primary delivery methods that attackers used. In some cases, malicious executable files, DLLs, and scripts were bundled directly with the wallpaper package.
In others, attackers hid malware inside password-protected archives, with passwords embedded in archive names or configuration files. Once the wallpaper was installed, malicious payloads executed automatically.
For example, one of the malicious wallpaper samples discovered in December 2025 appeared to function legitimately at first, launching an embedded desktop game without any visible signs of compromise.
In the background, however, the wallpaper deployed the DarkKomet backdoor and installed a modified library designed to target Steam users: it harvested account information and hijacked active Steam sessions.
The attacks were likely conducted by multiple independent threat actors rather than a single group, and were not limited to a single malware family. Across multiple cases, Kaspersky detected malicious wallpapers distributing Lumma and Vidar infostealers and the RenEngine loader. Kaspersky’s security solutions detect and block all malware associated with this campaign.
“Trusted platforms can be abused to distribute malware: the attacks rely on users trusting content hosted within legitimate ecosystems. While many of the malware families involved are well-known, the delivery mechanism enables attackers to reach large numbers of potential victims through seemingly harmless content,” commented Maxim Starodubov, a cybersecurity expert at Kaspersky.
E-Business
Galaxy Backbone @ 20, Unveils New Identity

Galaxy Backbone (GBB) has unveiled a new corporate identity, signalling what the organisation described as a new phase of growth and readiness to support the future of digital governance in Nigeria.

The unveiling of the identity was part of activities marking 20 years of providing critical digital infrastructure and services to government institutions.
According to GBB, the rebranding signals the organization’s strategic evolution from a core government ICT infrastructure provider to a broad national digital transformation enabler connecting governments, businesses, and institutions.
Speaking at the 20th anniversary celebration and awards ceremony in Abuja, Senator George Akume, secretary to the Government of the Federation, urges GBB to lead the next phase of Nigeria’s digital transformation.
Represented by Dr Ibrahim Kana, permanent secretary, General Services Office, Akume, described the organisation as a key driver of modern governance, cybersecurity and digital service delivery across Nigeria.
He said Galaxy Backbone has evolved from a modest initiative into the nation’s foremost provider of secure government connectivity, cloud infrastructure, data hosting and shared ICT services, helping to improve efficiency, transparency and collaboration across Ministries, Departments and Agencies.
‘Digital transformation is no longer an option but a necessity. Nations that embrace technology and innovation are better positioned to achieve sustainable economic growth, improve governance outcomes and enhance the quality of life of their citizens,” he said.
Senator Akume stressed that digital transformation is now essential for economic growth and effective governance. He urged Galaxy Backbone to strengthen its role in emerging technologies, including artificial intelligence, cloud computing, blockchain and big data analytics, to support Nigeria’s digital economy and public sector modernisation.
“The next phase of Nigeria’s digital transformation will require greater innovation, stronger cybersecurity capabilities, expanded broadband infrastructure and deeper collaboration among stakeholders,” he added.
Earlier in his remarks, Professor Ibrahim Adeyanju, managing director of Galaxy Backbone, said the organisation’s journey began with a bold vision to connect government institutions and make digital infrastructure a strategic national asset. He noted that two decades later, the organisation has become a critical pillar of Nigeria’s digital ecosystem.
“Twenty years ago, a bold idea was born. An idea that government could be more connected, that technology could transform governance, and that digital infrastructure could become a strategic national asset,” Adeyanju said.
Professor Adeyanju said Galaxy Backbone’s achievements were made possible through the support of the Federal Government, stakeholders, partner agencies and generations of staff who helped build the institution.
He added that the organisation’s greatest strength remains its workforce and reaffirmed its commitment to innovation, service delivery and talent development.
E-Business
NDPC to Review Data Law to Address AI, Privacy Concerns

Nigeria Data Protection Commission (NDPC) has said that it plans to seek a review of the Nigeria Data Protection Act (NDPA) 2023 to address emerging technologies such as Artificial Intelligence (AI), robotics and big data, amid growing concerns over privacy, cybersecurity and data governance in an increasingly digital economy.

The proposed review comes as regulators across the world grapple with the rapid adoption of AI-driven technologies and the challenges they pose to existing legal frameworks designed to protect personal data and privacy rights.
Experts believe the move signals Nigeria’s determination to align its data protection regime with global technological developments and emerging regulatory standards.
Speaking during activities marking the third anniversary of the signing of the Nigeria Data Protection Act into law, Dr. Vincent Olatunji, national commissioner and chief executive officer of the NDPC, said the current law requires updates to adequately reflect technological realities that have evolved significantly since its enactment.
According to him, the pace of innovation has made it necessary for policymakers to move beyond broad references to emerging technologies and provide clearer regulatory guidance.
“We are in the era of emerging technologies. At the time the law was drafted, we could only make broad references to emerging technologies, but today we can specifically mention Artificial Intelligence, robotics and big data,” Olatunji said.
The NDPC boss noted that technologies which were once considered futuristic have now become central to economic activities, digital services and public administration.
“Ten years ago, nobody was talking about AI the way we are doing now, but today it has become central to virtually every aspect of digital transformation. We need to be more specific about what constitutes emerging technologies and provide examples because the technologies keep evolving,” he added.
Industry stakeholders say the review is timely, given the increasing deployment of AI tools across sectors including banking, telecommunications, healthcare, education and public services.
They argue that clearer rules are needed to govern automated decision-making, algorithmic accountability, data ownership and cross-border data transfers.
The proposed amendment also aligns with the National Assembly’s ongoing work to assess the existing law and identify areas to strengthen in light of evolving cyber threats and technological advancements.
Senator Afolabi Salisu, chairman, Senate Committee on ICT and Cybersecurity, had earlier indicated that lawmakers were reviewing the legislation to ensure it remains relevant in addressing developments such as AI and emerging cybercrime threats.
Analysts believe the review could further strengthen investor confidence in Nigeria’s digital economy by providing clearer regulatory certainty for businesses operating in data-intensive sectors.
The NDPA 2023 established the NDPC as the country’s primary data protection regulator and created a legal framework for the collection, processing, storage and transfer of personal data.
Since its enactment, the Commission has ramped up enforcement, compliance monitoring, and awareness campaigns to strengthen data governance across public and private institutions.
Olatunji, however, cautioned against excessive reliance on AI technologies, stressing that human oversight remains critical in data processing and decision-making systems.
“We still need the human component. We should not leave everything to artificial intelligence,” he said.
He further noted that issues relating to digital footprints, privacy rights and responsible data use would continue to demand regulatory attention as technology becomes more integrated into everyday life.
Technology policy experts say the emergence of generative AI, machine learning systems and autonomous technologies has created new legal and ethical questions that many existing privacy laws were not originally designed to address.
These include concerns around automated profiling, bias in AI systems, consent management, surveillance and accountability for decisions made by intelligent systems.
Meanwhile, the NDPC has in recent months demonstrated a growing focus on AI governance, including participation in international initiatives aimed at promoting responsible and privacy-conscious deployment of artificial intelligence technologies.
Stakeholders believe that any amendment to the Act should strike a balance between protecting citizens’ privacy rights and supporting innovation within Nigeria’s rapidly expanding digital economy.
Hence, the proposed review signals the likelihood of stricter compliance obligations for business and increased scrutiny of how personal data is collected, processed and utilised.
While experts advise organisations to begin strengthening internal governance frameworks, data management systems and privacy compliance programmes in anticipation of future regulatory changes.
Consequently, the planned review of the Data Protection Act underscores the growing recognition that regulatory frameworks must evolve alongside technological innovation, while for policymakers, the challenge will be ensuring that the law remains flexible enough to encourage innovation while robust enough to protect citizens in an era increasingly defined by data and artificial intelligence.
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