E-Business
SAGE: Six HR Trends to Look Out for in 2017

We’re seeing the pace of change in human resources (HR) accelerate as digital technologies change the way we work, as digital natives enter the workplace, as labour law evolves and as competition for the best talent heats up.
During 2017, we expect to see HR departments turn to technology to automate more of their work and to become more data-driven in their decision-making.
Some of the key trends for this year are as follows:
The Mobile Device Will The HR Department’s Most Imperative Touchpoint
From recruiting talent to interacting with employees, the mobile phone is becoming the most important HR touchpoint for job candidates, employees, managers and other stakeholders.
Today’s employees and jobseekers want it to be as convenient and easy to deal with an employer as it is to bank online or via a mobile app.
Employers who want to attract young talent should make sure that their online job advertising and application processes are seamless, convenient and optimised for mobile devices.
Many companies already allow employees to use mobile apps to file expense reports and leave applications, change personal details, and access their payslips.
In future, employees will increasingly access career and training information, performance feedback, and other important data from mobile apps.
Such apps must be attractive, easy to use, and functional so that users will love coming back to them.
Managers will also want to be able to access information such as performance reviews from their smartphones.
Data Will Drive Decision-Making
HR is about to change dramatically with data analytics becoming a way of life for HR directors and HR managers.
As HR professionals have more data (gathered through digital interfaces like employee self-service) about employees and the business at their fingertips than ever before; they will begin to use analytics to make better decisions and to shape superior employee experiences.
Data will help HR and the business to answer questions such as:
Where did we find the best hires for our business, i.e. top performers who have we retained for a good while?
How many people will we need in our service department to support our forecasted revenue growth of 10% for the next financial year?
What are the possible reasons for high employee turnover in the call centre?
What skills gaps do we have in our organisation?
Integrated HR Systems Will Stretch From Recruitment To Performance Management
We are seeing the worlds of payroll, HR and business management solutions move closer together as organisations adopt integrated solutions to gain better control over their workforce costs and create stronger engagement with employees.
One benefit lies in the fact that data and transactions don’t need to be captured multiple times across different business applications.
In addition, such systems give HR teams a complete view of their relationships with employees, from on-boarding to engagement, talent development and performance management.
This empowers HR to react to the needs of the workforce and the business in a more agile manner.
Performance Management Is Changing
We have seen a lot of discussion in the past year or two about the value of annual performance reviews, and many large organisations around the world have streamlined performance management or even done away with annual reviews.
Though I don’t foresee most companies scrapping annual reviews, I expect that performance management will change to cater for a changing work world.
We’ll see companies give employees feedback more frequently, perhaps each month or even each week, rather than once a year. This will help managers and employers to constantly monitor performance, identify challenges and opportunities and recalibrate employees’ alignment with its strategic objective. Annual reviews are useful in this regard, but they’re not frequent enough in a business world where the pace of change is so fast.
Online Recruitment Will Continue To Take Over
Recent research by the Society of Human Resource Management shows that in the past five years, recruitment using social media has increased by 54%, with one out of five candidates applying for a job through social channels.
There are many tools that can streamline the recruitment process, from managing job applicants and filtering CVs, to interviewing and screening candidates, and right up to the on-boarding process.
Though the human touch will always be important in HR, companies will extend their tools such as online applicant tracking, talent communities, social media and internal career portals.
Online platforms such as Sage SkillsMap give organisations direct access to people in Africa and abroad who are looking for jobs, as well as the tools they need to publish their jobs to the Web and track the applications they receive. These tools help automate a lot of the paperwork for them, while providing access to high-quality candidates.
Employer Branding Will Be A Focus
According to a recent EY Sub-Saharan Talent Trends and Practices Survey, the strength of the employer brand is the most important factor in attracting talent. Companies must focus on creating a positive culture; a quality workplace and a good employee experience since employees value this as much as they do money.
Given that top professionals in most fields can choose where they work, employers need to sell their workplace experience and the benefits they offer to employees with as much enthusiasm as marketing departments sell the company’s products and services.
Anja van Beek, Vice President for People (HR), Sage International (Africa, Middle East, Asia & Australia)
E-Business
FG Shifting Focus to “Meaningful Connectivity” to Drive Inclusion – Minister

Bosun Tijani, minister of Communications, Innovation and Digital Economy, has said the government is shifting focus from expanding access to ensuring “meaningful connectivity” that drives economic growth and inclusion.

Bosun Tijani, minister of Communications, Innovation and Digital Economy
The minister made the statement on Friday while addressing stakeholders at the inauguration of board members of the Universal Service Provision Fund (USPF) in Abuja.
He said that although Nigeria had made significant progress since the introduction of GSM services, millions of people, particularly in rural and underserved communities, remain either unconnected or unable to fully benefit from digital services.
Dr Tijani highlighted ongoing investments in digital infrastructure, including plans to deploy 90,000 kilometres of fibre optic network and nearly 4,000 telecom towers nationwide.
He said initiatives under the USPF had improved access through projects such as rural connectivity and digital facilities in schools but stressed that the next phase must prioritise effective usage.
“It is not enough to connect a community. We must ensure that schools can teach with digital tools and that small businesses can access market opportunities,” he said, citing a pilot project in the Kura community where connectivity has enhanced access to communication, education and healthcare.
Aminu Maida, executive vice chairman, Nigerian Communications Commission (NCC) also called for a shift towards meaningful connectivity, noting that while data usage had grown significantly, it remained concentrated in urban areas.
According to him, recent data shows that telecom usage has increased by about 160% over the past two years, largely driven by urban demand.
“When we drill down, we see that a lot of that growth is actually in urban centres. So, the gap between those who are not connected or not meaningfully connected is growing,” he said.
Dr Maida added that the trend underscored the need for the USPF board to intensify efforts to bridge both access and usage gaps across the country.
Both officials emphasised the importance of collaboration, sustainable investment models and improved digital literacy to ensure that connectivity translates into real economic benefits for Nigerians.
E-Business
Jury Finds Meta, Google Liable for Woman’s Social Media Addiction

A jury in Los Angeles has found technology companies, Meta and Google liable for contributing to a young woman’s social media addiction, in a case being described as a landmark ruling.

The 20-year-old woman, identified only as Kaley, argued that she became addicted to Google’s YouTube and Meta’s Instagram from an early age due to their attention-driven design features.
According to her testimony, she began using YouTube at the age of six after downloading the app on her iPod Touch to watch videos about lip gloss and online games.
Kaley told the court that she joined Instagram at nine, bypassing parental restrictions put in place by her mother, and spent extended periods on social media.
The trial, which lasted about a month, with arguments and evidence from both sides.
Jurors also heard testimony from Mark Zuckerberg, chief executive, Meta and Adam Mosseri, Instagram head.
However, Neal Mohan, YouTube chief executive, did not testify.
The jury found that the companies were negligent in the design of their platforms and failed to adequately warn users about potential harms. Meta and Google were ordered to pay the woman $3 million in damages.
Jurors also recommended additional punitive damages, including $900,000 against YouTube and $2.1 million against Meta, according to company spokespersons.
The jury apportioned 70 per cent of the responsibility to Meta and 30 per cent to YouTube.
Kaley was present in the courtroom when the verdict was delivered, alongside parents of other teenagers who say they were harmed by social media use. Both companies said they plan to appeal the decision.
“We respectfully disagree with the verdict and will appeal. Teen mental health is profoundly complex and cannot be linked to a single app. We will continue to defend ourselves vigorously as every case is different, and we remain confident in our record of protecting teens online”, a Meta spokesperson said.
José Castañeda, Google spokesperson, said the case misunderstands YouTube, which is a responsibly built streaming platform, not a social media site.
E-Business
Nigeria, Finland Sign Cybersecurity Pact

Nigeria and Finland have signed a Memorandum of Understanding (MoU) on digitalisation and innovation, prioritising stronger cybersecurity cooperation amid a surge in cyberattacks targeting Nigerian institutions.

The agreement was formalised in Abuja on Monday between Dr Bosun Tijani, Nigeria’s minister of communications, innovation and digital economy, and Jarno Syrjälä, Finland’s under-secretary of state for international trade.
The MoU focuses on cooperation in digital governance, technology infrastructure, and cybersecurity to drive economic growth and improve public services, says a statement issued on Monday by Isime Esene, special assistant to the minister.
The agreement is a significant step in strengthening bilateral relations and advancing Nigeria’s digital economy agenda, says Tijani.
He notes the MoU builds on engagements in Helsinki in February, which centred on Nigeria’s Data Exchange Platform and Finnish participation in Project BRIDGE (Building Resilient Infrastructure for Digital Growth and Empowerment).
The talks also involved key Finnish finance institutions, including Finnvera and Finnfund.
The partnership is expected to unlock new opportunities for innovation and investment, positioning digital technology as a catalyst for shared prosperity, says Tijani.
Finland is committed to supporting the development of resilient, secure, and human-centric digital systems in Nigeria, says Syrjälä. He adds that digitalisation should enhance public trust and empower citizens, noting that Nigeria remains a strategic partner for Finland in Africa.
The agreement complements Finland’s lead role in a €23 million Team Europe Initiative aimed at strengthening Nigeria’s digital public services.
This programme is implemented by Finland’s development agency, HAUS, in collaboration with Estonia’s ESTDEV, and supports the 3 Million Technical Talent (3MTT) programme.
The deal comes as Nigerian organisations record the highest number of cyberattacks in Africa. In January 2026, organisations experienced an average of 4 701 attacks per week, a 12% year-on-year increase, according to Check Point Research.
In response, authorities are developing the 2026 National Cybersecurity Policy and Strategy update.
Expected later this year, the framework will mandate minimum cybersecurity investment requirements for organisations operating critical national information infrastructure, notes the ministry.
Telecom2 days agoUS Jury Finds Meta, Google Liable in Landmark Social Media Addiction Case
News2 days agoEU Pumps €290m into Nigeria’s Digital, Health, Agri Sectors
E-Business2 days ago5 Wealth-Building Strategies for Nigerian Women-led Businesses
News2 days agoFirm Shares Tips for Updating Your Digital Habits for an AI-driven World
Telecom2 days agoMobile Money Transactions Accounted for $2 trillion in 2025
E-Business2 days agoNigeria, Finland Sign Cybersecurity Pact
E-Financial2 days agoMoneyMaster Enhances App, Rewards Users with Data and Airtime Bonuses
News1 day agoFrancis Okafor Stuns China, Emerges Second-Place Winner @ Tencent OpenClaw Hackathon













