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SAGE: Six HR Trends to Look Out for in 2017

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Anja van Beek, Vice President for People (HR), Sage International (Africa, Middle East, Asia & Australia)
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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)


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NIN Enrollment Hits over 136m as New ID Law Takes Effect

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National Identity Management Commission (NIMC) has said thet more than 136 million Nigerians and legal residents have been enrolled in the National Identity Database (NIDB).

NIN Enrollment Hits over 136m as New ID Law Takes Effect

In a statement on Tuesday, Kayode Adegoke, head of corporate communications, NIMC, said Abisoye Coker-Odusote, chief executive officer (CEO) of the commission, announced the milestone during a courtesy visit to the ministry of budget and economic planning.

In April 2025, NIMC said over 117.36 million Nigerians had been enrolled as of February 28, 2025.

The visit was part of the commission’s ongoing stakeholder engagements with ministries, departments and agencies (MDAs) on the implementation of the NIMC Act 2026.

Presenting the new Act, Coker-Odusote said the legislation repeals and replaces the 2007 NIMC Act, modernising Nigeria’s digital identity ecosystem by positioning the national identification number (NIN) as the country’s foundational identity under the “one person, one identity” policy.

She said the law also establishes NIMC as the root certificate authority for the national digital infrastructure and introduces stronger data protection and cybersecurity measures, as well as digital credentials.

“The Federal Government remains committed to enrolling and issuing NINs to all Nigerians and legal residents within the shortest possible time,” Coker-Odusote said.

She added that NIMC is ready to collaborate with the ministry of budget and economic planning to leverage the NIN for economic planning and national development initiatives.

Speaking during the visit, Abubakar Atiku Bagudu, the minister of budget and economic planning, reaffirmed the federal government’s commitment to the implementation of the NIMC Act 2026.

Bagudu described the legislation as “a transformative milestone” that would strengthen Nigeria’s digital identity ecosystem and accelerate national planning and development.

He commended the NIMC director-general and the commission’s leadership for their efforts in securing the passage of the legislation, noting that it provides “a solid legal foundation for a trusted, secure, and inclusive national identity management system”.

The minister, however, said the true measure of the Act’s success would lie in its implementation and the benefits it delivers to Nigerians.

“The true measure of the Act’s success will lie in its effective implementation and the tangible benefits delivered to citizens,” he said.

Bagudu also called for stronger collaboration across the federal, state and local governments to build public confidence in the national identity system and eliminate the duplication of identity databases across government institutions.

He said the NIN should serve as Nigeria’s single, universally accepted identity standard, supporting efficient service delivery and good governance.

On June 26, President Bola Tinubu signed the NIMC Act 2026 into law, repealing the commission’s 2007 establishing Act.

At the time, Olubunmi Tunji-Ojo, minister of interior, said the legislation would strengthen Nigeria’s legal framework for digital identity management, cybersecurity and secure digital authentication, while reinforcing the NIN as the country’s foundational identity credential under the “one person, one identity” principle.


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Plateau PCC Collects Nigerians’ Data without Privacy Policy – FIJ

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Plateau State Public Complaints Commission (PCC), an agency of the state established to investigate complaints of abuse of office, administrative injustice and other forms of official misconduct is allegedly collecting personal information from members of the public through its website with no privacy policy.

Plateau PCC Collects Nigerians’ Data without Privacy Policy - FIJ

According to investigation by Foundation for Investigative Journalism (FIJ), PCC is falling short of a key transparency requirement under Nigeria’s data protection laws.

FIJ found on Tuesday that PCC collects personal information from members of the public through its website despite providing no privacy policy explaining how that information is collected, processed, stored or protected.

The commission serves as the state’s ombudsman, receiving complaints free of charge against public institutions and private organisations on issues including wrongful dismissal, victimisation and administrative negligence.

Yet, while its online complaint portal requests personal information such as names, phone numbers, email addresses, subject lines and complaint details, visitors are given no privacy notice explaining what becomes of that information after it is submitted.

The omission means visitors are not told why their information is being collected, how long it will be retained, the legal basis for processing it or the rights available to them as data subjects.

WHAT IS THE POSITION OF THE LAW?

The guidelines issued by the National Information Technology Development Agency (NITDA) are explicit: every government website is required to have a privacy policy.

Section 10.4 (i, ii) of the NITDA guidelines mandates all government websites to exercise diligence when collecting personal details or information about visitors on their websites.

The requirement is intended to ensure transparency and accountability in the handling of personal information, allowing visitors to understand why their data is collected, how it will be used and the safeguards in place to protect it.

Similarly, the Nigeria Data Protection Act (NDPA) 2023 requires data controllers to provide privacy notices to individuals before, or at the point of, collecting their personal information.

Such notices are expected to disclose, among other things, the purpose for collecting the data, the legal basis for processing it, the period for which it will be retained and the rights available to data subjects.

Section 27 of the NDPA states:

(1) Before a data controller collects personal data directly from a data subject, the data controller shall inform the data subject of the – (a) identity, residence or place of business of, and means of communication with the data controller and its representatives, where necessary;

(b) specific lawful basis of processing under section 25(1) or 30(1) of this Act, and the purposes of the processing for which the personal data are intended;

(c) recipients or categories of recipients of the personal data, if any;

(d) existence of the rights of the data subject under Part VI;

(e) retention period for the personal data;

(f) right to lodge a complaint with the Commission in accordance with section 46 (1) of this Act; and

(g) existence of automated decision-making, including profiling, the significance and envisaged consequences of such processing for the data subject, and the right to object to and challenge such processing.

Without a privacy policy, visitors have no way of knowing the commission’s data-handling practices or the safeguards, if any, in place to protect the personal information they submit through the website.

At press time, the Plateau State Public Complaints Commission’s website had no privacy policy.

 


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FG Suspends New Internet Regulations to Prevent Overlapping Rules

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Federal government has directed key digital regulators to suspend the implementation of new rules affecting internet platforms and online intermediaries while it develops a unified national regulatory framework.

FG Suspends New Internet Regulations to Prevent Overlapping Rules

Dr Bosun Tijani, minister of Communications, Innovation and Digital Economy

The directive was issued on Tuesday by Dr Bosun Tijani, minister of Communications, Innovation and Digital Economy, after chairing a strategic meeting with the leadership of the Nigerian Communications Commission (NCC), the National Information Technology Development Agency (NITDA), and the Nigeria Data Protection Commission (NDPC).

The minister in a statement, said that the rapid growth of the digital economy has created areas where the responsibilities of the three regulators increasingly overlap, particularly in artificial intelligence, online safety, and data protection.

He said that a coordinated approach is needed to provide regulatory clarity, protect investor confidence, and support innovation.

Dr Tijani noted that as part of the directive, the agencies will temporarily halt the implementation of recently introduced guidelines in these overlapping areas.

However, the Minister said that they will continue to carry out their statutory responsibilities within their respective legal mandates.

Dr Tijani said that a Joint Technical Coordination Committee will now be established to work with industry players, academics, and civil society on a single, coherent regulatory framework.

The minister added that the move is designed to improve coordination across government, create a more predictable business environment, and strengthen Nigeria’s position as a leading destination for digital investment in Africa.


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