The Study Mission serves as a collaborative learning platform that brings together Great Place to Work Certified organizations to exchange insights, share best practices, and strengthen workplace cultures.

The event welcomed Human Resources leaders and representatives from FITC, Princeps Credit Systems, Tonic Technologies and Esentry Limited for an engaging and insightful session focused on building thriving workplace cultures, promoting continuous learning, and advancing employee-centric practices that drive organizational success.

Speaking at the event, Tolulope Dayo-Peters, head of People Management, emphasized the importance of continuous learning and collaboration in building sustainable workplace cultures.

“We are delighted to host the second edition of the Great Place to Work® Nigeria Study Mission. At Quest Merchant Bank, we believe building a great workplace is an ongoing journey rooted in trust, purposeful leadership, and a genuine commitment to our people. We are pleased to share the practices that have shaped our culture and look forward to more opportunities to learn and collaborate with like-minded organizations.”

Also speaking at the event, Afolabi Olorode, Acting Managing Director/CEO, Quest Merchant Bank Limited, highlighted the critical role workplace culture plays in driving long-term business success.

“We recognize that a strong workplace culture is fundamental to sustainable business success. Creating an environment where our people are empowered to grow, innovate, and perform at their best enables us to consistently deliver value to our clients and stakeholders. We are proud to support initiatives like the Great Place to Work® Nigeria Study Mission that encourage organizations to learn from one another and collectively raise the standard of workplace excellence in Nigeria.”

The Study Mission reinforced the importance of collaboration among organizations committed to creating exceptional employee experiences.

By providing a platform for open dialogue, peer learning, and the exchange of practical ideas, the initiative enabled participants to explore innovative approaches to employee engagement, organizational culture, leadership development, and talent management while strengthening a growing community of employers dedicated to workplace excellence.

Hosting the Great Place to Work Nigeria Study Mission further strengthens Quest Merchant Bank’s position as a thought leader in workplace culture and talent management. It also enhances the Bank’s employer brand and demonstrates its unwavering commitment to creating an environment where employees can grow, innovate, and achieve their full potential.

Quest Merchant Bank remains committed to championing initiatives that promote learning, innovation, and people-centric leadership.

Through strategic partnerships and knowledge-sharing platforms such as the Great Place to Work Nigeria Study Mission, the Bank continues to contribute to the advancement of exceptional workplace cultures and the future of work across Nigeria’s corporate landscape.

The post Quest Merchant Bank Leads Dialogue on Building Better Workplace Cultures appeared first on Tech | Business | Economy.

The Nigeria Labour Congress (NLC) has called on the Nigeria Employers’ Consultative Association (NECA) to work with organised labour to develop a governance framework that will ensure artificial intelligence (AI) does not threaten workers’ jobs.

The union made the call at the 69th Annual General Meeting of NECA held in Lagos on Tuesday, saying technological innovation must not come at the expense of workers’ rights and dignity.

Speaking at the event on behalf of Joe Ajaero, NLC president, Adewale Adeyanju, the union’s deputy president, acknowledged the importance of AI across industries but warned that safeguards must be put in place to prevent job losses.

“Technology and Artificial intelligence are shaping the working class in the workplace, and we must make a fundamental choice. Will this technology serve humanity, or will it become a tool?  Innovation must never excuse human dignity,” he said.

Adeyanju urged NECA to partner with the NLC in developing policies that would ensure AI supports productivity without replacing workers on a large scale or weakening their rights.

“We call on NECA to join us in crafting governance frameworks that ensure that the mass technology does not lead to the mass replacement of workers or the erosion of their rights,” he said.

He also said the long-term success of any business depends on the welfare, commitment and unity of its workforce.

On the issue of workers’ pay, Adeyanju urged NECA to play a constructive role as discussions on a new national minimum wage draw closer.

He said the NLC expected employers to support a wage that reflects current economic realities.

He dismissed reports suggesting a proposed minimum wage of N100,000, describing the figure as a political statement linked to the 2027 election season rather than an official position in the wage negotiations.

“We need you to work with us, not against us, to place our employers among international best practices. A fair wage is not challenging. It is social injustice, and before economic growth, we must collectively stop this slavery to society, where the gap between the rich and the poor will burst on its own terms,” he added.

Meanwhile, Muhammadu Maigari Dingyadi, minister of Labour and Employment explained that the ongoing reforms of the federal government will succeed largely on the performance of the private sector and its capacity to create jobs, invest and drive innovation.

“Nigeria is currently undergoing one of the most comprehensive economic reform programmes in its history. The government alone cannot create all jobs. Sustainable employment will continue to come from businesses that invest, innovate, expand production and create opportunities for Nigerians,” the minister said.

Dingyadi added that the government’s reform agenda is aimed at strengthening macroeconomic stability, encouraging private sector investment, improving institutions and building a more resilient economy capable of delivering shared prosperity.

The post NLC Demands AI Governance to Avert Mass Job Losses appeared first on Tech | Business | Economy.

Scheduled to launch in September 2026, the Academy is designed to equip aspiring and practising talent managers with the knowledge, skills and industry exposure required to support the growth of Nigeria’s rapidly expanding creative economy.

Ahead of the Academy’s official launch, That Good Media will convene the Talent Management Leadership Roundtable on 28 July 2026 at Abora Suites, Eko Hotel and Suites, Victoria Island, Lagos.

The roundtable is being organised in partnership with the Lagos State Ministry of Tourism, Arts and Culture, Megowa, a digital platform connecting Nollywood talent with industry opportunities, training and resources across the African creative landscape, and the French Consulate under the leadership of His Excellency Marc Fonbaustier.

The event is strictly by invitation and will convene a carefully curated audience of senior talent managers, entertainment executives, brand leaders, diplomats, cultural institutions, media executives, creatives and key decision makers whose work is shaping the future of Nigeria’s creative economy.

Held under the theme, “Talent Management as Critical Infrastructure for Cultural Exchange and the Creative Economy,” the roundtable will bring together talent managers, entertainment executives, creatives, brand leaders, diplomats, media professionals, production companies, streaming platforms, cultural institutions and business leaders to examine the evolving role of talent management as a strategic enabler of commercial growth, international collaboration and cultural exchange.

Nigeria has established itself as one of Africa’s leading creative hubs, producing globally recognised artists, actors, filmmakers, influencers and creators. However, despite the industry’s remarkable growth, there remains a significant gap in the professional structures that support creative talent.

While talent management has become increasingly important in helping creatives access international opportunities, build sustainable careers and create long term commercial value, the profession has lacked structured education, recognised standards and dedicated capacity building platforms.

TGM Academy was established to address this gap by professionalising talent management as a viable career path while developing a new generation of globally competitive managers capable of strengthening Nigeria’s creative ecosystem.

Designed as a high level knowledge exchange rather than a conventional conference, the Talent Management Leadership Roundtable will create a platform for honest conversations around the future of talent management and its role in driving the creative economy.

Participants will explore how professional management contributes to the long term success of creatives, what brands expect before entering partnerships, how managers can build trusted relationships with corporate organisations, and how diplomatic missions and international cultural institutions engage with the creative sector through cultural exchange programmes, festivals and international collaborations.

The discussions will also examine the structures, competencies and ethical standards required for Nigerian talent managers to compete successfully within global markets.

Insights generated during the roundtable will directly inform the curriculum, partnerships and learning framework of TGM Academy ahead of its official launch.

Beyond shaping the Academy’s programmes, the conversations are expected to produce practical recommendations that strengthen collaboration between creatives, brands, talent managers, media organisations, diplomatic institutions and international partners.

The roundtable will also serve as the official launchpad for the TGM Academy Scholarship Fund, an initiative established to ensure that talented aspiring talent managers are not excluded from world class professional education because of financial limitations.

Through the Scholarship Fund, corporate organisations, development agencies, diplomatic missions, foundations and industry leaders will be invited to sponsor deserving participants, reinforcing a collective commitment to building a stronger and more inclusive talent management ecosystem capable of supporting Nigeria’s creative economy for generations to come.

The event will further introduce Megowa as a strategic digital platform designed to connect talent, managers, brands, platforms, cultural institutions and international stakeholders through a trusted professional network.

As TGM Academy develops talent management professionals, Megowa is expected to provide the infrastructure that enables those professionals to access international opportunities, establish strategic partnerships and participate more actively in the global creative economy.

Discussions with diplomatic missions and international organisations will explore how the platform can facilitate cultural exchange, support cross border collaborations and strengthen Nigeria’s presence within international creative industries.

The launch of TGM Academy represents a significant milestone in the evolution of Nigeria’s creative economy, positioning talent management as a recognised profession while establishing the institutional structures needed to support the next generation of creative leaders and strengthen the country’s global cultural influence.

That Good Media is a leading 360 degree public relations and strategic communications agency with expertise spanning talent management, influencer sourcing, personal branding, media relations and reputation management. Led by Toyosi Etim Effiong, chief executive officer, the agency develops industry defining solutions that strengthen brands, shape public conversations and drive sustainable impact across Nigeria’s business and creative sectors.

The post TGM Academy Launches Dedicated Talent Management Training Institution, appeared first on Tech | Business | Economy.

EMERGE, powered by TheBoardroom Africa, has launched its digital platform to connect young African professionals with the skills, networks, structured career support, and employer opportunities they need to build sustainable careers.

Across Africa, talent is not in short supply. What is missing is the infrastructure that helps skilled professionals move from potential to progression, and from experience to long-term career momentum.

Many already have the ability, ambition, and technical foundation to advance, but lack the structured support, career development, networks, visibility, and employer access required to turn that ability into sustainable success.

EMERGE brings these critical pieces together in one place. Built on a simple but powerful idea that Africa’s talent challenge is not a shortage of ability, but a shortage of the infrastructure needed to support, develop, and advance it, the platform brings together the elements of career development that too often sit apart: structured learning, professional diagnostics, mentorship, peer support, employer engagement, and access to opportunity.

For professionals, EMERGE provides greater clarity, confidence, skills, visibility, and support to progress with intention.

For employers, it creates access to a stronger, better-prepared, and more visible talent pipeline. For the wider economy, it helps more of Africa’s young professionals move into roles where they can contribute, lead, and grow, strengthening organisations and labour markets across the continent.

Developed with support from the Mastercard Foundation, EMERGE is already home to a growing community of more than 1,700 young African professionals, creating a powerful network of emerging talent across the continent.

Around six in ten EMERGE members are women, reflecting a deliberate commitment to widening access for talented professionals who are too often overlooked by traditional career pathways.

Open to professionals across the continent, EMERGE is building a more inclusive and representative pipeline for Africa’s next generation of leaders.

Speaking at the launch, Marcia Ashong-Sam, founder and CEO of TheBoardroom Africa, said:

“The issue has never been a lack of capable talent in Africa. The real challenge is that access to opportunity remains uneven, and career progression is too rarely supported in a structured, intentional way. EMERGE was created to change that. We are building the career infrastructure that too many young professionals have had to navigate without: a platform that helps them translate ambition and ability into sustainable, meaningful careers, while connecting employers to a stronger and better-prepared pipeline of African talent.”

The platform gives members access to a dynamic mix of live masterclasses led by industry practitioners, career-focused programming designed to build resilience and progression, self-paced courses through its Learning Hub, and thoughtfully selected career opportunities with some of Africa’s most innovative employers.

The EMERGE journey begins with the Leadership Compass, the platform’s proprietary baseline assessment, which gives each member a clearer view of where they are in their professional journey and where focused development could unlock the greatest growth.

Insights from the assessment help shape a more personalised pathway through the EMERGE experience.

For employers, EMERGE offers a seamless way to invest in professional development at scale. Organisations can enrol staff cohorts on the platform, giving their teams continuous access to high-quality career development tools, masterclasses, learning pathways, and progression-focused support through the programmatic rhythm of the EMERGE experience.

Employers also benefit from aggregate cohort insights, enabling them to track progress, understand development priorities, and make more informed decisions about talent growth, retention, and internal mobility. In this way, EMERGE becomes more than a learning platform; it becomes a practical development pathway for building stronger, more prepared leadership pipelines from within.

Ashong-Sam added,

“The needs of employers and professionals are closely connected. Employers want people who can grow with the business, contribute to strategy, and take on greater responsibility over time. Professionals want work that gives them progress, purpose, and financial stability. EMERGE brings both sides into the same conversation, with a focus on readiness, development, and opportunity.”

The platform reflects TheBoardroom Africa’s wider work to strengthen leadership ecosystems across the continent.

Over the past decade, the firm has worked with senior executives, board leaders, and institutions across African markets and globally, giving it direct insight into the gaps that begin much earlier in people’s careers.

EMERGE applies that experience at an earlier stage, supporting professionals before they reach senior roles and building a stronger pipeline of talent prepared for greater responsibility and decision-making.

EMERGE is open to professionals across Africa and will continue to expand its membership while engaging employers looking to strengthen their talent pipelines.

The post EMERGE Launches Career Acceleration Platform to Advance Africa’s Young Professional Talent appeared first on Tech | Business | Economy.

For millions of Nigerian households and businesses, finding someone to fix an AC, repair a leaking pipe, resolve an electrical fault, clean a space, install fittings or handle carpentry work is still too often driven by guesswork, random referrals and uncertainty.

The challenge is not a lack of skilled service professionals. Nigeria has a large pool of artisans, technicians and maintenance providers.

The deeper challenge is trust: knowing who to call, what to expect, how to manage the process and where to turn when service does not go as planned.

wrkman, Nigeria’s online home service platform, is moving to address that trust gap with a renewed market positioning built around service transparency, customer education, provider accountability and digital access to everyday home and business maintenance support.

The company, led by Mr. Tunde Ebohon, the chief executive officer, used its July 1 soft media and market activation to open a broader conversation on the future of home services in Nigeria and the need to move the market from informal referrals to more structured and accountable service access.

At the centre of the activation is the campaign idea, “Zero Stories. Just Service.” In Nigerian everyday language, “no stories” is a familiar demand for reliability. It means no excuses, no unnecessary delays, no disappearing after payment, no confusion after booking and no silence when follow-up is needed.

For Wrkman, the phrase captures a larger ambition: to help households, businesses, estates and service professionals participate in a better service culture.

“Trust is the real currency of the home and business service market,” said Mr. Tunde Ebohon, Chief Executive Officer of Wrkman. “People do not only want someone who can fix an AC, repair a leaking pipe, handle electrical work or install a cabinet. They want clarity, professionalism, accountability and peace of mind. Wrkman is focused on making service access more structured and easier to trust.”

According to Ebohon, the platform’s new market push is not about presenting technology as a magic fix, but about improving the process around service delivery.

“Real service work can be complex,” he said. “Sometimes a job needs diagnosis. Sometimes parts are required. Sometimes follow-up is necessary. What customers deserve is clarity, communication and a process that does not leave them helpless. That is what ‘Zero Stories’ means to us.”

The July 1 activation will combine strategic media engagement, digital communication, customer education, service-category storytelling, social media engagement and lead intelligence to reach households and businesses actively looking for service support.

wrkman will also use the campaign to spotlight the role of skilled providers in the economy. Rather than treating artisans as the problem, the platform is positioning good service professionals as central to the solution.

“Many skilled providers want serious customers, fair opportunities and a reputation they can build,” Ebohon added. “Customers also want reliable service and better follow-through. The future of this market depends on creating a structure that works better for both sides.”

The activation will focus on four communication pillars: transparency, empathy and accountability, community validation and intelligent engagement. Through these pillars, Wrkman will educate users on how service booking works, how to prepare for service visits, how to give feedback, how to report issues and how to use digital platforms to reduce the uncertainty associated with informal service hiring.

The campaign will also include social content series such as Mythbuster Monday, DIY vs Pro Wednesday, Feature Friday, customer proof stories, provider spotlights, app walkthroughs and service-category explainers.

For households, the message is simple: home repairs and maintenance should not become a chain of calls, excuses and uncertainty.

For businesses, the message is practical: when something breaks, work slows down, customer experience suffers and downtime becomes costly.

For service professionals, the message is aspirational: trust can become a competitive advantage when good work is visible, reviewed and rewarded.

wrkman’s soft launch on July 1 marks the beginning of a 13-week trust-led communications and market engagement programme that will expand across PR, digital storytelling, customer education, social media engagement, estate/community activations and service demand generation.

The campaign will be amplified using the hashtags #ZeroStories, #JustService, #Wrkman, #BookWrkman and #WrkmanSafeHomeDay.

The post wrkman Moves to Reset Trust in Nigeria’s Home Service Economy appeared first on Tech | Business | Economy.

Artificial intelligence has become one of the defining conversations in boardrooms across Nigeria.

Over the past year, I have participated in numerous conversations with business leaders about artificial intelligence.

The enthusiasm is understandable. AI is changing how organizations operate, make decisions, engage customers, and deliver services. Hardly a boardroom meeting takes place today without some discussion around automation, machine learning, generative AI, or digital transformation.

Recent workplace research also suggests that AI adoption is accelerating rapidly among Nigerian professionals, reinforcing that the conversation has moved beyond curiosity to practical business application.

Yet I have noticed a recurring pattern. While many organizations are eager to discuss AI adoption, far fewer are asking a more fundamental question: do we have the workforce intelligence required to benefit from it?

The conversation often centers on technology capabilities, software investments, and implementation timelines, but much less attention is given to the quality of workforce data, organizational visibility, workforce readiness, and performance management systems that ultimately determine whether those investments deliver results.

Having spent more than two decades building workforce technology through HumanManager and working with organizations across different sectors, I have learned that technology alone rarely improves business performance.

Organizations perform better when they make informed decisions, develop stronger capabilities, improve productivity, and create systems that help people work more effectively. Artificial intelligence can support these outcomes, but it cannot replace the need for clear workforce strategy, reliable information, and a deep understanding of how people contribute to organizational success.

This is why I believe the conversation around AI must evolve. The real issue facing many organizations is not simply technology adoption. It is workforce intelligence.

In practical terms, workforce intelligence refers to an organization’s ability to understand its people, monitor performance, identify capability gaps, manage knowledge effectively, and use workforce data to make better business decisions.

Without that visibility, even the most sophisticated technology can struggle to deliver meaningful value.

Many organizations still operate with fragmented workforce information. Payroll records may exist in one system, learning data in another, recruitment information elsewhere, and performance records in a completely different environment.

Leaders are expected to make decisions about productivity, succession planning, talent development, and organizational performance, yet they often do so without a complete picture of what is happening across their workforce. Artificial intelligence cannot compensate for a lack of visibility; in many cases, it simply exposes existing weaknesses more quickly.

The organizations seeing the strongest returns from technology investments are often those that have already built a solid foundation for workforce management.

They have invested in reliable workforce data, established clear performance frameworks, and developed systems that provide visibility into how people and teams contribute to business outcomes. Because these foundations exist, technology becomes a tool for strengthening decision-making rather than a substitute for it.

This distinction is important because it shifts the conversation from technology acquisition to organizational effectiveness.

For many years, HR functions were largely viewed through an administrative lens. Payroll processing, record keeping, leave management, and compliance activities formed the core of workforce operations. While these responsibilities remain important, the expectations placed on workforce leaders have changed significantly.

Organizations today expect HR and workforce functions to contribute directly to productivity, capability development, business continuity, and overall organizational performance.

HumanManager‘s journey reflects the broader evolution of workplace technology. What began as a platform focused on payroll and core HR administration expanded over time to include learning and development management, performance tracking, workflow automation, compliance management, workforce reporting, and employee self-service.

 These developments were driven by a belief that organizations needed greater visibility into their workforce and better tools for decision-making. That conviction led HumanManager to become one of Africa’s early pioneers in HR automation, helping organizations digitize workforce processes long before digital HR became mainstream.

As organizations continued to evolve, so did the challenges they faced. Managing larger and more dispersed workforces required greater transparency, stronger accountability, and more accurate workforce data. Through our involvement in initiatives such as the Federal Government’s Integrated Payroll and Personnel Information System, we gained valuable insight into the importance of workforce visibility at scale.

Effective workforce management requires more than processing salaries or maintaining records. It requires confidence in the accuracy of workforce information and the ability to identify issues before they become organizational risks.

One example involved the development of a workforce verification solution that combined biometric technology with behavioural analysis to identify duplicate records and eliminate ghost workers. The value of that initiative extended beyond cost savings. Organizations gained greater trust in their workforce data and improved confidence in decision-making. In one deployment, validated workforce information resulted in savings estimated at approximately forty million naira every month. Experiences such as these reinforced a lesson that remains relevant today: organizations perform better when workforce decisions are supported by accurate information rather than assumptions.

This principle becomes even more important as artificial intelligence becomes more deeply integrated into workplace systems. Much of the public discussion around AI focuses on automation and efficiency. While those benefits are important, they represent only part of the opportunity. AI also has the capacity to improve workforce planning, strengthen recruitment processes, support learning and development initiatives, and provide leaders with deeper insight into workforce trends. The greatest value often comes from helping organizations make better decisions, not simply from reducing manual effort.

At HumanManager, this understanding shapes how we approach AI. We have already embedded AI-driven capabilities into several aspects of workforce management, including recruitment support, customer engagement, and workforce analytics. Intelligent tools can assist organizations in generating job descriptions, responding to routine enquiries, and extracting useful information from workforce data. As these capabilities continue to mature, they will help organizations move beyond reactive workforce management towards more predictive and informed decision-making.

However, technology can only be as effective as the environment in which it operates. Organizations that struggle with poor data quality, weak workforce processes, or limited workforce visibility will find it difficult to realise the full value of AI. Technology adoption and workforce capability development must progress together. Businesses that invest in both areas are more likely to achieve lasting improvements in performance than those that focus exclusively on acquiring new technologies.

Addressing these workforce challenges requires a deliberate commitment to understanding and developing people. Organizations need visibility into workforce capabilities, emerging skills gaps, learning outcomes, and performance trends. Workforce intelligence provides the foundation for these efforts because it allows leaders to make informed decisions about recruitment, development, retention, and organizational planning. Businesses that possess this level of visibility are better equipped to adapt to changing market conditions and maintain a competitive edge.

As artificial intelligence becomes more deeply embedded in business operations, organizations must resist the temptation to treat it as a standalone solution.

The businesses that gain the greatest advantage will be those that combine intelligent technology with a clear understanding of their workforce, stronger performance visibility, and deliberate capability development.

At HumanManager, we believe workforce intelligence is the bridge between technology investment and business performance. Artificial intelligence may reshape how organizations work, but workforce intelligence will determine which organizations lead in the years ahead.

*Udo Ngele is the managing director of HumanManager Limited, a leading workforce intelligence and HR technology company helping organizations improve performance through people, process, and technology.

The post Beyond AI Adoption: Why Nigerian Businesses Need Workforce Intelligence to Compete appeared first on Tech | Business | Economy.

HumanManager, a HR and payroll technology company, has reaffirmed its commitment to developing Nigeria’s future workforce through the 2026 edition of its NextGen HR Initiative, a capacity development programme designed to equip future HR professionals with practical digital skills.

Held on Wednesday, 17 June 2026, at the Faculty of Management Sciences, University of Lagos (UNILAG), the event exposed participants to hands-on training using HumanManager’s HR software, bridging the gap between classroom learning and workplace practice.

Now in its third consecutive year at the University of Lagos, the initiative was delivered under the theme, “HR in a Digital-First World: From HR Theory to Digital Practice.“

Through practical simulations and live demonstrations, participants explored digital HR workflows, automation, employee data management, leave administration, attendance management, reporting, compliance and other technology-driven processes that are transforming how organisations manage their workforce.

Speaking during the programme, Jerry Adeyeri, Lead, Brands & Marketing at HumanManager Limited, said the initiative demonstrates the company’s commitment to building a future-ready workforce while giving back to society through meaningful corporate social responsibility.

“The world of work is changing rapidly, and today’s HR professionals need more than theoretical knowledge. They must understand the digital systems that power modern organisations. Through the HumanManager NextGen HR Initiative, we are bridging the gap between what students learn in the classroom and what they will encounter in the workplace by giving them practical exposure to HR technology. Ultimately, this is our way of investing in society, strengthening Nigeria’s talent pipeline and helping young professionals graduate with the skills employers increasingly expect,” He noted.

Throughout the interactive workshop, students explored how technology is transforming modern human resource management through live demonstrations of HumanManager’s HR platform. Commending the initiative, Dr Mariam Gbagumo-Sheriff, Senior Lecturer, Department of Employment Relations and Human Resource Management, University of Lagos, described HumanManager as a dependable industry partner whose sustained commitment has significantly enriched students’ learning experience.

“HumanManager has supported this practical training for several years, and it has been invaluable. Teaching Human Resource Information Systems without access to a live platform would be extremely difficult because students need practical experience, not just theory. What stands out is the consistency of the partnership. This year, HumanManager reached out to us before we even made contact, demonstrating a genuine commitment to preparing our students for the realities of the workplace. Our students consistently provide positive feedback after every session, and experiences like these make their transition into the workplace much easier,” She acknowledged.

Sharing his experience, Ayeni Damilare, a 300-Level student and Class Governor, said the programme transformed his understanding of modern HR practice, noting that: “The session completely changed my perception of HR. We experienced practical functions such as leave management, reporting and auditing on a live platform, showing us how technology simplifies HR operations. It gave us a clearer understanding of how HR works in the real world and the skills we will need, whether we build our own businesses or work within established organisations.”

Temitope Obidike, Products Lead at HumanManager, also shared insights into how artificial intelligence is reshaping HR technology. She noted that the company is “actively exploring AI capabilities across recruitment, employee database management and payroll processing through strategic partnerships and in-house innovation, ensuring it continues to evolve in line with global AI trends while delivering greater value to organisations and HR professionals.”

As organisations increasingly embrace automation, artificial intelligence and digital workforce management, initiatives such as this are helping ensure that tomorrow’s HR professionals graduate with both theoretical knowledge and practical workplace competence. Through sustained collaboration with academic institutions, HumanManager continues to contribute to a future-ready workforce while advancing the adoption of modern HR technology across Africa.

The post HumanManager Equips UNILAG Students with Practical Digital HR Skills appeared first on Tech | Business | Economy.

The launch was announced during the Route to Market West Africa Exhibition 2026, where business leaders, distributors, operators and commercial professionals gathered to discuss business growth and market development opportunities.

At the launch, Mrs Tayo Babatunde, managing director of Radiant diGiLog, said the platform, developed in Nigeria, was designed to replace traditional, error-prone manual methods such as paper logs, spreadsheet tracking, and chaotic WhatsApp groups used by Small and Medium Enterprises (SMEs).

Babatunde said that Radiant diGiLog was developed in response to growing business demand for better visibility into workforce activities, operational performance and task execution.

“Many organisations continue to manage work using disconnected systems and manual processes.

“As businesses grow, maintaining visibility across teams, locations and daily operations becomes more challenging. Radiant diGiLog was created to help businesses work smarter, improve accountability and support sustainable growth.

“The platform provides tools that help organisations manage attendance, workforce activities, reporting, task execution and productivity through a single digital environment,” she said.

According to Babatunde, the company believes that workforce productivity and operational visibility will become increasingly important business priorities as organisations seek more efficient ways to manage people and performance.

“The launch also reflects Radiant diGiLog’s broader ambition to support businesses across multiple markets while remaining relevant to the practical realities faced by organisations operating in Africa.

“Our goal is simple. We want to help businesses work smarter and grow faster by creating greater visibility, accountability and coordination across their operations,” she said.

According to her, as part of the launch programme, businesses are being offered access to a free 30-day trial period to experience the platform and evaluate its relevance to their operational needs.

On how the tool can be used when there is no network, she said, “Our team is actively building offline capability into core features; clock-ins, for instance, can work without a live connection and sync automatically once connectivity is restored.

“It is still being expanded across the platform, but the intent is clear: this was built with the Nigerian operational environment in mind from the start.

“There is also a dedicated in-house engineering team available around the clock. When something breaks, there’s a real person to fix it, not a support ticket queue.”

Babatunde said there were three plans for the platform available at the moment.

“The Starter Plan covers scheduling, attendance, leave management, staff directory, and basic reporting; it is built for small businesses and startups, replacing spreadsheets. The Pro Plan adds diGi-Chat, diGi-Board, location tracking, geofencing, compliance tools, and multi-location support, targeting healthcare, hospitality, logistics, and construction,” Babatunde said.

The Advanced Plan adds recruitment, digital signatures, expense tracking, API integrations, and custom workflows for large, multi-site operations, according to the managing director.

“Because diGilog logs every task, assigned, due, and completed, it builds an unbiased performance record over time. A manager can pull 12 months of data and see, objectively, who consistently delivers and who consistently falls behind.

“Radiant diGilog is most immediately valuable for healthcare providers, field and mobile workforces, growing SMEs that have outgrown group chats, and any business where accountability and operational visibility are genuine pain points.

“If you are managing 10 or more people across a combination of phone calls, paper, and spreadsheets, this platform was built specifically for you,” she said.

The post Radiant diGiLog Debuts AI-Powered Employee Productivity Platform across Multiple Markets appeared first on Tech | Business | Economy.

Speaking on TVC’s flagship breakfast programme, Wake Up Nigeria, Ibiyode explained how the global carbon market is evolving into a multi-billion-dollar industry, creating new opportunities for businesses, innovators, and skilled professionals. She argued that Nigeria is well-positioned to leverage AI-driven climate solutions to unlock economic value while addressing environmental challenges.

Addressing widespread misconceptions about climate initiatives, Ibiyode pointed out that pushback against green energy often stems from economic anxieties rather than environmental disagreement, stressing,“the transition to a low-carbon economy is a powerful catalyst for growth, rather than a threat to prosperity.”

If you’ve been used to making money from fuel, carbon initiatives are going to disrupt that space. But this is a multi-billion-dollar industry. It isn’t just about saying don’t use oil; there is an incredible economic advantage to it,” she noted.

Ibiyode highlighted how localized climate projects create jobs at both grassroots and national levels, specifically pointing to agriculture as a prime frontier for green industrialization in Nigeria. She also argued that agricultural waste and products, such as livestock byproducts, corn, rice, and wheat, can be transformed into renewable energy alternatives like ethanol.

“Investing in these refining pathways builds local industries and drives massive employment in rural and agrarian communities. Ultimately, this shift provides Nigeria with a viable, sustainable alternative source of foreign exchange and export volume outside of crude oil,” she added.

Speaking further during the show, Ibiyode lauded local milestones, referencing the Lagos State Carbon Credit Registry and ongoing state-level engagements with energy ministries as proof that sub-national governments are beginning to take the carbon economy seriously.

For the everyday citizen or corporate executive who finds the green ecosystem complex, Ibiyode positioned Carbon AI as the definitive bridge, which operates as a comprehensive sustainability intelligence platform and functions as a single source of truth for global carbon project data, credit pricing, and environmental insights.

She explained that Carbon AI leverages AI to process vast amounts of data with extreme speed, giving companies with net-zero targets the precise insights needed to fulfill their climate commitments effectively.

As an advocate for technology adoption, Ibiyode shared exclusive insights from a recent macroeconomic study conducted by her team.

The research revealed that proper AI integration could drive 10% to 15% productivity gains at the governance and institutional levels in Nigeria.

However, she warned against the rising trend of AI washing, where companies overhype basic tools or falsely assume AI is meant to replace human workers.”

Companies are adopting AI wrongly when they think it can replace people. It’s like when Excel came out and people thought it would replace accountants. It didn’t; accountants just became faster and better. AI is a level playing field for every nation, but we must move from being mere consumers of foreign AI tools to becoming creators of our own,” she said.

To bridge the infrastructure and educational gaps holding back local innovation, Ibiyode called on large enterprise corporations to partner with the government to fund structured AI adoption and digital literacy initiatives.

By teaching the youth to build and innovate, whether in climate tech, healthcare, or agriculture, Nigeria can successfully build solutions tailored to its unique local realities.

The post Debola Ibiyode Sees Carbon Economy as Nigeria’s Next Jobs and Growth Frontier appeared first on Tech | Business | Economy.

Speaking at the signing ceremony in Abuja, Kashifu Inuwa, NITDA director general, described the agreement as a significant step toward leveraging human capital and fostering regional collaboration to drive sustainable national development.

He commended the Southwest region for its longstanding culture of cooperation, noting that collective action remains essential for national progress.

“The Southwest continues to inspire when it comes to collaboration because no one succeeds in isolation. Other regions can learn from this model of cooperation. For Nigeria to grow, we must understand our strengths at both the state and regional levels and build on them,” he said.

Inuwa emphasised that Nigeria’s greatest resource is its people, stressing that investments in digital skills, innovation, and technology are critical to creating prosperity and expanding economic opportunities. According to him, the partnership will facilitate knowledge exchange, capacity building, and innovation-driven initiatives capable of empowering citizens to develop local solutions with national and global impact.

Highlighting NITDA’s ongoing efforts to deepen digital transformation nationwide, he said the Agency is scaling digital literacy programmes, supporting innovation hubs, and promoting technology development across the country. He noted that innovation flourishes where talent, infrastructure, and supportive policies intersect, making it important for every region to identify and strengthen its comparative advantages.

“Lagos has already established itself as a fintech hub and the commercial centre of the country. Abuja is emerging as a GovTech cluster, while other regions can develop specialised ecosystems around manufacturing, commerce, and other sectors. Every region possesses unique strengths that can be transformed into thriving innovation clusters,” he stated.

The NITDA boss expressed optimism that the collaboration would accelerate the implementation of the Agency’s strategic initiatives throughout the Southwest. He added that both organisations had already begun working together prior to the formalisation of the agreement and called for swift action following the signing.

“We are excited about this partnership and look forward to translating our shared vision into tangible outcomes. While engagements have already commenced, I would like to see even greater momentum after the signing of this MoU,” he added.

In his remarks, the Director General of the DAWN Commission, Seye Oyeleye, highlighted the importance of digital literacy in preparing citizens for future opportunities and ensuring meaningful participation in the digital economy.

He noted that the Commission, which coordinates development initiatives across Ekiti, Lagos, Ogun, Ondo, Osun, and Oyo States, views the partnership as a strategic vehicle for advancing Nigeria’s digital transformation agenda.

Oyeleye highlighted Nigeria’s target of equipping 100 million citizens with digital skills by 2030 through the Digital Literacy for All Initiative, stressing that the Southwest has a pivotal role to play in achieving the national objective.

“Nigeria has committed to equipping 100 million citizens with digital skills by 2030. Southwest Nigeria is not merely a contributor to that vision; it is central to its success,” he said.

He explained that the MoU formalises a shared commitment to ensuring the effective implementation of NITDA’s programmes, particularly the National Digital Literacy Framework, across the region. He added that the Commission would leverage its extensive network and partnerships across the six Southwest states to bridge federal digital initiatives with local communities, institutions, and young people.

“We will work to ensure that NITDA’s frameworks are not only implemented but strengthened. Our reach across the Southwest positions us to connect federal digital infrastructure and programmes with communities and young people who require the skills needed to thrive in the digital economy,” he stated.

Oyeleye further assured NITDA of the Commission’s commitment to delivering measurable results throughout the five-year duration of the agreement, noting that the true value of development institutions lies in the impact they create rather than the agreements they sign.

The MoU reflects the shared determination of both organisations to advance digital literacy, strengthen innovation ecosystems, and create sustainable economic opportunities for citizens across Southwest Nigeria, further supporting the country’s journey toward a robust and inclusive digital economy.

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