By Matthew Johnson

HumanManager Limited has called for greater use of workforce data in talent development and business planning, saying organisations need better visibility into employee capabilities to remain competitive.

The company made the call at the 58th International Conference and Exhibition (ICE) of the Chartered Institute of Personnel Management of Nigeria (CIPM), held from September 21 to 24, 2026, at the Bola Ahmed Tinubu International Conference Centre, Abuja.

Held under the theme, “Repositioning for Value and Impact,” the conference provided a platform for HumanManager to showcase its Competency Management Module and engage HR professionals and business leaders on using workforce intelligence to assess employee capabilities and align talent development with organisational priorities.

Speaking on the evolving role of HR in business, Managing Director of HumanManager Limited, Udy Ngele, said people strategy must become an integral part of business strategy.

“People strategy can no longer sit on the margins of business strategy. The organisations that will remain competitive are those that are deliberate about building the capabilities their ambitions require. This means HR must increasingly be equipped to contribute to conversations about growth, transformation and long-term organisational resilience, with technology providing the insight needed to make those conversations more informed and actionable.”

Ngele said the growing link between workforce capability and business performance was making workforce planning an increasingly important organisational priority.

Group Head, Business Development & Partnerships, HumanManager Limited, Abdulwasiu Issah, said organisations needed a clearer understanding of their existing capabilities to make informed decisions about talent development.

“Organisations cannot effectively develop the workforce they need if they do not have a clear understanding of the capabilities that already exist within the organisation. Competency management gives businesses a more structured way to understand existing strengths, identify development priorities and determine where capabilities need to be strengthened. It helps connect people development with the capabilities the organisation needs to achieve its objectives.”

Issah said changing skills requirements had made it increasingly important for organisations to understand not only who was in their workforce, but also what employees could do and where additional capabilities were needed.

He said workforce data could support decisions on employee development, talent deployment, succession planning and workforce readiness.

Lead, Brands & Marketing, HumanManager Limited, Jerry Adeyeri, said HR technology was also evolving beyond administrative functions to support more informed workforce decisions.

“HR technology is moving beyond the administration of workforce processes. The opportunity now is to use technology and workforce data to better understand people, support their development and help organisations make more informed decisions about their capabilities. That is an important shift because technology should not simply help organisations manage their workforce; it should help them understand and maximise it.”

HumanManager said its participation in the conference provided an opportunity for HR practitioners and business leaders to explore the practical application of competency management in employee development and workforce planning.