The Chartered Institute of Personnel Management (CIPM) has challenged organisations in Nigeria to embrace digital innovation, prioritise employee well-being, and foster inclusive workplace cultures to stay competitive in a rapidly evolving labour market.
The professional body for human resources practitioners in Nigeria made the recommendations in a recently-released report titled, ‘HR Practice Needs Report 2025:
The Era of Adaptive HR Leadership,’ which addresses key trends shaping the future of work and provides a practical roadmap for HR professionals and business leaders navigating technological disruptions and shifting workforce expectations.
Central to the CIPM’s guidance is a call for increased investment in digital tools and analytics to transform traditional HR functions. The report highlights the potential of technologies such as AI-driven recruitment platforms and real-time performance monitoring systems to enhance efficiency, improve workforce planning, and enable data-driven decision-making.
“HR professionals must champion the integration of AI-driven recruitment, automated workflows, and data analytics to provide insights that inform workforce strategies. Beyond efficiency, these technologies enable personalised employee experiences and predictive analytics, which can help pre-empt workforce challenges,” the report states, advocating the use of predictive analytics to anticipate staffing needs and optimise talent management.
The Institute also calls on employers to revamp learning and development programmes to focus on future-ready skills. It recommends creating flexible training pathways that support upskilling, reskilling, and leadership development, while nurturing a culture of continuous learning. Such initiatives, the report notes, are essential to ensuring employees remain agile and relevant in an increasingly dynamic business environment.
Diversity, equity, inclusion, and belonging (DEI&B) are also receive strong emphasis, with the CIPM urging organisations to move beyond token diversity quotas and implement measurable DEI strategies that create genuinely inclusive workplaces. These should include regular tracking of diversity targets and initiatives designed to ensure every employee feels “valued, heard, and empowered”.
Employee well-being is another central pillar of the CIPM’s framework. The report recommends placing health and well-being at the core of organisational strategy, through holistic programmes addressing mental health, physical wellness, and work-life balance. Organisations that prioritise well-being, it argues, are more likely to see improved employee engagement, retention, and overall satisfaction.
Effective internal communication is identified as a foundational element of high-performing organisations. The CIPM advises developing transparent communication systems that build trust and alignment, alongside leadership training to enhance communication skills. Leaders, the report stresses, must not only communicate organisational values clearly but also foster open, empathetic dialogue with employees.
These recommendations come as Nigerian businesses grapple with rising employee expectations, accelerated digital transformation, and increasing global competition. The CIPM’s latest report offers a timely and evidence-based strategy for aligning human resource practices with the evolving realities of the modern workplace.
