Position Paper by the Chartered Institute of Personnel Management of Nigeria (CIPM) To the Federal Government of Nigeria on the Implementation of the 2025 National Employment Policy (NEP)

Executive Summary

The Chartered Institute of Personnel Management of Nigeria (CIPM), the regulatory body for human resource management in Nigeria, recognizes the 2025 National Employment Policy (NEP) as a transformative instrument for inclusive growth and decent work. This Position Paper highlights CIPM’s alignment with the NEP, outlines areas of collaboration with the Federal Government, and makes concrete policy recommendations. CIPM is committed to providing technical expertise, professional standards, and institutional support to ensure the successful implementation of the NEP in line with the National Development Plan (2021–2027).

1. Introduction

Employment creation remains central to Nigeria’s economic and social stability. The NEP 2025 acknowledges the role of professional bodies, such as the CIPM, in driving compliance with labour standards, strengthening workforce capacity, and promoting decent work. CIPM is well-positioned to support the Federal Government through its nationwide membership, professional education, and HR regulatory authority.

2. CIPM’s Mandate and Alignment with the NEP

The NEP assigns professional organizations, including CIPM, the responsibility to:

• Encourage private employers’ compliance with labour standards and decent work guidelines.
• Promote corporate governance and social dialogue at workplaces.
• Provide updated labour market insights, including taxation, social security, and workplace safety.
• Deliver enterprise development and productivity improvement initiatives.
• Establish compliance and reporting mechanisms for decent and sustainable work.

CIPM’s institutional mandate directly aligns with these provisions, positioning the Institute as a strategic partner to the Federal Government.

3. Priority Areas for Government–CIPM Collaboration

(a) Strengthening Labour Market Information Systems (LMIS)

• Partner with FMLE and NBS to generate HR analytics and skills gap reports.
• Develop a national HR data framework for workforce planning.

(b) Capacity Building for Employers

• Deliver HRM training programmes to SMEs to boost compliance with decent work standards.
• Strengthen employer capabilities in workforce planning, performance, and change management.

(c) Promoting Social Dialogue and Industrial Peace

• Facilitate dialogue platforms between employers and employees.
• Deploy professional HR mediation tools to prevent and resolve disputes.

(d) Supporting Employment Creation

• Co-create skills development programmes in the digital economy, green jobs, and creative industries.
• Expand CIPM certification to integrate future-of-work skills.

(e) Institutional Participation

• Represent the HR profession at the National Employment Council (NEC) and State Employment Councils (SECs).
• Provide expertise in NEC working groups to align employment targets with the National Development Plan.

4. Policy Recommendations to the Federal Government

1. Institutionalize HR Standards: Mandate compliance with CIPM’s professional standards across MDAs and the Organized Private Sector.
2. Tax Incentives for Decent Work: Provide fiscal incentives to organizations adhering to NEP-compliant HR practices (fair wages, inclusivity, training).
3. Strengthen HR in Public Service: Adopt CIPM frameworks for recruitment, performance management, and succession planning in MDAs.
4. Fund Joint HR–Employment Projects: Allocate resources for HR-driven employment interventions, including enterprise development and workplace safety sensitization.
5. Promote Digital HR Solutions: Collaborate with CIPM to integrate HR technology into NEP monitoring and evaluation systems.

5. Conclusion

CIPM reiterates its commitment to supporting the Federal Government in translating the NEP into measurable employment outcomes. By leveraging professional expertise, research capability, and nationwide membership, CIPM stands ready to partner with government and other stakeholders to deliver inclusive growth, sustainable employment and industrial harmony.

Annex: Proposed Action Areas for CIPM in NEP Implementation

• Data & Research: Labour market analytics, HR indices, workforce planning studies.
• Capacity Building: Nationwide HR training for SMEs, public sector HR reforms.
• Social Dialogue: Platforms for employer–employee mediation and collective bargaining.
• Emerging Work Areas: HR certification for the digital economy, gig work, and green jobs.
• Policy Advocacy: Active participation in NEC/SEC, input into national labour market reforms.

Signed:
Chartered Institute of Personnel Management of Nigeria (CIPM)