To prepare ourselves for CSME, Caribbean HR professionals need to ensure that our competences straddle disciplines that include:
- law: labour law for instance vary among the countries. We as HR professionals must be capable of interpreting the law.
- IT: setting up HRIS that considers employees in different countries
- insurance / social security: variations exist among the CSME countries. We need to understand these variations and how to adjust for compensation and benefit packages
- economics: labour market issues and measurement
- accounting: skills to value human capital along the similar principles for financial accounting
- information management: skills for efficient and effective documentation and structuring of HR information - Employee Handbooks, Policies, Procedures, Standards etc
- Marketing: skills for promoting and selling the organisation as a great place to work
- psychology: skills for designing, implementing and managing programs to address work place health and safety; localisation, etc
- engineering (yes engineering !!) skills for designing organisations as a well synergised system of interdependent components
- statistics: we need skills for conducting statistical analysis of HR data, presenting these and relating them to the organisation, the country and the region.

The countries ust establish the institutional and information infrastructure to guide, direct and support human resource management at the organisational and national levels.

Gale

He always seemed to be keen to share his ideas and I miss him already.

I first heard him speak at the HRMAB conference in Barbados, and knew then that he was something special.

My deepest sympathies to his family and other friends.

It is important for HR to educate the organisation about the role or HR as compared to the role of Line Mangers. Line Mangers need to recognise that they are infact HR Hanagers also. They manage the Human Resources within thier departments. HR provides support & structure to this.

It is important for organisations to adopt Performance Driven Systems where we don’t hold people accountable for being present but for delivering. That way, it wouldn’t matter what time an employee comes or goes but that the job gets done.

I enjoyed this article, very practical and useful. Totally agree money is not a motivator, once a certain level has been achieved. Like you we beleive that an Organisation that creates an enviroment of trust and has an engaged workforce will have sustained levels of performance and retention. I would suggest this is the reason why the starting point for any employee engagement initiative must be ‘Developing Commitment to the Organisation’ and the key enabler in doing that is leadership, inparticular, as you rightly point out line managers.

Felicia
Face 2 Face Ltd

thyanks for your contribution. It’s interesting what you say about the Pyschcological approach/link with Coaching. I guess my question is that if this is the evolution of Coaching, despite certification now becoming the norm in the US and the U.K. is that enough as this type of certification is not based/grounded in Psychology. Do you think having that knowledge/background is a must (i.e. its dangerous if one doesn’t have it) or just desireable.

Kind Regards

Felicia

My sympathy to his family and other relatives. Galba rest in peace.

We extend our sympathy to his family and know that his work and commitment will continue through the lives of the HR professionals that he connected with.

Peace & Blessings
HRMAJ