HR Can Help Build an Organisation of the Future

April 22nd, 2024

Cavelle Joseph-St. Omer, President, HRMATT

Cavelle Joseph-St. Omer
Human Resource Management Association of Trinidad and Tobago (HRMATT)

Artificial Intelligence and data are the key to organisational efficiency. Companies that embrace IT platforms for effectively managing people are poised to operate at their best. The best organisations will use technology to shape better employees and create innovative ways of working. The role of human resources (HR) has been transformed post-pandemic. The rising tide of Artificial Intelligence (AI), coupled with dynamic changes in how employees view work and want to be managed by companies, has resulted in challenges for HR executives. Cavelle Joseph-St. Omer, President of the Human Resource Management Association of Trinidad and Tobago (HRMATT), welcomes the pace of change.

“When we consider the future, AI and robotics are key to efficient workspaces,” Joseph-St. Omer notes. “This is not to be feared but embraced as it will allow mundane tasks to be consolidated. In turn, operational costs decrease, and HR can focus on tasks that bring genuine value to companies and their people. The key is to take advantage of technology and leverage data for forecasting and trend analysis through Enterprise Resource Planning (ERP) platforms. An organisation’s people are their primary competitive advantage. Technology deployment is only valuable accompanied by training in the tools to utilise resources to their maximum effect,” she advises.

Joseph-St. Omer encourages companies to respond humanely to employee challenges while embracing emerging technologies. “We have to open up to listening and showing sympathy, empathy and compassion. The best managed HR departments genuinely care about their employees, including their mental health and overall development as human beings,” Joseph-St. Omer added.

Another area in which the HR landscape has had to adapt is the composition of the modern workforce. “Today, we see HR departments managing the most diverse organisations in history with up to five generations in the workforce,” she continued. Some companies have added policies to supersede inadequate laws to introduce parental leave for men and to allow for Diversity, Equality, and Inclusion (DEI) policies in the workforce. “DEI policies offer alternative viewpoints in the workplace and bring immense value to company culture. We need to see greater efforts at developing and implementing DEI policy and deployment in all companies and organisations in T&T,” she advised.

Data management must also be an area of focus. “Barbados, Jamaica and the European Union have led in data protection laws. This brings me to the point of legislation. It is vital that we legislate to move our country forward in line with the Caribbean region and other parts of the world,” she advises.
Regarding remote working, Joseph-St. Omer notes, “The focus of most companies’ post-pandemic is to build recession-proof businesses, but again this is only possible by putting people as your most valuable resource first. Companies must work with their teams to determine where their needs align with organisational goals.”

By Kieran Andrew Khan