Human Resource Professionals were challenged to “do something bold within the next 90 days to make their workforce less fearful of the future, more skilled, more inclusive and more future-ready.”
The challenge was issued by Dr Allyson Leacock at the recently held HRMAB 30th Anniversary Awards Gala under the theme, Celebrating Excellence: Advancing People held at Sandals Resort Ballroom.
In her keynote address Dr Leacock posited that, globally, the nature of work is evolving, with an increasing demand for skills such as analytical and creative thinking, as well as AI and data literacy.
“But right beside them stand the human skills: leadership, empathy, and lifelong learning,” she said. She also stressed that globally, organisations were moving towards rewarding skills and ongoing certifications, more so than degrees, job titles and tenure.
Adding that, “Skills are the new currency,” she went on to challenge the HR professionals to consider whether they would be bold enough to benchmark roles based on skills, rather than simply relying on titles. She encouraged them to consider developing a dynamic skills taxonomy for their organisations, and recognising micro-credentials and portfolios as evidence of capability and competencies.
Another shift, fully supported by data from the World Economic Forum (WEF), speaks to reskilling many workers by 2027, underscored the need for continuous learning, rather than isolated training events.
She further recommended shifting the focus from mere compliance to a culture of high performance and growth. To do so, she said that systems must be managed by individuals who provide clear goals and continuous feedback to support personal development. They should also ensure there are fair rewards, and visible pathways for growth. Dr Leacock concluded by emphasising the need to “Break the bias of ‘everything is awesome,’” as that mindset creates a culture of mediocrity . . . “potential is not perfection,” she added.
In his address to the gathering, Wayne Sobers, chief labour officer (CLO) fully supported the need for training to enhance skills. He said that globalisation, rapid technological advancements, along with changing economic and environmental realities, have significantly transformed the way work is conducted, how organisations operate, and how individuals and businesses pursue and manage opportunities.
Against this background, he suggested initiatives that HRMAB could employ to affect workforce development. These include having targeted training to enhance industry-specific skills; introducing programmes aimed at empowering individuals and organisations to foster professional growth and leadership capabilities; advocating for ethical practices in human resource management to elevate professionalism; and setting best practices by establishing benchmarks to improve the quality of human resource management across Barbados.
The CLO also urged HRMAB to be a champion for continuous learning by encouraging ongoing education and skills development to better adapt to evolving demands of the workforce, while also advocating for fairness in the workplace. He posited that if we accept that a nation’s economic strength hinges on its people, then effective human resource management must be an essential prerequisite for sustainable enterprises and national progress.
He further stated that a prosperous Barbados depends on a vibrant, innovative, and inclusive workforce, and stressed that, in this regard, HRMAB’s work in promoting equitable access and workplace fairness aligns perfectly with the Government’s vision for social and economic transformation.
Human resources professionals were also given a call to action from HRMAB President, Tisha Peters. She encouraged them to agitate for change, which would help to elevate their role from “the administrators who hire and fire”, to being recognised as strategic partners and change agents within their organisations.
Stressing that it was their responsibility to understand their business, Peters added, “Let’s not be reactive. Let’s look at the data, tie it to organisational goals and lead proactively. That’s how we advance people and elevate HR’s impact.” She called on members to mentor for legacy, stating that, “Mentorship isn’t just about guidance; it’s about legacy. It’s how we preserve the heart and humanity of this profession and ensure its relevance for generations to come.”
Peters concluded by highlighting the legacy of Arni Walters, one of HRMAB’s trustees, who died in January 2025. She described him as a “dedicated HR professional, mentor and friend” whose contributions significantly shaped the HR landscape in Barbados. In honouring his legacy and recognising his commitment to people, education and continuous learning, she announced the launch of the ‘HRMAB Arni Walters Scholarship for Human Resource Excellence’. This scholarship, sponsored in partnership with the Inter-American Development Bank (IDB), will be administered by the University of the West Indies (UWI) Cave Hill Campus, beginning in the 2026 semester.
(PR)
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