Emerging Courses: Why you should consider a course in digital HR

As of today, there are more than 45,000+ Digital HR job roles vacant in the country on career portals like Naukri.com and LinkedIn. But the fact that Digital HR professionals are currently seeing a spike in demand is not the only reason you should consider pursuing a Digital HR course.

Industry Revolution 4.0 brought on by Big Data and emerging technologies like Artificial Intelligence, Analytics, Cloud Computing, and more, have transformed every facet of businesses worldwide. From production to marketing and sales, every unit has adapted to digitization. The Human Resource department is not far behind in embracing this massive digital transformation. Digital transformation of the HR role is giant leap organisations have taken towards achieving a more collaborative and efficient workplace culture. Gone are the days when an HR professional’s role was confined to placing ads for job roles, managing payrolls, making policies, and taking care of the recruiting and termination processes. In today’s digital era, the HR professional’s role has become more diverse, and HR agility has emerged as a prominent focus for organisations.

2020 was a year unlike any other. And for this very reason, the workforce dynamics changed dramatically, compelling organisations to adopt a more flexible working model while ensuring that the workforce stayed engaged and productive. As WFH became the norm, right from recruiting to retiring, organisational processes and operations swiftly shifted to the virtual world. During the overnight shift of this scale, HR professionals empowered with Digital HR proficiencies played a crucial role in easing their company and its employees to the new normal.

This was an eye-opener that led businesses to actively recruit Digital HR tolls and professionals who could help them sail through such circumstances. As of today, there are more than 45,000+ Digital HR job roles vacant in the country on career portals like Naukri.com and LinkedIn. But the fact that Digital HR professionals are currently seeing a spike in demand is not the only reason you should consider pursuing a Digital HR course.

Here are two salient reasons why you should consider a course in Digital HR:

Enables you to make smart, data-driven decisions: Incorporation of Digital HR along with People Analytics or HR Analytics in workforce management leads to better decision-making. It equips you to make smarter, more strategic, and data-backed decisions during recruitment, performance management, and employee retention. Upskilling in Digital HR tools and techniques allows you to make HR processes efficient and less time-consuming. For instance, digitally transforming the recruiting process makes it easier to screen candidates that don’t meet the criteria for a certain position, allowing you to focus on the applicants who most deserve the attention, and make a future-proof recruitment.

Offers more lucrative career prospects: Pursuing a certification course in digital HR will equip you with modern tools and techniques and add value to your resume. This will in turn open doors to opportunities that will help build a successful career. As mentioned earlier, companies are looking for HR Professionals with proficiency in Digital HR to join them; they are ready to offer handsome packages to the right candidates. According to PayScale’s survey, an early career Human Resources Analyst with Digital HR knowledge on an average earns anywhere between INR 4 lacs to INR 5 lacs per annum.

Now, let’s take a look at the top three job roles that will be trending this year in the HR domain.

HR Analysts: An HR Analyst provides the company with data-backed insights and guidance on best practices in terms of compensation, benefits, and performance management. They are responsible for maintaining and evaluating personal inventories and reviewing job requirements to positively affect employee retention.

HR Specialists: An HR Specialist manages companies’ payroll system to create a new hire account and deactivate separate accounts. They are responsible for training all employees on using the payroll system properly and collaborating with vendors on system problems. They ensure that garnishments and deductions are enforced precisely and promptly, and that the payroll is processed on time.

Human Resource Information Systems Specialists: They are responsible for executing and managing Human Resource Information Management (HRIM) systems for their organisation. These professionals offer consultancy services and management advice in respect to system specifications based on business needs and resources.

ET CIO of the Week: Rajneesh Mittal

Rajneesh Mittal is the Head of Technology & Content at UNext Learning. He is a technology leader with diverse experience in the education, media, and telecom industries. Mittal has over 22 years of experience and has led global technology projects in organizations like Manipal Group, Zee Entertainment, Vodafone, Hewlett Packard, and more.

I like being a technology leader because…
There is no business or function that is untouched by technology today. I love exploring all the aspects of a business and being a technology leader gives me a great vantage point to do that. That also fits in well with my take on digital transformation – get to the core of the business, solve business problems using tech, and you have digital transformation done!

An ‘Aha ‘ leadership moment in your professional career.
It was a very small moment but one with lasting impact. After a couple of years in a leadership role, during my performance appraisal, my boss told me that he is able to understand technology much better after I have come around. I feel thats a very important attribute of a modern-day CIO/CTO. We have to be on both sides business as well as tech – and be the bridge between the two. We should be able to hop over seamlessly between the two worlds if we really want to be great tech leaders.

As a technology leader what was the toughest decision you made?
It was a massive multi-million dollar digital transformation and automation project. And not the enterprise IT one at that a core business system. The decision was between fully outsourcing it vs. building the entire tech stack and running it on our own. I came face to face with the concept of sleepless nights and how long those can seem to be! You go through not only myriad technology choices and the decisions around them but also a full gamut of emotional calls as well. Whats safer to do? Whats the road less traveled? How will it turn out to be a decade later? And so on and so forth. Ultimately, it turned out great for the organisation. Very, very proud of that work.

What’s the next big thing’ in your industry vertical?
In education technology, the next big thing is the first thing that probably ever was in education – how do you touch a life through education? And in todays era how do you do that to a student sitting in front of their computer or on the mobile. To what extent technology and content can come together to create that learning experience is what keeps us going.

Where do you see the Head of Technology role heading in the future?
Already, the CIO/CTO role as we knew it a decade or so ago is extinct. The expectations from technology to solving business problems are established too. What should pick up steam now is not just deploying technology, but also creating technology. Every business needs some specific tech and this is when a CTO comes into prominence. As CTOs, we should also look to creating tech for our businesses. This paradigm shift from deploying to creating technology calls for a sea-change in our approach. And this era is upon us.

One thing that the Head of Technology should learn from the business?
No self-indulgence. Technology is serious business; you can’t just deploy a piece of tech because it’s a shiny new toy in the market. There has to be a business need, there has to be ROI, there has to be a justifiable capital allocation to everything that we do in tech, much like in business.

If you were famous, what would you be?
Oh, a million options there. World #1 tennis player (top 10 would also do as long as its singles), a YouTuber with a billion followers, a movie writer, or even Prime Minister. Why stop dreaming!

Scientific assessments: How technology can be used for effective recruitment

The novel Coronavirus pandemic will go down in history as a black swan event that profoundly altered the way businesses function. The outbreak of the virus brought a grim outlook as we witnessed salary cuts and layoffs across sectors. However, after months of turbulence, we’ve started to witness signs of recovery in the job market. That being said, things have changed dramatically for businesses across the world during the pandemic and the one thing that was talked a lot about was the need to hire staff’. Recruitment of new hires has always been an important step to convert new employees into the long-term plan of the organizations, rather than adding them into the mix of employees and hope that they would find their way around.

Virtual hiring helping businesses recover
The lockdowns witnessed organizations adopting technology speedily and switching to virtual hiring to ensure business continuity. A recent report titled ‘The State of Developer Recruitment 2020’, by HackerEarth cites that about 47% of tech organizations in India switched from traditional hiring to remote assessment during the pandemic. The trend of corporates switching their entire recruitment strategy to virtual platforms is expected to continue even when things get back to normal.

Demand for scientific assessment tools in remote hiring
The remote working revolution has opened an enormous talent pool for companies that in turn has increased the demand for scientific assessments while hiring. Given the pressure of profitability and safety of employees, companies with access to a quality talent pool are a huge benefit. Businesses no longer need to limit their hiring to a small radius of towns and cities, and this means they can now hire people without any geographical limitation.

How technology can be used for effective remote recruitment
Technology-led recruitment can be easily customized to cater to the unique hiring and workforce development demands of an organization. A scientifically designed assessment helps organizations cut costs, biases, human errors, and above all, can assess huge volumes of candidates in a short period improving the quality of hires.

Cognitive assessments
The cognitive assessment tests a candidate’s ability to learn fast, solve tough problems and understand ideas that are new and accomplish set targets. The tools help the company to evaluate very crucial aspects in a potential hire such as logical reasoning, decision making, and critical thinking. Cognitive assessment skills help companies to predict employee success in knowledge-based or vocational roles across sectors.

Behavioural assessments
Behavioural assessments are aimed at assessing core competencies required to perform a certain job. They evaluate competencies that comprise knowledge, skills, and personality traits in an individual. These competencies are critical elements of a job and the evaluation score helps employers understand if the candidate will justify the role offered. Failure in assessing the behavioural traits of candidates can contribute to the attrition rate of a company. Scientific assessments can help organizations better understand the temperament of their new hires.

As businesses continue to adopt technology and shift to a remote model, the changes made by organizations today will hold them in good stead in the future. Employers need to progressively re-think and reinvent their recruitment strategies. To make up for the time and profits that were lost during the pandemic, a surge in hiring can be expected in the coming months. Emphasis will be on aspects like boundaryless hiring and skill-based selection criteria through virtual assessment tools. When implemented as part of the hiring process, the benefits of quality remote recruitment can be exceptional!