Practical exposure is crucial for developing HR skills: Achal Khanna, CEO- SHRM India

Speaking exclusively with Shiksha.com, Achal Khanna shares emerging hiring trends across sectors, and new demands from the industry and discusses changing role of HR professionals.

Achal Khanna, CEO- SHRM India, APAC & MENA is one of leading HR Professions across the globe with rich experience of over 30 years. Prior to joining SHRM, she was Managing Director for Kelly India operations; Vice President for GE; and Country Manager for Polaroid India. She has also worked with Dupont, ITC and Cosmo Group in various capacities. Speaking exclusively with Shiksha.com, Achal Khanna shares emerging hiring trends across sectors, and new demands from the industry and discusses changing role of HR professionals.

Q. What are the sectors which have seen surge in demand for fresh graduates in the post covid era?

A. In the post-COVID era, several sectors have experienced a surge in demand for fresh graduates. The pandemic has brought about significant changes in the job market, leading to shifts in demand and the emergence of new opportunities.

In India, few of the sectors that have seen increased demand for fresh graduates are:

Information Technology (IT) and Software Development: The IT industry in India has continued to thrive, with increased demand for graduates in software development, programming, data analytics, cybersecurity, cloud computing, and artificial intelligence. E-commerce and Digital Marketing: The e-commerce sector in India has experienced significant growth, driven by increased online shopping and digital transactions.

Healthcare and Pharmaceuticals: The healthcare industry has been at the forefront of the COVID-19 response, leading to increased demand for healthcare professionals in India. EdTech and Online Learning: The pandemic has accelerated the adoption of online learning and education technology in India.

Renewable Energy and Sustainability: India has placed a strong emphasis on renewable energy and sustainable practices. The government's initiatives and investments in this sector have led to increased demand for fresh graduates in renewable energy engineering, environmental sciences, sustainable development, and green technology.

Financial Technology (FinTech), Telecommunications and Digital Services, Logistics and Supply Chain Management are other emerging sectors.

Q. How has the role of HR changed with the advent of technology?

A. The role of Human Resources (HR) has undergone significant changes with the advent of technology. Technology has revolutionized various HR functions, enabling automation, streamlining processes, and enhancing efficiency.

Some of the ways in which technology has impacted the role of HR are in Recruitment and Talent Acquisition: Technology has transformed the way organizations attract and hire talent. Online job portals, applicant tracking systems (ATS), and AI-powered resume sourcing and screening tools have made the recruitment process faster and more efficient. HR professionals can use data analytics to identify suitable candidates, conduct video interviews, and leverage social media platforms for employer branding and candidate sourcing.

HR technology has simplified employee onboarding processes. Digital platforms allow HR departments to automate paperwork, provide online training modules, and deliver a seamless onboarding experience. Additionally, technology has facilitated employee engagement through employee self-service portals, intranet platforms, and collaboration tools that enable effective communication and knowledge sharing. Traditional annual performance reviews are being replaced by real-time feedback and continuous performance management facilitated by technology. HR systems and software enable ongoing performance tracking, goal setting, and feedback exchange between employees and managers. This promotes a more agile and feedback-driven approach to performance management.

Data Analytics and HR Metrics: Technology has enabled HR professionals to leverage data analytics and HR metrics to make informed decisions. HR systems and software can collect and analyze data related to employee performance, engagement, turnover rates, and workforce demographics. This data-driven approach allows HR to identify trends, make strategic decisions, and provide insights to management.

Learning and Development: Technology has transformed learning and development initiatives within organizations. E-learning platforms, virtual classrooms, and web-based training programs have made learning accessible, flexible, and cost-effective. HR can utilize learning management systems (LMS) to track employee training progress, create personalized development plans, and offer targeted learning opportunities.

Employee Self-Service and HR Automation: Technology has empowered employees through self-service portals, enabling them to access and update their personal information, request time off, view pay stubs, and access HR policies and procedures. HR automation, including chatbots and AI-powered systems, can handle routine HR inquiries and tasks, freeing up HR professionals to focus on strategic initiatives.

Overall, technology has transformed HR from a primarily administrative function to a strategic partner within organizations. HR professionals are now expected to leverage technology, data analytics, and digital tools to drive HR strategies, enhance employee experiences, and contribute to organizational success.

Q. What according to you are the changes management institutions need to bring in to provide right kind of HR talent to the industry?

A. Management institutions should regularly update their HR curriculum to align with the evolving needs of the industry. The curriculum should cover not only the HR concepts but also the latest trends and technologies impacting HR practices. It should include courses on HR analytics, talent management, digital HR, DEI, change management, and strategic HR planning.

Practical exposure is crucial for developing HR skills. Management institutions should incorporate internships, industry projects, and case studies into their HR programs. Management institutions should ensure that students gain hands-on experience with HR software, applicant tracking systems, LMS, and data analytics tools. Incorporating technology-related coursework and providing access to relevant HR tools will equip students with the necessary skills to navigate the digital HR landscape.

HR professionals require strong interpersonal and communication skills to effectively engage with employees, managers, and stakeholders. Management institutions should emphasize the significance of ethical decision-making, fair employment practices, and fostering inclusive workplaces.

By implementing these changes, management institutions can equip HR students with the skills, knowledge, and mindset needed to excel in the dynamic and evolving HR landscape, and to meet the demands of the industry.

Q. Is SHRM working with higher education institutions to share inputs of the industry. Which all institutes SHRM has partnered with?

A. Yes. SHRM is working with various higher education institutions and we help them with enhanced HR curriculum based on SHRM Global Guidelines, which is based on extensive research. Our partnership opens up vast networking opportunities within institute and SHRM and the extended HR Industry.

Few of our Academic partners in India are:

• XLRI

• IIM Ranchi

• IIM Shillong

• IIM Indore

• TA PAI Management Institute, TAPMI

• Xavier University

• Christ University

• EDUK8U.com

• Chandigarh University

• Vesim

• Sasin

• Noesis

• Jain University

• Bridge School of Management

• Chitkara University

 

543+ universities/institutes have partnered with SHRM Globally

Few of them are:

 

Masters Degree:

• Iona College

• Loyola University Chicago

• Michigan State University

• Ohio State University

• Pepperdine University

• Rutgers University

• Texas A&M University

• University of Colorado-Denver

• University of Minnesota

• University of South Carolina

• Singapore Institute of Management

• Singapore Management University

 

Undergraduate Degree:

• Auburn University

• Baylor University

• Brigham Young University

• Loyola University Chicago

• San Diego State University

• The Pennsylvania State University

• University of Colorado--Denver

• University of Minnesota

• King Faisal University, Saudi Arabia

• American University in the Emirates, Dubai

• Canadian University Dubai

• University of Dubai

• Brigham Young University

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