“In talent engagement, HR’s role extends beyond traditional methods. Equipped with skills to engage effectively, HR emphasizes continuous upskilling to nurture and support employee growth,” says Mr. Aditya Mishra, Managing Director and CEO, CIEL HR.
To learn more about the role of HR in the changing landscape of skilling and talent management, importance of on-the-job learning, adoption of continuous learning, and more, we spoke with Mr. Aditya Mishra, Managing Director and CEO, CIEL HR.
Below are a few excerpts from our conversation. You can watch the full conversation on our YouTube channel.
Q. Within the recruit-train-deploy-manage cycle, where do HR professionals prioritize skill development?
A. Over my 25-year journey in the HR domain, I’ve witnessed substantial shifts in the way HR functions. From balancing organizational dynamics to implementing comprehensive HR systems, the landscape has transformed significantly. The contemporary workforce comprises multiple generations, each with distinct expectations shaped by rapid socioeconomic and technological changes.
Recent times have seen the pervasive impact of technologies like ChatGPT, altering the learning landscape. Platforms like TikTok and video content have given way to shorter attention spans, influencing how HR approaches talent attraction. The focus has shifted to collaborating with the technology ecosystem to assess and attract talent with the right skills and characteristics.
Talent development, the third dimension, requires preparing employees for the future amidst organizational transformations. This dynamic period necessitates proactive efforts in upskilling and strategic workforce planning.
Q: How can HR bridge the gap between industries and educational institutions for effective skill-based training? What are the top three areas to focus on in aligning academia with evolving workforce needs?
A. The top areas to focus on in aligning academia with evolving workforce needs are,
- Addressing Skill Gaps: Acknowledging the global issue of skill gaps, emphasizing collaborative efforts among HR leaders, business executives, and the training ecosystem is crucial. Rather than just identifying the gap, working together to pinpoint specific lacking skills and implement targeted solutions is needed.
- Promoting Lifelong Learning: Shift the paradigm of lifelong learning, emphasizing its necessity in today’s dynamic industries. Also, encouraging families and individuals to invest time, resources, and effort in continuous learning, recognizing that staying updated with evolving skills is a societal responsibility, not solely the organization’s.
- Fostering Diversity and Inclusion: Emphasize the importance of diversity, equity, and inclusion in the workplace discourse. With automation minimizing the reliance on physical strength, encourage gender diversity. HR leaders and the training ecosystem play crucial roles in changing societal mindsets to make industries more welcoming to women.
- Enhancing Talent Pool Management: Highlight the underrated role of HR in talent pool management. Proactively determine the skills, competencies, and behaviors aligning with organizational goals. Many organizations lack a clear understanding of these aspects, necessitating a focused approach to talent management.
Q. How can HR drive the adoption of continuous learning and skill development proposed in NEP 2020?
A. I appreciate a key aspect of the new education policy 2020 (NEP 2020), particularly the emphasis on multidisciplinary learning. It’s crucial to recognize that individuals can have interests in multiple fields simultaneously. The policy promotes a holistic approach, encouraging a broad perspective that aligns well with the interconnected nature of the world. Additionally, the focus on on-the-job learning is commendable, acknowledging that individuals learn through reflection, observation, and hands-on experience. Lastly, the policy’s recognition of the importance of lifelong learning is vital in adapting to the ever-changing landscape, and it’s imperative for educational institutions to swiftly integrate these principles.
Q. Is there any advice you would like to share for youth dealing with AI-driven job platforms when creating their portfolios for better job prospects?
A. Candidates should tailor their resumes to match the specific job role and company requirements, ensuring a short yet comprehensive presentation. Given the prevalence of automated systems, it’s crucial to understand that recruiters may use scanning software, emphasizing the importance of genuine and relevant content over keyword manipulation. Moving beyond resume creation, candidates must adequately prepare for interviews by realistically showcasing their skills, expertise, internships, learning programs, interests, and passion. This holistic approach increases the chances of successful integration within the organization.
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