Dear members,
On one of the WA groups of HR, Administrator of the groups Mr Rajaram Thorve, has raised the topic for discussion. Today's topic for discussion is on "Importance of having Certification in Big Data, HR Analytics, ROI & Machine Learning" He has asked the following questions:
Does certification in Big data & HR analytics, ROI & machine learning guarantee stay for employees for another 10 years?
Should all employees from HR’s go in for these types of certification by paying pretty huge amount?
Will the TAG of institutions work for these types of courses?
Can this type of knowledge be acquired by practicing in the organization?
How would you differentiate the skills between those who have done certification but not practiced or experienced and those who are working on the system without certification?
I have given the replies to the above questions and these are as below:
+++++
Dear Mr Rajaram Thorve,
My replies to your questions are as below:
Q. 1 Does certification in Big data & HR analytics, ROI & machine learning guarantee stay for employees for another 10 years?
Reply: - Acquiring certificate in any subject, be it HR-related or otherwise, is always helpful. Grade mentioned in the certificate validate a level of knowledge the candidate has acquired. However, having certification of some course is not sufficient. It is not a passport to the lucrative employment. Neither it guarantees one’s stay in the job market. The candidate is expected to put on use the knowledge acquired. The piece of paper called certificate is not for brandishing in the job interview. Large number of professionals have MBA degree. How many of them really implement at the workplace the knowledge that they acquire? How many HR’s remain in touch with their MBA books. In fact, immediately on completion of course, books are sold for second sale! Secondly, there is no certification on ROI as such. Whatever HR interventions that are executed in the company, HR is responsible to measure ROI. Lastly, about HR Analytics. There are many in HR fraternity who openly profess “I am weak in numbers!” Are they fit to take certificate in HR Analytics is a point to moot. Even if they acquire certificate, will they implement that knowledge at the workplace is another point to moot.
Q. 2 Should all employees from HR’s go in for these types of certification by paying pretty huge amount?
Reply: - This is a personal call. If one is convinced about the opportunities in these fields then he/she may go ahead and acquire the certification irrespective of the cost of that certification. However, it needs to be noted that implementation of HR Analytics requires lot of individual maturity as well as organizational maturity. Many organisations in India are still grappling with the issues that fit within the bracket of personnel management. For them, the concepts like HR Analytics or Big Data exist in some different planet.
Q. 3 Will the tag of institutions work for these types of courses?
Reply: - Tag of institution always helpful even for ordinary MBA degree. Therefore, if the course is done from some branded institute, it will help adding value in CV.
Q. 4 Can this type of knowledge be acquired by practicing in the organization?
Reply: - [i]Of course yes. If one sheds fear of numbers, then all these things can be learnt at the job as well. However, success depends on two factors. One is initiative and another is opportunity.[/b]
Q. 5 How would you differentiate the skills between those who have done certification but not practiced or experienced and those who are working on the system without certification?
Reply: - While recruiting a candidate, execution skills can be tested by giving case studies or small projects. Candidate may be told to give presentation also. But then there lies a catch. Interviewer is also expected to be thorough in these subjects. In fact more than being thorough, interviewer is expected to be head and shoulder above the candidate. Do we have those type of interviewers? Testing candidate’s knowledge is easy but validating not!
Thanks,
Dinesh Divekar
On one of the WA groups of HR, Administrator of the groups Mr Rajaram Thorve, has raised the topic for discussion. Today's topic for discussion is on "Importance of having Certification in Big Data, HR Analytics, ROI & Machine Learning" He has asked the following questions:
Does certification in Big data & HR analytics, ROI & machine learning guarantee stay for employees for another 10 years?
Should all employees from HR’s go in for these types of certification by paying pretty huge amount?
Will the TAG of institutions work for these types of courses?
Can this type of knowledge be acquired by practicing in the organization?
How would you differentiate the skills between those who have done certification but not practiced or experienced and those who are working on the system without certification?
I have given the replies to the above questions and these are as below:
+++++
Dear Mr Rajaram Thorve,
My replies to your questions are as below:
Q. 1 Does certification in Big data & HR analytics, ROI & machine learning guarantee stay for employees for another 10 years?
Reply: - Acquiring certificate in any subject, be it HR-related or otherwise, is always helpful. Grade mentioned in the certificate validate a level of knowledge the candidate has acquired. However, having certification of some course is not sufficient. It is not a passport to the lucrative employment. Neither it guarantees one’s stay in the job market. The candidate is expected to put on use the knowledge acquired. The piece of paper called certificate is not for brandishing in the job interview. Large number of professionals have MBA degree. How many of them really implement at the workplace the knowledge that they acquire? How many HR’s remain in touch with their MBA books. In fact, immediately on completion of course, books are sold for second sale! Secondly, there is no certification on ROI as such. Whatever HR interventions that are executed in the company, HR is responsible to measure ROI. Lastly, about HR Analytics. There are many in HR fraternity who openly profess “I am weak in numbers!” Are they fit to take certificate in HR Analytics is a point to moot. Even if they acquire certificate, will they implement that knowledge at the workplace is another point to moot.
Q. 2 Should all employees from HR’s go in for these types of certification by paying pretty huge amount?
Reply: - This is a personal call. If one is convinced about the opportunities in these fields then he/she may go ahead and acquire the certification irrespective of the cost of that certification. However, it needs to be noted that implementation of HR Analytics requires lot of individual maturity as well as organizational maturity. Many organisations in India are still grappling with the issues that fit within the bracket of personnel management. For them, the concepts like HR Analytics or Big Data exist in some different planet.
Q. 3 Will the tag of institutions work for these types of courses?
Reply: - Tag of institution always helpful even for ordinary MBA degree. Therefore, if the course is done from some branded institute, it will help adding value in CV.
Q. 4 Can this type of knowledge be acquired by practicing in the organization?
Reply: - [i]Of course yes. If one sheds fear of numbers, then all these things can be learnt at the job as well. However, success depends on two factors. One is initiative and another is opportunity.[/b]
Q. 5 How would you differentiate the skills between those who have done certification but not practiced or experienced and those who are working on the system without certification?
Reply: - While recruiting a candidate, execution skills can be tested by giving case studies or small projects. Candidate may be told to give presentation also. But then there lies a catch. Interviewer is also expected to be thorough in these subjects. In fact more than being thorough, interviewer is expected to be head and shoulder above the candidate. Do we have those type of interviewers? Testing candidate’s knowledge is easy but validating not!
Thanks,
Dinesh Divekar