Dear members, on one of the WA groups of HR, the Administrator of the group, Mr. Rajaram Thorve, has raised a 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 go in for these types of certification by paying a 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:
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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 a certificate in any subject, be it HR-related or otherwise, is always helpful. The grade mentioned in the certificate validates the level of knowledge the candidate has acquired. However, having certification in some course is not sufficient. It is not a passport to lucrative employment. Neither does it guarantee one's stay in the job market. The candidate is expected to put to use the knowledge acquired. The piece of paper called a certificate is not for brandishing in the job interview. A large number of professionals have an MBA degree. How many of them really implement at the workplace the knowledge that they acquire? How many HR professionals remain in touch with their MBA books? In fact, immediately on completion of the course, books are sold for resale! Secondly, there is no certification on ROI as such. Whatever HR interventions are executed in the company, HR is responsible for measuring ROI. Lastly, about HR Analytics. There are many in the HR fraternity who openly profess, "I am weak in numbers!" Are they fit to take a certificate in HR Analytics is a point to moot. Even if they acquire a certificate, will they implement that knowledge at the workplace is another point to moot.
Q. 2 Should all employees from HR go in for these types of certification by paying a 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 the implementation of HR Analytics requires a lot of individual maturity as well as organizational maturity. Many organizations in India are still grappling with the issues that fit within the bracket of personnel management. For them, concepts like HR Analytics or Big Data exist on some different planet.
Q. 3 Will the tag of institutions work for these types of courses?
Reply: - The tag of an institution is always helpful even for an ordinary MBA degree. Therefore, if the course is done from some branded institute, it will help add value to the CV.
Q. 4 Can this type of knowledge be acquired by practicing in the organization?
Reply: - Of course, yes. If one sheds the fear of numbers, then all these things can be learned on the job as well. However, success depends on two factors. One is initiative, and another is opportunity.
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. The candidate may be told to give a presentation also. But then there lies a catch. The interviewer is also expected to be thorough in these subjects. In fact, more than being thorough, the interviewer is expected to be head and shoulders above the candidate. Do we have those types of interviewers? Testing a candidate's knowledge is easy, but validating it is not!
Thanks, Dinesh Divekar
Does certification in Big Data & HR Analytics, ROI & Machine Learning guarantee stay for employees for another 10 years? Should all employees from HR go in for these types of certification by paying a 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 a certificate in any subject, be it HR-related or otherwise, is always helpful. The grade mentioned in the certificate validates the level of knowledge the candidate has acquired. However, having certification in some course is not sufficient. It is not a passport to lucrative employment. Neither does it guarantee one's stay in the job market. The candidate is expected to put to use the knowledge acquired. The piece of paper called a certificate is not for brandishing in the job interview. A large number of professionals have an MBA degree. How many of them really implement at the workplace the knowledge that they acquire? How many HR professionals remain in touch with their MBA books? In fact, immediately on completion of the course, books are sold for resale! Secondly, there is no certification on ROI as such. Whatever HR interventions are executed in the company, HR is responsible for measuring ROI. Lastly, about HR Analytics. There are many in the HR fraternity who openly profess, "I am weak in numbers!" Are they fit to take a certificate in HR Analytics is a point to moot. Even if they acquire a certificate, will they implement that knowledge at the workplace is another point to moot.
Q. 2 Should all employees from HR go in for these types of certification by paying a 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 the implementation of HR Analytics requires a lot of individual maturity as well as organizational maturity. Many organizations in India are still grappling with the issues that fit within the bracket of personnel management. For them, concepts like HR Analytics or Big Data exist on some different planet.
Q. 3 Will the tag of institutions work for these types of courses?
Reply: - The tag of an institution is always helpful even for an ordinary MBA degree. Therefore, if the course is done from some branded institute, it will help add value to the CV.
Q. 4 Can this type of knowledge be acquired by practicing in the organization?
Reply: - Of course, yes. If one sheds the fear of numbers, then all these things can be learned on the job as well. However, success depends on two factors. One is initiative, and another is opportunity.
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. The candidate may be told to give a presentation also. But then there lies a catch. The interviewer is also expected to be thorough in these subjects. In fact, more than being thorough, the interviewer is expected to be head and shoulders above the candidate. Do we have those types of interviewers? Testing a candidate's knowledge is easy, but validating it is not!
Thanks, Dinesh Divekar