There are vacancies for HR heads in one of the largest organisations in the country. And even though the need for pros to step into these positions was felt acutely over the past couple of months, these one job openings went unadvertised.We basically need someone who can make an impact on the way HR works because no one believed we need an HR in this organization.The first organisation that could clearly do with a professional HR head is the BCCI.

The prolonged comedy of errors that was played out in front of the nation clearly demonstrated that BCCI needed two professionals desperately — instead of politicians, it needed a HR and a qualified spin doctor. The last category has many aspiring naturals already playing the game. But it’s difficult for everybody to fancy themselves in the role of a professional HR.

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HR Analytics is one field which has caught the popular imagination of a number of HR Professionals. Withe the help of analytics and especially BIG DATA an HR can find out the blind spots of the company and can help them make pinpointed forecasts. The most important aspect out here is that you can spot out trends , make analysis and finally make a roadmap for success.B

HR AND BIG DATA IN INDIA 

With the advent of a number of job portals close to 200 million job postings are available in India only. With the expanding job market and the proposed make in India program it is important to ensure that we can find out the best manager for the position specified. Hr analytics can help us make inroad in this area because with the help of big data you can identify the trends across an industry and make the best out of it.

To convert diverse and disparate data into tools for business insight, HR teams must:

• Ask the right questions: By looking at indicators such as turnover or recruitment success, absenteeism etc.  HR Analytics teams can ask the right questions and pull out appropriate data.. This helps us to get a better insight on how organisational hurdles can be cleared
• Integrate diverse data: Collating and integrating data across departments, time frames and geographies. This is the key to unlocking the value of  the data an organisation normally generates. To ensure that the  HR department develops the systems and processes necessary for effective integration. For the purpose of this organisations should cobble together an HR  Analytics team that has expertise in aggregating data and analysing its meaning
• Stress on compatibility: HR executives across geographies must ensure their data speaks the same type of language. In other words, there has to be a systematic structure to input information so as to ensure that there are no overlaps.
• Unleash insights: Staring at reams of big data is not enough; HR executives must have the capability to slice and dice that data and share information with others. One great way to communicate complex data is through visualization. Graphs, infographics and — one of today’s most shared tools online — videos can be powerful tools to help digest the insights uncovered from HR analytics

We can thus ensure that HR analytics and BIG Data can become a differentiating factor especially in the Indian HR markets. HR analytics is here to stay and for anyone who wants to pursue HR in future BIG Data is the magic word.

Click here for government certification in Human Resources

Click here for government certification in Big Data

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HR consulting is one field you might not have heard about at all . But consider this simple fact. The ‘slot zero’ placement day of IIM A, IIM C and various B schools of India, are driven primarily by the consulting sector then followed by various other sectors. This has been the trend for over six to eight years now. Why this sector is so highly rated among B-schools? Employees with Designations like “Business analyst”, “Decision scientist” ,”HR Consultant” etc. are considered as all-rounder.

So how can a HR consultant can make a mark in a sector which is considered normally for people with experience in Marketing or Sales sector.The truth is as a consultant you can advise on ways to improve anything from recruitment to Compensation Planning. With a more fluid job market, you can find great opportunities in Head hunting firms all over the world. As an HR consultant a Under Grad  degree combined with an MBA or a specialized program in HR can make you a master in this field.

HR CONSULTANT FUTURE IN INDIA 

Recently I came across an article in TOI where it was reported that an upcoming HR firm in Bangalore received an  investment of $3.5 million. Thus for anyone who is thinking of pursuing a career in HR can make it a point that HR consultant is one field which can make your future.There is demand in the market where people with experience in HR works with data analytic skills . With the advent of BIG Data and BI analytics the process from recruitment to Promotion are worked upon with the help of such skill tools.

According to a survey there is a demand in Indian market where HR consulting can make an impact. Everyday an IT company receives hundreds of referrals and they do not how it can be worked upon. Thus anyone with an experience in HR consulting can make an impact out. The opportunities are out there in the market. It all depends upon whether you are ready to grab it.

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One of the biggest problems faced by organizations today is managing Gen Y employees. It is a challenge to work with Gen Y’s short attention span and expectations of a ‘fun’ workplace. TeamLease Indian Labour Report of 2009 estimated that by 2025, 25% of the world’s skilled labor will comprise Indians. This demographic will almost completely be made up of Gen Y. This is where gamification comes as a boon to HR managers.According to Prof. Kevin Werbach of the Wharton School, gamification is the use of game elements and game design techniques in non-game contexts. As we can see from the definition, there are three attributes that make up a gamified approach:

• Game elements which include quests, progression, a competitive social graph, a reward system etc

• Game design which involves engineering as well as an artistic approach

• Non-game contexts which mean having an objective other than success in the game

How Gamification in HR works

The basis of the learning techniques used in gamification is operant conditioning. A stimulus is introduced and is followed by the participant’s behavioral response. This behavior has positive or negative consequences, which in turn influences future behavior.

The learning offered in gamified applications has a high recall value due to the fact that it is generally imparted through an audio-visual medium. Simulation provides for a forgiving environment to learn practical skills. The ‘play’ factor makes this a more engaging learning technique than others. Thus,gamification can be effectively used in on-boarding, compliance and other training programs. Gamification is also an excellent tool to test participants. It can be used to assess how the participants manage time, prioritize and respond to social cues, among other key skills. It makes a promising supplement to the recruitment and performance evaluation processes.

Moreover, gamification would not only aid employee engagement by encouraging participation in wellness programs, voluntary work and cross functional projects but also help the HR to influence the corporate culture in an impactful manner.

The Future of HR Gamification in India

South East Asian nations and Africa are two of the largest markets where the idea of gamification can have a real impact. In India, over the next two decades, the overall economy is expected to boom with a much more greater emphasis on IT, BFSI, manufacturing, infrastructure and mining. In the Indian IT sector, the gamified approach has already been implemented in a number of companies. Accenture trains its employees about its values, policies, ethics with modules interspersed with ‘snake and ladders’ games. Lucky winners are awarded with Google Nexus 4 phones. When it was introduced, the game was a runaway hit and Accenture was able to strike a chord with its employees in an innovative manner. Similarly, KPMG India developed interactive telecommunications education modules to deliver learning with the help of a graphical inter-phase and interactive quizzes. Certifications are awarded in four categories: basic, silver, gold and platinum.

In a country like India, the most important factor for motivation is the reward structure. This might be in the form of financial benefits or peer recognition. Rewards act both as intrinsic and extrinsic forms of motivation among employees. What the IT industry is slowly getting accustomed to should also be adopted by the other industries in India.

Clinical and aviation simulation training have immense scope. Another major use of gamification in India can be in the manufacturing sector and PSUs where more engaging methods of training need to be explored.In order to get a much better understanding of this, we conducted an informal survey at Mahanadi Coalfields Limited. We explained the concept of gamification to workers and asked if they would prefer it to current training methods. Out of the 40 respondents, 36 wanted their training to take place in a gaming environment. We discussed that gamification could be more impactful in communicating safety measures and machine handling techniques. We concluded that a gamified approach could go a long way in training the Indian workforce over the next decade. The employees could be taught a variety of skills and policies in local languages. At the same time, it is necessary to remember that gamification is a supplement to existing models. It cannot replace traditional approaches.

Technology would be a major constraint in bringing gamification to its true potential in India. But the Indian technology revolution of the past 15 years leaves strong reasons to hope. Indian HR managers might also find it difficult to relate ‘play’ with ‘work’. It is a prejudice that Indians are inculcated with since childhood. But as per research giant Gartner, ‘by 2015, 50% of organizations that manage innovations processes will gamify those processes’. India Inc. cannot be far behind. After all, humans are social beings with naturally competitive instincts. We thrive on social recognition and a sense of achievement. Combining that need with an engaging game platform in non-game could prove to be a revolutionary way to manage employees.

Thus Gamification can prove to be a major game changer in the way the industry perceives the various HR functions. Thus we can truly describe Gamification in the words of Michael Wu as ‘Gamification is not a Game’.

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One of the most complex problems  associated with the HR profession today is performance appraisals. Be it the IT or the manufacturing sector the HR professional want to avoid a complex system. However in order to attract the best of the talents in different sectors the HR professionals have to come up with new and innovative performance appraisal system.

However there are always certain problems which you can face when implementing a new performance appraisal system. There is always a large amount of doubt not only among the employees but also among the HR professionals .

Some of the most common problems associated with performance appraisal are

1) Budget :- Budgetary allocations is always the driving force while allocating a bonus or a raise from the current salary.

2) Bell Curve : No matter where you go bell curve follows you. No matter how good or bad your employees are you always have to put certain employees below the 15% bracket .

3)Confusion for employees :- The employee can easily get confused if there multiple factors which governs his performance appraisal. Whether he should aim for quality or quantity ?

Hence while designing a performance appraisal system you always have to keep these topics in mind .

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