“Businesses have recognised that AI has the potential to propel them toward optimal growth and enrich workforces”, Says Achal Khanna, CEO, SHRM India, APAC and MENA

1.    What role do you think the HR community can play in supporting the upskilling of its employees?

The HR community plays an extremely pivotal role in supporting the upskilling of employees, which is essential for maintaining competitiveness in a dynamic business environment. HR professionals can drive this transformation by implementing targeted learning and development programs that are tailored to the needs of the workforce and aligned with the organisation’s goals.

To do the same, HRs should identify skill gaps by conducting regular assessments and mapping current competencies against future requirements. This is particularly crucial in sectors like IT, manufacturing, and services, which are experiencing significant technological advancements. By leveraging data analytics and AI tools, HR can personalise learning techniques, ensuring that employees receive relevant training.

Furthermore, HR can foster a culture of continuous learning by promoting internal knowledge-sharing platforms and creating incentives for skill development, such as certifications, career progression opportunities, and recognition programs. Partnering with educational institutions and e-learning platforms can also provide employees with access to high-quality, industry-relevant courses.

Companies across industries are finding value in introducing journey-based programs lasting 4-6 months rather than one-time workshops. Learning modules are woven into employees’ work schedule and provide learning opportunities at different touch points over a period of time. Application based classroom sessions are interspersed with other forms of learning like interaction with industry thought leaders, coaching, outbound programs, book reviews, group projects, etc. Feedback from participants has shown this methodology to be life changing and the perfect vehicle to groom them for leadership positions.

Additionally, HR can advocate for a collaborative approach involving management and employees, that are creative, adaptable and engaging. By aligning upskilling strategies with individual career aspirations and organisational needs, HR can not only enhance employee retention but also contribute to the overall growth of the organisation.

2.    Could you share your opinion on skill education-based hiring? Should the companies start giving preferences to skillsets over college degrees?

The shift towards skill-based hiring is reshaping how companies evaluate potential employees, emphasising practical skills and real-world experience over formal education. In a dynamic business environment where technology and industry needs are constantly evolving, it presents a compelling case for companies to prioritise skill sets over traditional college degrees as the conventional degree-based hiring model often falls short in addressing the real-time skill demands of employers.

In recent times businesses have recognised that AI has the potential to propel them toward optimal growth and enrich workforces across all levels. Understanding the technology will

empower us to maximise its potential. When AI is leveraged in conjunction with competencies that are uniquely human organizations can improve productivity. Building skills that harness the potential of technology has become imperative and often becomes the differentiator that guarantees selection.

The biggest advantage of skill-based hiring is that it allows companies to tap into a broader and more diverse pool of talent, including self-taught professionals, individuals from non-traditional educational backgrounds, and those who have pursued specialised certifications. According to a survey by LinkedIn, 76% of Indian talent professionals believe that skills assessments are a critical part of the hiring process, as they help in identifying candidates who can perform the job, regardless of their educational background.

In essence, this approach not only reduces hiring biases but also places emphasis on practical capabilities, problem-solving abilities, and hands-on experience. The India Skills Report 2023 highlighted that only 50.3% of Indian graduates are employable, pointing to a significant skills gap between academia and industry requirements. Hence proving that companies that prioritise skills over degrees are better positioned to innovate, adapt, and remain competitive.

Employability Report by Aspiring Minds, is another example that stands in favour of the debate. The report shows companies that adopt skill-based hiring practices have seen a 40% reduction in their training costs. It also aligns well with the growing trend of micro-credentials and stackable learning paths, which enable individuals to build competencies incrementally.

While the need for education and trained degree cannot be ignored, it is equally important to note that skill-sets hold an equally significant role in the growth of the economic sector. It fosters a meritocratic culture that values continuous learning and upskilling, that encourages employees to stay relevant in their fields. This is also helpful in a populated country like India where the gap between job opportunities and number of job seekers is wider, opening new avenues for skill bases employment.

3.    How can HR bridge the language barrier in the hiring process?

In the diverse country like India, language barriers can pose significant challenges in the hiring process, especially when sourcing talent from various regions with different linguistic backgrounds.

HR can bridge this gap by implementing several strategies. Starting with offering multi-language support in job postings, application forms, and interviews, ensuring inclusivity and accessibility for candidates who may not be fluent in English or the dominant business language.

HRs can utilise AI-powered tools like translation services and language assessments that can help accurately measure a candidate’s skills without language becoming a hinderance.

Furthermore, companies should invest in language training programs for both recruiters and candidates, focusing on business communication skills that align with the company’s needs. This approach not only helps in hiring but also supports employee development post-recruitment. The language courses can start from the basics of the language and go higher up.

It is also very important to a language-inclusive culture by encouraging the use of common and simple language during interviews and onboarding processes. Incorporating language-neutral assessment methods, such as practical skill tests or visual-based evaluations, can also minimize the reliance on language proficiency.

4.    Can HR and educational institute partnerships create a pipeline of skilled candidates?

Partnerships between higher-education institutions and employers can be significantly valuable for helping businesses respond to growing talent needs. By collaborating with colleges, universities, and vocational training centres, HR can align academic curricula with industry needs, ensuring that students are equipped with relevant, job-ready skills.

Additionally, HR can provide insights from the knowledge pool and enable educational institutions to tailor their programs accordingly. Companies can also establish campus ambassador programs and early talent identification initiatives, which help in nurturing relationships with potential candidates from an early stage. These partnerships can involve guest lectures, workshops, internships, and live projects that offer practical exposure to students. The advantage is that the industry itself trains, mentors and guides the students to become workforce ready. It arms students with the knows of “why” of selection / rejection process, learn the “corporate ways” of understanding candidates, experience “ground realities” of professional life that lie ahead and understand “fitment potential” into a particular domain or vertical

While such collaborations can be a little challenging to implement and may take time. But they are equally rewarding as they not only bridge the skill gap but also reduce hiring time and costs, as companies gain access to a pool of pre-trained, motivated candidates who are ready to contribute effectively from day one.

5.    Please shed light on the key themes and objectives of the SHRM Indian Annual Conference this year?

SHRM India Annual Conference 2024 aims to delve into actionable approaches to foster a thriving work environment rooted in mutual respect, transparent communication, and positive collaboration. With the 13th annual conference, SHRM’s objective is to empower HR leaders and professionals with the strategies needed to navigate conflicts, champion empathy, and ignite a culture of transparency.

This year’s theme – NOW! Defines our goals aptly. Breaking down the vision as:

·       Navigate Disruption: Learning from industry leaders to gain insights to thrive in a constantly changing environment

·       Own the Future of Work: Discover cutting-edge technologies to shape the workplace of tomorrow

·       Win with Top Talent: Engage and retain top talent by fostering a culture of agility and continuous learning.

In an ever-evolving world of work, the dynamics of technology and worker expectations are constantly reshaping the business landscape. There is a need for HR leaders need to be proactive, innovative, and impactful, to leverage the power of action in the age of disruption.