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
From India, Bangalore
7881On 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
From India, Bangalore
Dear Mr Divekar
Your reply to your questioner is well set, relevant and appropriate one to follow.
My version:
It is not definite that employee will associate for longer period and not free from disassociation after acquiring certification & experience. The industry runs in concept of “your finished products is my raw materials”. The aspiring nature human tends him to search of better, even ignoring that comparatively no one is better. It is better to select employee having required certification course plus experience as per your requirement. A certificate holder is one’s identity not a certificate against performance.
Further, certification course for in-house employees [HR] is the responsibility of employer. In such situation employer instead of certificate course should opt for training on such subjects. This is apart from those who have a personal liking to have a course with certificate.
The biggest problem is that till date we have not prepared to adoptable to changes or to go for a radical change in educational curriculum. The institution of autonomous nature should take lead in this field for development of human resources to move in direction world moves. The tag of institutions is vital which gives a satisfaction of quality.
The best type of acquiring knowledge is by doing work. The work is done by acquired knowledge and which makes one perfect. Test is the right way to judge between average, good and best.
The discussion you made is good one to grasp.
From India, Mumbai
Your reply to your questioner is well set, relevant and appropriate one to follow.
My version:
It is not definite that employee will associate for longer period and not free from disassociation after acquiring certification & experience. The industry runs in concept of “your finished products is my raw materials”. The aspiring nature human tends him to search of better, even ignoring that comparatively no one is better. It is better to select employee having required certification course plus experience as per your requirement. A certificate holder is one’s identity not a certificate against performance.
Further, certification course for in-house employees [HR] is the responsibility of employer. In such situation employer instead of certificate course should opt for training on such subjects. This is apart from those who have a personal liking to have a course with certificate.
The biggest problem is that till date we have not prepared to adoptable to changes or to go for a radical change in educational curriculum. The institution of autonomous nature should take lead in this field for development of human resources to move in direction world moves. The tag of institutions is vital which gives a satisfaction of quality.
The best type of acquiring knowledge is by doing work. The work is done by acquired knowledge and which makes one perfect. Test is the right way to judge between average, good and best.
The discussion you made is good one to grasp.
From India, Mumbai
Dear professional colleagues,
The concept of Big data, HR analytics, ROI, Machine learning are emerging knowledge fields which are technology based /driven.
Every HR need to understand these concepts fully as many of them including me lack it's full knowledge and implications.
It would serve great purpose if someone fully knowledgeable clarifies the concepts and their application in the field first before expressing views on merits of going into certification and related aspects.
Regards,
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
The concept of Big data, HR analytics, ROI, Machine learning are emerging knowledge fields which are technology based /driven.
Every HR need to understand these concepts fully as many of them including me lack it's full knowledge and implications.
It would serve great purpose if someone fully knowledgeable clarifies the concepts and their application in the field first before expressing views on merits of going into certification and related aspects.
Regards,
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
IMPORTANCE OF INDUCTION.pdf
The Importance of Effective Communication.d oc