The need for crafting a career track in HR was felt primarily on the basis of an appreciation of the fast paced disruption in the way the combined entity of work and workforce is getting redefined across industry segments in recent times. A significant part of this disruption is driven by technology in as much as HR Tech is treated by many Experienceerts as a distinct domain.
The Deloitte Report on Human Capital Trends (2019) captures some of the salient emerging trends:
Future of Workforce - rapid emergence of an ‘alternative’ workforce and ‘superjobs’ giving rise, in turn, to the need for a different kind of leadership and people management styles.
Future of Organization – a distinct shift from employee Experience to ‘human ‘ Experience and finding meaning in work through enablers such as innovative team-working, collegiality and differentiated rewards .
Future of HR - the movement from talent acquisition to talent access and mobility and emergence of Digital HR as a robust facilitator of core people processes .
The WEF - Future of Jobs Report (2018) has indicated that by 2022 around 58% of all jobs, generically across industries, will be done by humans and 42% by machines vis-à-vis 71% and 29 % respectively in 2018. Digital HR would, therefore, emerge as a key driver . Some of the new jobs in demand would be the likes of Innovation Professional and Human-Machine Interaction Designer apart from the ones such as new age L&D professional, OD Specialist etc.
Based on these two reports an analysis of the high paced developments in People Management that are playing out in the industry was undertaken and the idea of a super-specialization in HR thought through.
The overriding objective of this career track program is to Experienceose students with deep interest in HR to be contextually familiar with the contemporary tech - enabled HR practices in the industry and also enable them to learn the relevant concepts aligned with such practices.
HR-Led Business Transformation
Digital HR
HR’s Strategic Role in the Future of Work
Data Driven HR (Advanced)
AI in HR Functions
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Post-Doctoral Research, School of Technology and Management, Portugal. Research topic: Millennial workforce.
Ph.D., Management Studies, Visvesvaraya Technological University, India.
MBA, Canara Bank School of Management Studies, India.
Has over 22 years of Experience both in industry and academics. Prior to joining JAGSoM, he was the talent head in Indian Semiconductor Association.
A seasoned Human Resources - Talent Acquisition professional with over 18 years of Experience in managing Talent Acquisition in Product Development and Investment Banking Captive organizations. Managed Business transformation with talent acquisition Strategy. Managed Global Talent Branding, Candidate Experience and University Relations.
A Senior Industry Professional Praveen Kamath is a Senior HR Professional with 21yrs of Experience working in strategic and leadership roles in some of the top MNC’s driving the need to search & develop Talent spread across the globe ensuring sound and effective talent practices in alignment with the business goals and objectives.
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Ph.D in Leadership.
MBA & MSc- Psychology.
He is known for establishing the Leadership Assessment and Development Center at TAPMI, Manipal using integrated psychometrics developed through his research. As a leadership trainer and corporate consultant, and as an author of organisational behaviour book Dr. James has significant contribution to the HR field.
Ph.D., OB & HR, Indian Institute of Technology, Madras, India.
M.Sc., Organizational Psychology, Department of Psychology.
Bangalore University, India.
She is a qualified organizational psychologist, psychometrician and counsellor. Widely consulted by the corporates, she has conducted several behavioral training programs for companies like Tavant Technology, Cadbury, HCL, Infosys and Pizza Hut.
Post Graduate Diploma in Management, Management Studies, Human Resource Management, IFIM Business School, India. (2016) BA(Honours) Degree, Hospitality Studies, Hotel Management, Institute of Hotel Management, Aurangabad. (2010).
Mr. Sarthak Daing received the Chairman's Gold Medal and Nest Away Award for 'Best Student in Human Resource Specialisation for Batch 2014-16’.
PGDM, Human Resources Management, IIM Ahmedabad, India B.E, BITS Pilani, India.
He has served in senior leadership positions in the industry. A former Dean at ICFAI Business School and Kaziranga University School of Business, he has also spent nearly two decades in academics and has been a student and practitioner of institution building.
Ph.D., OB & HR, Indian Institute of Technology, Madras, India M.Sc., Organizational Psychology, Department of Psychology, Bangalore University, India.
She has more than 26 years of post-doctoral Experience as a faculty member of business schools that include Indian Institute of Management, Bangalore, and the National Academy of Administration, Mussoorie.
A thought leader who has led Human Resources across many organisations including Coffee Day Group - Collaborative & Influencing role across Coffee, Logistics, Hospitality, Financial Services, Technology, Pharma, Commercial real estate, Timber & Furniture.
D&B - To create a HR AI maturity model, evaluate select companies of the maturity based on the model created, and make recommendations to enhance HR AI maturity level.
The purpose of this project is to create an HR AI maturity model, evaluate select companies on their HR AI maturity level, and create a road map for the companies on how they can enhance their HR AI maturity.
Digitalising Employee Experience: Creating Human Capital Excellence Model for Rapid Value.
The purpose of this project is to create a human capital excellence model in the context of digitalisation. Project mapped employee Experiences and linked to the metrices and digitalisation Experiences for creating this model.
Nexus Malls -Increasing learning efficiency in the organization by analyzing the training data for future talent mapping.
The purpose of this project is to create an HR AI maturity model, evaluate select companies on their HR AI maturity level, and create a road map for the companies on how they can enhance their HR AI maturity.
D&B -Recreating V-5 Employee Engagement Model Post Covid.
The purpose of this project is to create an HR AI maturity model, evaluate select companies on their HR AI maturity level, and create a road map for the companies on how they can enhance their HR AI maturity.
