2020 has been an entirely different year for a lot of us. With the pandemic hitting the world in early 2020, a lot of months following it have witnessed drastic changes in almost all the business verticals. Undoubtedly, the most affected of all has been the employment sector. While a lot have lost their jobs during this pandemic, there are more who are readily working on polishing their skills and knowledge and grab on an opportunity as soon as they see one. In this exclusive interaction with Deepshikha Singh, Managing Editor, Higher Education Review magazine, Dr Surender Jeet Raj, Senior Vice President - HR Operations, Newgen Software not only shares his journey but also highlights on the various factors that will drive the recruitment process in coming times.

• Tell us about yourself and how did you pave your way into the HR industry?

I started my career over three decades ago and it has been a diverse and enriching journey across various industries. I have donned many hats, including being an entrepreneur, an operations manager, or an HR leader. My understanding of business has given me the impetus to be a successful HR professional. I started my career with some of the leading manufacturing brands and have been associated with the hi-tech electronics and IT industry for over 25 years now.

When I started my professional life in the ‘80s, HR as a function was just taking shape in India. HR was considered an alien concept and people across the board struggled to appreciate its relevance. I have witnessed the transformation of HR from a statutory and compliance framework to a strategic and developmental function.

The future belongs to the mindset, not the skill set. Technologies will keep advancing and getting obsolete, but only those will survive and thrive who are flexible and can best adapt to the changing environment.

My exposure and training in social work made me realize my calling in the people's function, a career that requires care and empathy. My innate potential for networking and building lasting relationships, fostered during my college years, made me seek growth and fulfillment in the field of HR.

• What is your take on the prevailing industry-academia gap in India?

The industry-academia gap is one of the most discussed topics in boardrooms as well as educational institutes. The emergence of autonomous/deemed institutes in higher education, innovation around pedagogy, and the rise of alternate academic institutes are steps in the right direction toward bridging this gap. However, a lot more needs to be done. For nurturing a competent workforce, industries need more sincere and consistent dialogue with the educational institutes. We need a paradigm shift in the way we perceive higher education. This pandemic has raised a lot of questions that both academia and industry can best address in the future for mutual benefit.

• According to you what are the changes that need to happen in the higher education segment of India to make our graduates industry-ready?

Agility is the keyword here. As organizations have adapted well to an agile way of working, I would like to see higher education institutes quickly adopt a similar approach to their pedagogy. Institutes need to revisit and redesign the curriculum every year to keep up with the pace of change in the technological and business landscape. The industry should have a default chair in educational committees. Apart from technology, we need to focus on nurturing traits like compassion, empathy, and innovation in a real sense. The curriculum needs to be more closely aligned with real-world scenarios rather than just teaching concepts that have very little bearing in today’s context. Educational institutes also need to look at the long termperspective rather than only addressing immediate needs.

• According to you, how will NEP 2020 change the education system of the country for the better?

The National Education Policy is the first of its kind in the last 34 years. NEP lays special emphasis on early child career ducation and development by including a play-based, multi-faceted curriculum. The re-structured 5+3+3+4 is a welcome step.Skill-based education for each child during their formative schooling years will enhance their capabilities and increase theiremployability. NEP is ambitious and futuristic, but its success will primarily depend on its execution.

• As an HR expert, what is your opinion on the need for providing orientation training for new employees, and according to you what impact will it have on the work performance of the employee?

The orientation training program sets the foundation for each new incumbent. It should be done meticulously while ensuring the participation of all the stakeholders, as it is a very important step in driving employee productivity. This also helps in employee engagementin the long run. The engagement in the first 3-4 months has proven to be instrumental in retaining employees for a longer tenure and bringing in better ROI from the hiring efforts. Going by the costs involved in the hiring process, anot-so-thought-out orientation program can prove to be very costly for an organization.

• Describe how internships and apprenticeship programs are crucial in providing a valuable on-the-job experience for a student?

Internships are very handy andproductive programs. The internship models are the best way to bridge the gap between industry and academia.These allow both the employer and the employee to challenge each other for mutual growth. The industry needs to be very specific with their problem statement and define measurable deliverables to maximize the ROI of such programs. Additionally, the concept of gig economy workers will surely pick upin the near future, especially in the knowledge workers' space.

• With the number of graduates increasing on a yearly basis, what are the steps taken by you to choose the most suitable candidate for your organization?

We, at Newgen, continue to focus on the basics.If your foundations and fundamentals are in place, you can be groomed and trained further. Our focus is mostly on the learning ability of the candidates, along with the curiosity they display toward their chosen subject of interest. Because we are a software product organization, we tend to focus on creativity and innovation attributes.

• What would be your advice to the students who are looking to increase their chances of getting employed in the modern competitive job market?

I think the first and foremost important thing to always remember is that whatever you do, you are doing it for yourself. One needs to own their decisions and be accountable for their life and choices. The future belongs to the mindset, not the skill set. Technologies will keep advancing and getting obsolete, but only those will survive and thrive who are flexible and can best adapt to the changing environment.