Punit Sharma

Shaping EdTech Talent through innovative HR practices

Punit Sharma

Chief Human Resources Officer,

DBMCI

India faces a shortage of medical professionals. Despite this glaring gap, recent statistics reveal a sobering reality: only 56.3 percent of candidates achieved success in the NEET-UG exam last year. This stark figure not only underscores the challenges ingrained in the medical education journey but also amplifies the urgent need for a transformative shift in the approach to preparation. As aspiring medical professionals grapple not only with a vast syllabus but also with escalating competition, the imperative for strategic and effective readiness becomes increasingly pronounced.
Hence, the importance of medical PG coaching becomes more pronounced, acting as a guide for individuals navigating the complex journey from undergraduate to postgraduate studies. It is within this context that Punit Sharma, the discerning Chief Human Resources Officer at DBMCIeGurukul, plays a pivotal role, steering the organisation’s talent acquisition and development with an acumen finely tuned to the nuanced demands of the medical PG coaching landscape. Punit’s leadership
At DBMCI-eGurukul focuses on nurturing a cadre of medical professionals. The goal is to equip them not only with academic prowess but also with the resilience and strategic acuity necessary to thrive in the demanding healthcare field. At DBMCI-eGurukul, Punit’s role transcends the conventional boundaries of a CHRO. He emerges as a navigator, guiding aspiring medical professionals through the labyrinth of challenges. His aim is to ensure that they not only succeed in exams but also become adept contributors in the healthcare sector. TradeFlock’s interview with Punit offers a deeper insight into his transformative approach. Drawing from a history of advising C-Suite executives in the financial and services industries, Punit brings a wealth of experience to the table. His expertise spans talent acquisition, performance management, HR consulting, employee engagement, CRM, and compliance with labour laws—all fortified by a master’s degree in personnel management from Symbiosis Institute of Management Studies and Delhi University.

Can you give a brief overview of your career journey, from the beginning to your current role as CHRO at DBMCI-eGurukul?

My career journey reflects a passion for HR and driving impactful organisational change. I initiated this journey with innovative HR interventions at Capital Trust Ltd., embedding core HR management throughout the employee life cycle. At Taraashna Services Ltd., I focused on talent management and organisational development. In previous roles at Barclays and CitiGroup, I led HR operations, emphasising a positive work culture and employee engagement. As the current CHRO at DBMCI-eGurukul, I oversee the entire HR and OD function, driving strategic initiatives to revolutionise global medical PG coaching.

How did your previous experiences influence your HR and leadership approach?

My experiences at Capital Trust Ltd., Taraashna Services Ltd., Barclays, and Citigroup have shaped my HR and leadership approach. At Capital Trust Ltd., I emphasised aligning HR strategies with business objectives and data-driven decision-making. Taraashna Services Ltd. exposed me to talent acquisition complexities and the need for innovative employee engagement. At Barclays and Citigroup, I learned the significance of a strong organisational culture for sustained success. These experiences provide a comprehensive understanding that I bring to my role at DBMCI-eGurukul.

As the CHRO, what notable challenges have you faced, particularly within the distinctive context of the medical PG coaching industry?

The medical PG coaching industry presents unique challenges, including intense competition, high stakeholder expectations, and evolving regulatory requirements. As CHRO in the medical PG coaching industry, I’ve tackled challenges like fierce competition, high stakeholder expectations, and evolving regulations. Attracting and retaining top talent in this competitive market is a significant hurdle, alongside ensuring the well-being and motivation of faculty members, which are crucial for student success. Balancing academic excellence with innovation and adaptation is another key challenge. However, strategic workforce planning, risk mitigation, robust performance management, and a focus on employee development with high satisfaction scores have helped us navigate these challenges effectively.

What are your key strengths in HR management, and how do they benefit the organisations you've led?

My strengths in leading and managing human resources functions lie in fostering a culture of collaboration, empowerment, and continuous improvement. I lead by example, creating a supportive environment where employees feel valued and motivated. Strong interpersonal skills allow me to build trust and rapport at all organisational levels, facilitating open communication and constructive feedback. With a strategic mindset, I proactively anticipate and address HR challenges, making data-driven decisions that drive positive outcomes for the organisations I’ve worked with.

What do you do to unwind and recharge, given the demands of your role at DBMCI-eGurukul?

Despite the demands of my role at DBMCIeGurukul, I prioritise maintaining a healthy work-life balance. To unwind and recharge, I spend quality time with my family, explore new places, and engage in outdoor activities like hiking and cycling. Reading books on leadership and personal development provides me with fresh perspectives and inspiration. I also prioritise self-care practices such as meditation and exercise to rejuvenate my mind and body. Investing in these activities allows me to return to work feeling refreshed and energised, ready to tackle any challenges that come my way.