Though there is clarity in Sales and Finance Specialisation Post MBA .There is lack of Clarity on different career opportunities in MBA HR Human Resource Specialisation .This articles Covers the entire Syllabus of MBA HR and different streams in HR
Contents
MBA HR Syllabus
MBA HR Syllabus in Tabular Format
| CORE COURSE | Credits |
|---|---|
| Employment Relations Laws: Law of Industrial Relations | – |
| Employment Relations Laws: Law of Social Security | – |
| Fundamentals of Human Resource Management | 1.5 |
| Fundamentals of Industrial Relations | – |
| Fundamentals of Labour laws | 1.5 |
| Human Resource Planning | 2 |
| Performance Management and Appraisal | – |
| Wage Determination and Administration | – |
| ELECTIVES | Credits |
|---|---|
| Advanced Manpower Planning | – |
| Collective Bargaining and Negotiation Process | – |
| Contract Law for HR Managers | 1.5 |
| Employee Empowerment | 1.5 |
| Executive Compensation | – |
| Grievance Resolution | 1.5 |
| HR Audit | 1.5 |
| HR Issues in Mergers & Acquisitions | – |
| Human Resource Management in Service Sector | – |
| HR Tools and Techniques | 1.5 |
| Industrial Jurisprudence | – |
| International Human Resource Management | – |
| Labour Law Applications | – |
| Managerial Competencies and Career Development | 4.5 |
| Managerial Counseling | – |
| Managing Diversity in the Workplace | – |
| Managing Redundancy | – |
| Measuring HR | 1.5 |
| Occupational Testing | – |
| Organizational Change and Development | – |
| Participative Management | 1.5 |
| Principles of Labour Administration | – |
| Role of HR in Knowledge Management | 1.5 |
| Selection | 1.5 |
| Strategic Human Resource Management | – |
| Sustainable Human Resource Management | – |
| Taxation | 1.5 |
| Training and Development | – |
MBA in HR syllabus Based on 4 Semester Structure
| Semester 1 | Semester 2 |
|---|---|
| Quantitative Techniques for Managers | Research Methods for Managers |
| Principles of Management and Organizational Behavior | Marketing Management |
| Accounting and Finance for Managers | Operations Management |
| Human Resource Management | Corporate Communication |
| Managerial Economics | – |
| Semester 3 | Semester 4 |
|---|---|
| Personal Management Concepts | Strategic Management |
| Compensation Management | Business Environment and Ethics |
| Methodology of Training and Development | Organizational Development and Change |
| Performance Management: Systems and Strategies | Industrial Relations Management |
| Human Resource Development and Planning | – |
Different Career Specialisation in Human Resource
Here are some of the key career specialisations within Human Resources :
- HR Generalist Responsible for a wide range of HR functions across an organization
- Recruitment SpecialistFocuses on finding and hiring the best talent for the organization
- HR Analytics Specialist Gathers, analyzes, and interprets HR data to provide insights for HR strategies and decisions
- Training Manager & Learning Development: Focuses on employee training and development Designs, develops, and implements training programs
- International HR Professional
- Compensation and Benefit
Sample Profile for HRBP Role
HR professional with 5 years’ experience in HRBP roles taking care of Talent Acquisition, L&D, Employee engagement initiatives, Employee Relations, Audits, Grievance handling, Disciplinary actions, Payroll and CL management. I have always strived to do more and more with my inquisitiveness and analytical ability and want to gain experience in diverse areas of HR.
HR Business Partner: Tech & Product Team
- Leading HR initiatives & processes including PerformanceManagement, Talent Management and Employee Pulse Surveys
- Bengaluru
- Introducing New Performance appraisal philosophy to the departments. End to End Strategizing and execution of performance appraisal processes along with system migration for all the teams within Brand and HR departments
- Owning Manager Capability Building Programs: Coaching & Developing managers, championing competency framework and driving Learning Initiatives
- Managing India benefits bouquet – Driving utilization, cost-benefit optimization & vendor management Acted as rewards SPOC for set-up of a new entity providing advisory to business and HRBPs
- Owner of key HR projects run centrally including sales performance improvement, HRBP framework, sales incentives program, sales attrition etc.
- Formulating HR Strategy and Implementation of in accordance with business goals . Talent Acquisition and Career Development for key roles of the business . Designing, developing, and implementing Performance Management System
- Partner with business leaders to understand talent priorities and drive actions to address the same Program lead employee centric initiatives at BU, site and global level in collaboration with cross functional teams
- Manage the Associate Sales Trainee program by hiring a right mix of talent from campus & lateral candidates. Grooming ATSIs for sales roles through tracking their progress, trainings and ensure timely review and feedback mechanism.
- Work with business stakeholders to evaluate and analyze talent performance and potential.
Lead – HR Business Partner (4 Business Units)
- Working with Business&HRLeadership in defining, prioritizing and delivering projects like Performance Management, Salary Review and eNPS successfully to achieve strategic objectives
- Creating Engagement Framework and executing interventions like– quarterly R&R achievements, spot awards, Values and Brown bag sessions, Ideation trackers, Monthly Fun Fridays, Extensive Employee and manager decks for all the policies and guidelines
- Working closely with the global HR BP and Business Leadership (including Management Board member) on Reward related matters Partnering with the HR teams globally to ensure smooth and effective execution of the Year End Compensation process
- Responsible for end-to-end designing, modelling, implementing and executing of Compensation & Benefits processes
- Working with business on workforce modelling, performance management design, employee experience frameworks and translate those into robust processes and systems to effectively drive change in the organization
- Coaching and partnering with managers to create strong people leaders. Passionate about creating a superior people experience.
Manager, Rewards
- Managing the entire employee lifecycle from onboarding to exit for the entire population. Managing key employee metrics right from employee attrition, eNPS, AOP and payroll budgets
- Partnering with the business teams to identify the developmental needs and talent interventions through structured interviews and FGDs and designing the necessary programs to fulfill them.
- Career Architecture Design for the entire org – Creating new business streams, roles, Associated job Descriptions, deciding on the KRAs and competencies required to perform the roles by working closely with the stake holders in the business.
- Built gender sensitization initiatives to support gender diversity & strengthen inclusive work environment on shopfloor
- Drive engagement & learning focused interventions, manage cyclic activities for the HR community Define career model for HR functions and come up with a plan for focused hiring strategy across levels
- Dedicated HR Business Partner responsible for driving People strategy for key accounts with 1K+ employees Compensation portfolio lead for BU with 9K+ employees, managing pay review, retentions & bonuses
- Handling employee relations issues with minimum disruption to the business (Absconding, False Reporting, Behavioural Issues etc.), Coaching managers on giving right feedback through Performance enhancement process
skills
Employee Benefits Total Rewards performance grants ESOP distribution strategy
Project Management Organizational Business Analytics Program Management HR Transformation Performance HR Business Partnering Strategic Thinking & Planning ESOP buyback Employee NPS
Manpower Planning HR Analytics Employee Experience Project Management
Organization Development Career Architecture
