MBA Career India Logo

Scope of MBA Human Resource courses in India

MBA Streams
Marketing Management
Operations Management
Financial Management
Human Resource Management
International Business Management
Entrepreneurship Management

Scope of MBA Human Resource

MBA professionals in human resources often get jobs in a variety of corporate positions related to human resource management. As Human Resource is the most important part of any organisation they also act as counselors, offering assistance to employees to deal with personal issues.

HR professionals have a wide variety of responsibilities, including hiring new employees, dealing with labor disputes, training employees, compensation policies, benefit programs, union and labor relations. Another role of HR is designing and implementing performance management systems so that it can perform employee career planning, counselling and appraisal.

Importance of MBA Human Resource

An MBA in HR teaches as how to build solid foundation of people in an organization, by managing them, delegating their duties and keeping them in harmony.

HR plays an integral role in sourcing and retaining talents that helps organization grow and prosper. Hence, organisations require talented students with management degrees in HR who are trained and better equipped to take on the challenge of building the best human resource talents for the organisation.

MBA training in HR inculcates in students good communication skill, people management skill, eye to spot talent, positive attitude and logical approach in solving problems.

Course Contents for MBA Human Resource

  • Human resources Management-Introduction and Importance-Evolution - difference between Personnel Management and HRM- Strategic HRM- role of a HR Manager.
  • Human Resources Planning-Objectives-Importance-HRP Process- Manpower Estimation-Job analysis-Job Description-Job Specification. Recruitment-Sources of Recruitment-Selection Process-Placement and Induction-Retention of Employees.
  • Training and Development- Objectives and Needs-Training Process-Methods of Training -Tools and Aids-Evaluation of Training Programs.
  • Labour Laws and Industrial relations
  • Strategic HRM and Personnel Administration.
  • Human Resource Management: Gaining a Competitive advantage - Responsibilities and Roles HR Departments perform - Changing nature of the HRM function - Competitive Challenges influencing HRM - Meeting competitive challenges through HRM practices - HRM and Competency Building - HRM and Change Management - HR as a Strategic Business Partner - The role of HR in providing Sustainable competitive advantage.
  • Human Resource Process : Objectives and Process - Job Analysis and Design -Acquisition and preparation of HR - Selection and placement process - Types of interviews - Effectiveness of Interviews - Socialising, Orienting, and Developing Employees. Employee Training - Determining Training needs - Training approaches - Employee Development - Job shadowing - Employee Development Methods - Evaluating Training and Development Effectiveness.
  • Managing Careers: Career Development versus Employee development - Career Development - Value for the organization and individual - Career stages - Career Choices and Preferences - Holland Vocational Preferences Model - The Schein's anchors - Myers Briggs Typologies - Mentoring and Coaching.
  • Performance Management: An organizational model of Performance Management (PM) - Purposes of Performance Management - Performance Measures criteria - Approaches to measuring performance - Performance Appraisal Methods - Performance feedback - Performance Management.and Pay, Performance Management for Teams.
  • Contemporary Issues in HRM: Work Life Balance - Diversity Management - Talent Management - Quality of Work Life - HR issues in Mergers and Acquisitions - e-HR - Competency Mapping - Employer Branding - Employee Branding _ HR Scorecard - Whistle blowing Policy - Industrial Relations Dynamics - Outsourcing - Implication of Globalization to HRM Function and Functionaries.
  • Compensation Management - Introduction to Strategic Compensation Management, Compensation and Employee Behaviour, Designing Compensation System, Employee Benefits Management, Contemporary Strategic Compensation Challenges and Strategic Issues and Choices in Using Contingent and Flexible Workers.
  • Empowerment and Leadership Development - Empowering manager, Leadership and management, The leader as a social architect, Leadership development programs - Characteristics of leadership program, Developing an engaged workforce - Engagement drivers - The employee lifecycle - Meaning and significance of company culture - Shaping a high performance culture - Creating a culture of recognition and celebration. Trends impacting the employer-employee relationship - Likely impact of the emergent trends - Best employer theory - people value index model - The best employer model

Books for MBA Human Resource

  • Bohlander, 2006, Human Resource Management, 10th Edition, Thomson.
  • Dessler Gary, 2006, Human Resource Management, 10th Edition, Pearson / Prentice Hall of India.
  • Mondy, 2007, Human Resource Management, 9th Edition, Pearson Education.
  • Wayne F. Cascio 2006, Managing Human Resources, TMH.
  • Aswathappa, 2006, Human Resource Management, 4th Edition , TMH.
  • Barry A.Gerhart, Rynes,Sara, 2006, Compensation: Theory,Evidence, And Strategic Implications - Sage Publication
  • Compensation & Classification (2007 Yale University) - Office of Human Resource
  • Richard S Williams, 2006, Managing Employee Performance - Thomson Publishers.
  • Agwnis, 2006, Performance Management - Pearson
  • Prem Chadha, 2006, Performance Management - Macmillan India Ltd
  • Desimone, 2007, Human Resource Development, 10th Edition, Thomson.
  • Noe A.Raymond, John Hollenbeck, Barry Gerhart and Patrick Wright: Human Resource Management, Tata McGraw Hill.
  • Decenzo A.David and Stephen Robbins - Human Resource Management, John Wiley & Sons.
  • Jyothi P. and DN Venkatesh - 2006, Human Resource Management, Oxford University Press.
  • VSP Rao 2006, Human Resource Management, Text and Cases, Excel Books.
  • Daft, Richard: The Leadership Experience, Thomson
  • Gary Yukul, 2006, Leadership, Pearson Education.
  • Richard L. Hughes, Robert C. Ginnett, Gordon J. Curphy, 2006, 5th Edition, TMH.
  • Dubrin, Andrew, ' Leadership', Biztantra.

Jobs for MBA Human Resource

MBA HR professionals get employment in all companies because every big / medium company requires them to manage their human resources. Some of the top HR job responsibilities are -

  • HR assistant
  • staffing manager
  • human resource specialist
  • HR benefits analyst
  • benefits coordinator
  • compensation analyst
  • human resources coordinator
  • HRIS analyst
  • payroll supervisor
  • Restructuring analyst
  • Skill development
  • Recruitment & hiring specialist





© 2012 | All Rights reserved Contact me on Google