MBA Program - Human Resource Management (HRM)
DBIMSCA - Innovative B-School focused on the businesses of tomorrow. 21 Years of Academic Excellence
Managing and retaining the best human resources at the work place has become a challenge and therefore the demand for candidates who have done MBA in HR is growing year after year in the corporate and industry. With an increased recognition of the critical issues in managing human resources in business organizations, the specialists – MBAs in HR are in demand today for deploying their skills to hire, manage and retain talent in these dynamic & challenging times. Accordingly, MBA HR Jobs have also seen a good rise in campus placements at MBA colleges.
ASSOCIATED JOB ROLES IN HUMAN RESOURCE MANAGEMENT (HRM)
- Human Resources Manager.
- Senior Human Resources Consultant.
- Manager, HR Operations.
- Vice President of Human Resources.
- Director of Employee Experience & Communications.
- Director of Global Engagement and Culture.
- Employee Relations Manager.
INDUSTRY TRENDS
HR solutions that benefit employees are on the rise. The growing market include solutions that promote employee engagement, diversify companies, rethink sexual harassment training, expand corporate wellness solutions, and employ AI to improve HR operations.
1. HR Innovation
Innovation within the Human Resources industry can be seen with HR professionals setting the pace with new performance management models, new learning methods, new ways to reduce bias, and new approaches to recruit and train people.
2. Surge of People Analytics
With its ability to produce insights into the workforce, help companies retain talents and spot employees who are likely to leave, the use of People Analytics is becoming prevalent. Data provided allows HR professionals to have a deep understanding of employee’s needs, concerns and so on.
3. Changes in Talent Sourcing
The norm is shifting from full time employment trends to a blend of increasingly hiring remote workers, workers on flexible schedule, part time workers and consultants. This type of approach is changing the way HR professionals recruit candidates with technology leading the charge.
4. Popularity of Wellness Apps
With the understanding that employees must be emotionally and physically well in order to perform at their maximum levels, HR managers are taking the steps to ensure that workers are monitored and empowered to take care of themselves. Health and wellness apps are rapidly being adopted to measure individual performance, activity and fitness levels, with great improvements in engagement, health, and mental wellbeing.
5. Increased Migration to the Cloud
With cloud-based HRMS, payroll, and talent management services, as well as financials and other ERP solutions offerings in the cloud, the question is no longer “if” a company will move to the cloud, but rather “when” and “how.”
6. Rise of Intelligent Self-Service Tools
There is a fast-growing shift towards more data-driven, intelligent digital organizations and more self-sufficient/analytical employees. This is increasing the need for tools that integrate case management, document management, employee communications, and help-desk interactions. Self-service and employee experience platforms are the backbone of employee service centers and are simplifying training, expense reporting, time tracking, and almost every other HR function.
7. New Breed of Corporate Learning Tools
Companies are modernizing learning and development to be more democratic, self-directed and appealing to younger workers by making greater use of video and other new breed of micro-learning platforms including virtual reality, augmented reality, experience platforms, modernized learning management systems, and AI-based systems for learning and training.
8. Smarter Recruitment
The market for recruitment tools is thriving with innovation, as HR needs tools to help find people with the right capabilities and learning skills, not just technical or cognitive abilities. High volume recruitment is being automated, skilled job hiring is being transformed by open sourcing tools, recruitment management systems, and improved assessments.
9. Blockchain
Also called distributed ledger technology, blockchain is basically a database that keeps an ever-growing list of records. It allows digital information to be distributed but not copied. In HR, potential uses for blockchain include digital process management, solve certification issues, increase transparency, improve overseas electronic payroll, automate routine and data-heavy processes, cybersecurity and fraud prevention.
10. Intelligent Apps and Analytics
Machine learning HR applications is changing the nature of work and the structure of the workplace. Apps for attracting talent, worker performance analysis, applicant tracking and assessment, enterprise management, internal management, etc. are enhancing better decision making with the use of machines as a tool and collaborator.
SKILLS COVERED
An MBA in HRM program will help you build a human resources skillset that extends beyond the competencies taught in traditional MBA or human resource management master’s degree programs. In today’s complex and ever-changing business world, business professionals who can be agile, think outside the box, and approach challenges with a systems-thinking mindset are increasingly in demand. In particular, businesses are looking for employees who understand how to leverage what is perhaps an organization’s greatest asset: its talent.
Having a degree the combines the benefits of an MBA with focused Human Resource Management knowledge will set you apart in competitive hiring processes, by giving you a unique perspective that address both human resource concerns and business management strategy.
Individuals with an MBA with a concentration in Human Resources will be prepared to become true leaders within their organizations, leveraging human resource analytics to improve organizational decision-making and leadership and becoming a true strategic partner in attaining organizational goals. You will learn to become a reflective and engaged leader that can develop an agile, solutions-oriented workforce that brings together diverse people and perspectives.
Some of the key learning outcomes of an MBA in Human Resource Management degree program include the ability to:
Integrate the expertise and value of a human resource lens into an organization’s strategy.
Envision and develop a workplace culture that will engage workers, develop leaders, and create a creative and inspiring workplace.
Understand what makes a good leader, and develop your own personal plan to become one.
Develop a leadership and coaching approach that will develop agile employees, creative teams, and effective problem-solvers.
Integrate ethical frameworks into an organization’s culture and problem-solving techniques.
OTHER ASPECTS
- Strong presentation, communication, and interpersonal skills
- Mentoring/coaching experience
- Management skills
- Analytical skills
- General business understanding
- Basic understanding of change management and organizational processes
- Analytical and quantitative skills
- Ability to understand how business results ultimately tie to human performance
- Basic understanding of the Human and Organizational Performance generalist role