Introduction MBA In Human Resource Management: Human Resource Management is worried about the dimension of people in management. Since every company is made up of people obtaining their services developing their skills prompting them to achieve a higher level of performance and ensuring that they continue their dedication in the company and essential in achieving a firm goal. This is true regardless of the type of company government, education, health, restoration, or direct action. Human Resource Management is planning, organizing, staffing, directing, controlling, growth, remuneration, continuance, and partition of Human Resource to the end that individual or company and social goals are mastered. Thus Human Resource Management refers to a set of programs, purpose, and activities designed and accomplished to increase both employees as well as company effectiveness.

Meaning of Human Resource Management In MBA: Human Resource Management is a Management function that helps the manager to enlist, select, teach, instruct, and grow members of the company because human strength acts as the heart of a company without a human company unable to accomplish its predetermined target or objectives. Human Resource Management is a Management Function bothered with appointing and prompting people in a company.

Definition of Human Resource Management in MBA: “Human Resource Management is a process of coherent decisions that form an employment connection the quality contributes to the company while employees accomplish their target or objectives.”

Top Colleges For MBA Human Resource Management In India:

  1. Indian Institute of social management and business welfare.
  2. University Business School
  3. India institute of management, Ranchi
  4. Xavier institute of social services, Ranchi
  5. International management institute Delhi
  6. Tata Institute of social sciences Mumbai
  7. Narsee money institute of management studies
  8. Management development institute
  9. Xavier relation development institute
  10. International school of business and media.

MBA Human Resource Courses:

Individual Behaviour in Organization

Strategic Management

Managerial Economics

Entrepreneurship Development

Accounting and Finance

Human Resource Information System

Business Environment

Human Resource Planning and Development

Human Resource Management

Training and Development

Managerial Communication and Skill Development

Performance Management and Competency Mapping

Quantitative Techniques in Human Resource Management

Compensation and Reward Management

Research Methodology

Labour Laws

Corporate Social Responsibility and Business Ethics

Organizational Change and Development

Marketing Management

Strategic Human Resource and Management

Production and Operations Management

Contemporary Employment Relations

Economics of Human Resources

Human Capital Management and HR Audit

Managing Interpersonal and Group Processes

Cross Culture and International Human Resource Management

MBA in HR Management Job Roles and Career Opportunities:

MBA in Human Resource management is needed in each firm Whatever industry or size. They are the ones who screen potential applicants. Enlist, train new employees, and prompt current employees by offering them competitive remuneration and other advantages. They frame the firm's Human resource policy and make sure all workers follow it for the interest of a company like leave policy, encouragement.

HR Generalist: HR generalist is a casual HR manager who looks into a variety of roles like getting job applications, assessment resumes, documenting section process, foreseeing for recruitment drives, and so on. Their starting salary earnings are around 2.5 lakhs in India.

Staffing Director: The staffing director is a high ranking HR manager who takes the main decisions regarding the management of existing workers. He or she plays a key role in composing promotion policies, recruitment requirements, transfers, instruction, etc.

Technical recruiter: the technical recruiter is a middle-level HR manager who is entrusted with judging the technical knowledge of prospective applicants and shortlists the ones who are fine at technical. This holds more importance for knowledge-based service production like IT, Banking, etc. the average salary of a technical recruiter is 2.2 lakhs per annum in India.

Compensation Manager: Compensation managers are the middle-level HR managers who plan, examine, and determine the salary of existing and new workers of the company. He or she makes sure the remuneration offered adheres to the minimum wage act and other labor laws.

He or she determines the remuneration composition, bonus, and other advantages to be offered to the workers and also plays a critical role in ensuring workers remain prompt by competitive pay and regular increases at the same time maintaining costs on wages.

They are expected to receive an average salary of Rs 10-16 lakhs per annum in India.

Employees relations manager: employees relations managers are in charge to maintain a cordial relationship between workers and firm management. They organize daily meetings for feedback and suggestions from workers and trade unions. Address their complaints, grievances and settle clashes among two or more workers and firms internally.

Director of HR Training & Development: Director of HR training and development is a top-level HR manager in charge of the design and delivery of training for new workers as well as existing workers. He or she makes sure the teaching sessions are fruitful and productive for the contestant and results in an advantage for the company by an increase in the productivity of workers.

They are expected to earn an annual package of 15 lakhs and upwards in India.

Functions Performed In Human Resource Management:

  1. Recruitment/Hiring: Hiring is an activity that brings a pool of prospective applicants who can help the company achieve its objectives and allows management to select the right applicants from the given pool.
  2. Job analysis and design: Describing the character of the job like qualification, skill, work experience, required for a specific job position is another important operative job.

Whereas job design includes outlining job duties and responsibility into a single work unit to accomplish the objective or target.

3. Performance appraisal: Checking and examining worker performance is another important function that human resource management has to perform.

4.Training & Development: this function allows workers to acquire new skills and knowledge to perform tasks effectively. Training and development also prepare workers for higher-level responsibility..

5.Salary administration: The human resource department also determines salary or remuneration for different job types. Such as compensation, incentives, bonus, and rewards with a job function.

6.Employee Welfare: this function takes care of numerous services advantages and facilities provided to a worker for their welfare.

7 Maintenance: reducing worker turnover and sustaining the best performing workers within the company is the key. Reducing return on investment within the human resource department is a key objective for the human resource management team.

8. Labor Relations: labor relations is regards to the employees who work within a trade union. The workforce in such a domain from a community to voice their conclusion effectively to the higher management.

9. Personal Research: research is an important part of human resource management. It is performed to keep a check on worker opinion about wages, promotions, labor conditions, welfare activities, leadership, worker satisfaction, and other issues.

10.Personal Record: this function includes recording, maintaining, recovering worker-related information, involves employment history, work hours, and salary history.

Types of Human Resource Management:

Managing people is much more than recruiting and scheduling workers. It is creating an environment that workers thrive in and get excited to be a part of. And that takes focus, master plan, and tireless effort.

Let us discuss the types of human resource management:

1.Compensation and Benefits: Successful organizations appreciate the importance of providing competitive remuneration and advantages to their workers. Staying current on remuneration trends is critical to attracting and retaining top workers. Workers' remuneration and advantages should be budgeted and managed through an annual budgeting process.

2.Recruitment and Staffing: it can be demanding to find the right workers for your company. Recruiting and screening applications can be tiring tasks but with electronic screening programs, it can be very manageable.

3.Training and Development: training workers is key to maintaining high levels of worker performance and is considered an important advantage for workers. Workers need to learn the culture of the company, their specific job responsibility, and go on with education to maintain changing job skills.

4. Employee relations: a labor force of engaged workers can have a high correlation to increase productivity and make the bottom line better. This suggests that having a plan to grow and sustain good workers relations is an important aspect of HR management functions. It is important to have an activity in place to deal with workers' issues that will inevitably happen.

5. Employee satisfaction: observing employee satisfaction is important in understanding the employees' judgment of how well the company is managed. It asks the question of how we are supervising the operation. Employees on the front line do the task and have a unique point of view of not only how things are done but how the customer views the company product and services. By simply asking the question, the manager can learn a lot.

6. Labor laws and legal compliance: there are countless laws that govern how companies manage operations and labor. The DOL is a great asset to many of these laws. Staying compliant is the main part of business management.