Pallavi Priyadarshini PandaContent Writer
Human Resource courses can be pursued through various offline and online programs, as it is one of the most prevalent specializations when it comes to the branches of business management. This specialization includes subjects like payroll management, HR policies, recruitment, compensation management, and employee engagement.
The goal is to prepare students to handle workforce planning, compliance, and employee well-being, shaping them into influential HR professionals through these subjects:
|
Module |
Topics Covered |
Key Concepts |
|---|---|---|
|
Introduction to HRM |
Fundamentals of HR, roles of HR in organizations, HR as a strategic partner |
History of HR, evolution, scope, importance in business, workforce management |
|
Talent Acquisition |
Recruitment strategies, selection process, interviewing techniques |
Job analysis, sourcing, screening, onboarding, internal vs. external hiring methods |
|
Employee Relations |
Conflict resolution, grievance handling, employee engagement |
Mediation techniques, workplace culture, managing workplace conflict, employee satisfaction surveys |
|
Training needs assessment, learning methodologies, development programs |
Identifying skill gaps, designing training, evaluation metrics, and e-learning tools |
|
|
Performance appraisal, setting goals and KPIs, feedback and development plans |
360-degree feedback, managing underperformance, development planning, SMART objectives |
|
|
Compensation & Benefits |
Salary structures, benefits administration, incentive programs |
Payroll, health benefits, pension plans, job evaluation, variable pay |
|
Labor Law & Compliance |
Employment laws, workplace safety, equal opportunity regulations |
OSHA regulations, labor relations, anti-discrimination laws, sexual harassment policies |
|
Data-driven decision making, workforce metrics, predictive analysis |
Attrition rates, productivity metrics, people analytics, succession planning |
|
|
Strategic HRM |
Aligning HR with business goals, HR planning, talent management, succession planning |
HR as a strategic partner, long-term workforce planning, building leadership pipelines |
|
Diversity, Equity, and Inclusion (DEI) |
Fostering an inclusive workplace, cultural competence, promoting equal opportunities |
Unconscious bias, DEI initiatives, accessibility, gender equity |
|
Organizational Development |
Change management, organizational behavior, team building, culture shaping |
Motivation theories, leadership styles, adapting to change, team dynamics |
|
HR Technology |
Digital tools in HR, AI in recruitment, HRIS (Human Resource Information Systems) |
HR software, applicant tracking systems (ATS), employee engagement tools, digital onboarding |
|
Employee Health & Wellness |
Workplace wellness programs, mental health support, work-life balance |
Stress management programs, flexible work arrangements, EAP (Employee Assistance Programs), wellness resources |
|
Current Trends in HRM |
Remote work, gig economy, upskilling, future of work |
Hybrid work models, gig workforce management, reskilling and upskilling initiatives, flexible HR policies |
|
Subject |
Topics Covered |
Learning Objectives |
|---|---|---|
|
Talent Management |
Succession planning, talent acquisition strategies, retention programs, leadership development |
Develop strategies for recruiting, retaining, and developing talent to meet organizational goals. |
|
Global HRM |
Cross-cultural management, global mobility, international labor laws, global talent acquisition |
Equip students to manage HR functions in multinational contexts and diverse cultures. |
|
Employee Engagement & Motivation |
Drivers of engagement, motivation theories, recognition programs, employee satisfaction metrics |
Learn to create and implement engagement strategies to increase productivity and job satisfaction. |
|
Industrial Relations |
Trade unions, labor laws, dispute resolution, collective bargaining |
Understand the role of industrial relations in maintaining a balanced workplace, addressing disputes, and labour dynamics |
|
Compensation and Rewards |
Pay structures, benefits design, rewards systems, performance-linked incentives. |
Design compensation structures that align with employee motivation and organizational goals |
|
HR Analytics |
Predictive analytics, employee turnover analysis, workforce data interpretation, people metrics |
Use data analytics for informed decision-making in talent acquisition, engagement, and performance management. |
|
Leadership and Team Development |
Leadership theories, team dynamics, group behavior, building effective teams |
Develop team-building and leadership skills to manage diverse groups and foster collaboration. |
|
Change Management |
Change theories, resistance to change, organizational transformation strategies |
Learn techniques for managing organizational change and adapting to shifting business environments. |
|
Diversity and Inclusion |
DEI strategies, managing diverse teams, creating inclusive work environments, gender equality |
Understand the importance of diversity, equity, and inclusion and implement effective DEI practices. |
|
HR Technology and Digital HR |
AI in recruitment, HRIS systems, employee engagement tools, digital onboarding |
Learn to leverage technology to streamline HR processes and improve employee experience. |
|
Conflict Management |
Conflict resolution techniques, negotiation skills, mediation practices, handling grievances |
Equip students with tools to address and resolve workplace conflicts efficiently. |
|
Labor Law Compliance |
Employment laws, workplace safety regulations, employee rights, and anti-discrimination laws |
Gain a comprehensive understanding of labor laws and ensure organizational compliance with legal standards. |
|
Organizational Development (OD) |
OD theories, intervention techniques, organizational diagnostics, culture change |
Learn methods to assess and improve organizational effectiveness and adaptability. |
|
Strategic Human Resource Management |
Aligning HR with business strategy, talent management, workforce planning, and strategic compensation plans |
Build competencies to create and implement HR strategies aligned with organizational objectives. |
|
Workforce Planning and Employment |
Workforce forecasting, job analysis, skill gap analysis, and employment strategies |
Develop skills to plan workforce requirements and implement strategies for future business needs. |
Note: The choice of subjects covered under the MBA in HR syllabus varies according to the university/institution.
|
Book Title |
Author |
Description |
|
Human Resource Management |
Gary Dessler |
A comprehensive guide to HR principles, covering recruitment, employee relations, and performance. |
|
The HR Scorecard: Linking People, Strategy, and Performance |
Brian E. Becker, Mark A. Huselid, David Ulrich |
Explores the connection between HR practices and strategic business outcomes. |
|
Work Rules! |
Laszlo Bock |
Insights on building a great culture from Google’s former head of People Operations. |
|
The Talent Delusion |
Tomas Chamorro-Premuzic |
Analyzes common myths about talent management and offers data-driven solutions. |
|
Drive: The Surprising Truth About What Motivates Us |
Daniel H. Pink |
Explores motivation, engagement, and employee performance. |
|
First, Break All the Rules |
Marcus Buckingham, Curt Coffman |
Based on Gallup studies, it discusses effective management practices for better employee outcomes. |
|
HR from the Outside In |
Dave Ulrich, Jon Younger, Wayne Brockbank |
Explores strategic HR practices and their impact on business success. |
|
The Culture Code |
Daniel Coyle |
Delves into creating a positive and productive workplace culture. |
|
Emotional Intelligence |
Daniel Goleman |
Highlights the importance of emotional intelligence in HR and leadership. |
|
Crucial Conversations |
Kerry Patterson, Joseph Grenny, Al Switzler |
Offers techniques for effective communication in challenging HR scenarios. |
What are the essential skills for an HR professional?
Key skills include communication, organizational abilities, recruitment expertise, conflict resolution, strategic planning, and data analytics. These help HR professionals manage talent, foster engagement, and address workplace challenges effectively.
What subjects are covered in an MBA in HR program?
Subjects typically include Talent Acquisition, Employee Relations, Training & Development, Compensation Management, HR Analytics, Organizational Development, and Diversity & Inclusion. Electives like Global HRM and Strategic HRM may also be offered.
What are the benefits of studying HR?
HR courses equip students with skills to manage employee relations, drive engagement, and ensure compliance. They prepare individuals to handle workforce planning, improve workplace culture, and contribute to organizational success.
What is the role of HR Analytics?
HR Analytics involves using data-driven insights to make informed decisions. It includes workforce metrics, attrition analysis, and predictive analytics to enhance recruitment, performance management, and employee engagement.
How does HR technology improve HR processes?
HR technology streamlines recruitment, onboarding, and engagement through tools like HRIS, applicant tracking systems, and AI-based recruitment platforms. It enhances efficiency and supports data-driven decision-making.
What books are recommended for HR professionals?
A. Human Resource Management by Gary Dessler, The HR Scorecard by Brian E. Becker, and Drive by Daniel Pink
Why is Diversity, Equity, and Inclusion (DEI) important in HR?
DEI fosters an inclusive workplace, ensuring equal opportunities for all employees. It enhances innovation, improves employee satisfaction, and aligns organizations with modern ethical and legal standards.
What are current trends in HRM?
Trends include remote work, the gig economy, upskilling, and AI-driven recruitment. HR professionals are adapting to hybrid work models and focusing on reskilling to address evolving workforce demands.
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Anything you would want to ask experts?Answered Yesterday
The candidates need to verify certain academic and identity documents at GIBS Business School: Mark sheets of Class 10th, 12th, and all semesters of graduation along with a valid scorecard of CAT/MAT/XAT/CMAT/ATMA/GMAT entrance exams. Applicants must bring their provisional or final degree certific
M
Contributor-Level 6
Answered 3 hours ago
GIBS honestly helps a lot in building leadership and personality. We get so many chances to talk, present, handle events, be part of clubs, and work in teams — so confidence automatically improves. The IRE sessions and CPMP classes also push us to become better in communication and decision-making.
E
A
Contributor-Level 8
Answered 2 months ago
Here's why an MBA in HR from Chandigarh University is a smart choice:
N
Beginner-Level 4
Answered 2 months ago
Yes! candidates can pursue a career in Human Resources Management after completing Class 12 education in India. While a Class 12 education is the minimum educational requirement for many entry level positions there are several paths candidates can take to enter the field of Human Resources Managemen
H
Contributor-Level 7
Answered 2 months ago
Yes, Human Resources is a rewarding career path. Every organisation whether big or small needs HR professionals for the smooth working of the business and it is an integral part of the organisation. The salary package of HR professionals is good and it is a stable job. Human resources directors, rec
P
Contributor-Level 7
Answered 2 months ago
The two most common types of master's degrees are master's in Human Resource Management (MHRM) or an MBA in HR.
MHRM stands for Master of Human Resource Management. MHRM course is a graduate-level degree that focuses on developing the knowledge and skills necessary for the effective management of Hum
A
Contributor-Level 7
Answered 2 months ago
BBA and MBA in Human Resource Management courses are widely chosen courses for HRM.
Particulars | BBA Human Resources | MBA in Human Resources |
|---|---|---|
Course Level | Bachelors | Postgraduate |
Examination Type | Semester-wise | Semester-wise |
Eligibility for the program | Class 12 with good school | Graduation |
Duration of the program | 3 years | 2 years |
Average Tuition Fee | INR 4-7 Lakhs | INR 5 Lacs - INR 20 Lakh |
Average Salary (per annum) | INR 3-5 Lakhs | INR 4 LPA - INR 8 LPA |
Job Profiles | HR Manager, Talent Acquisition Manager, IT Recruiter, HR Coordinator, Admin Executive, etc. | HR Manager, Senior HR Manager, HR Business Partner, HR Human Resource Analyst etc. |
A
Contributor-Level 7
Answered 2 months ago
Some of the Key Terminologies and Jargon used in Human Resources Courses and in the career after HR Course are:
Term | Definition |
|---|---|
ATS (Applicant Tracking System) | A software application that enables the electronic handling of recruitment and hiring processes. |
Onboarding | The process of integrating a new employee into an organisation and its culture, as well as getting them up to speed in their new role. |
Talent Management
| A strategic approach to attracting, retaining, and developing talented employees to meet current and future business needs. |
A regular review of an employee's job performance and overall contribution to a company. | |
Compensation and Benefits | The combination of salary, wages, and all additional financial and non-financial rewards given to employees in exchange for their work. |
Employee Engagement | The level of an employee's commitment and connection to an organisation affects their willingness to go above and beyond. |
Diversity and Inclusion (D&I) | Strategies and practices aimed at creating a workplace that recognises, embraces, and benefits from its employees' diversity while promoting inclusion. |
HRIS (Human Resource Information System) | A software or online solution for data entry, tracking, and an HR department's data information needs. |
Learning and Development (L&D) | Organizational activities aimed at enhancing employees' skills, knowledge, and competencies. |
Employee Turnover | The rate at which employees leave a company and are replaced by new employees. |
A
Contributor-Level 7
Answered 2 months ago
Xavier School of Management is a well-known institute in Jamshedpur for offering placement opportunities to its PGDM HRM students. The key highlights of XLRI Jamshedpur placements for the PGDM BM and HRM Class of 2024 and 2025 are presented below:
Particulars | PGDM (BM) and PGDM (HRM) Placement Statistics (2024) | PGDM (BM) and PGDM (HRM) Placement Statistics (2025) |
|---|---|---|
Total students eligible /participated | 503 | 591 |
Placement rate | 100% | NA |
Total offers | 519 (Domestic) 1 (International) | 600 (Domestic) 2 (International) |
PPOs | 33.39% | 34.17% |
Companies visited | 154 (65 New Recruiters) | 172 (41 New Recruiters) |
the highest package | INR 49 LPA (Domestic) INR 45 LPA (International) | INR 75 LPA (Domestic) INR 110 LPA (International) |
Average package | INR 26.88 LPA | INR 31.08 LPA |
Median package | INR 26.34 LPA | INR 29 LPA |
Minimum package | INR 11 LPA | NA |
Note: The Maximum Earning Potential component of Sal
Contributor-Level 10
Answered 2 months ago
XLRI Jamshedpur concluded the placements for the PGDM GM and HRM Class of 2025 with an average package of INR 31.08 LPA. The course-wise package offered during XLRI Jamshedpur placements in 2025 is tabulated below:
Particulars | PGDM BM and PGDM HRM (2025) | PGDM GM (2025) |
|---|---|---|
Average Package | INR 29.89 LPA | INR 28.68 LPA |
the highest Package | INR 75 LPA (Domestic) INR 110 LPA (International) | INR 75 LPA |
Contributor-Level 10
Answered 2 months ago
Yes, pursuing a PGDM HRM course from XLRI Jamshedpur is a good choice if considering the placement opportunities. The key highlights of XLRI Jamshedpur placements for the PGDM BM and HRM Class of 2024 and 2025 are presented below:
Particulars | PGDM (BM) and PGDM (HRM) Placement Statistics (2024) | PGDM (BM) and PGDM (HRM) Placement Statistics (2025) |
|---|---|---|
Total students eligible /participated | 503 | 591 |
Placement rate | 100% | NA |
Total offers | 519 (Domestic) 1 (International) | 600 (Domestic) 2 (International) |
PPOs | 33.39% | 34.17% |
Companies visited | 154 (65 New Recruiters) | 172 (41 New Recruiters) |
the highest package | INR 49 LPA (Domestic) INR 45 LPA (International) | INR 75 LPA (Domestic) INR 110 LPA (International) |
Average package | INR 26.88 LPA | INR 31.08 LPA |
Median package | INR 26.34 LPA | INR 29 LPA |
Minimum package | INR 11 LPA | NA |
Note: The Maximum Earning Potential component of Salary Heads is consi
Contributor-Level 10
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