The aim of the Human Resources (HR) undergraduate and post graduate degree is to manage people in organizations. The course, which usually lasts three years, includes topics including hiring new employees, performance management, labor legislation, organizational behavior, training and development, and pay. It seeks to provide pupils with abilities in communication, leadership, and handling conflict. Graduates are prepared to undertake HR duties in a variety of sectors via practical experience gained through internships and case studies. Graduates have the option of pursuing further education, such as an MBA in HR, or positions in HR management, employee relations, or talent acquisition.
| Sl.No | Professional opportunity | Description |
|---|---|---|
| 1 | HR Manager | Oversees hiring practices, employee relations, and human resources regulations. |
| 2 | Recruitment Specialist | Concentrates on identifying and employing qualified applicants for available positions. |
| 3 | Training and Development Manager | Creates and carries out training initiatives to improve staff members' competencies. |
| 4 | Compensation and Benefits Analyst | Oversees benefit and pay plans for staff members. |
| 5 | Employee Relations Manager | Focuses on workplace culture, employee complaints, and dispute resolution. |
| 6 | HR Generalist | Oversees the administration of several HR tasks, including as hiring, compliance, and employee services. |
| 7 | Organizational Development Consultant | Increases the efficacy of the organization and worker performance. |
| 8 | Talent Acquisition Manager | Plans are developed and implemented to attract and retain outstanding personnel for the organization. |
| 9 | HR Business Partner | Coordinates HR tactics with corporate objectives and fosters the expansion of the enterprise. |
| 10 | Payroll Specialist | Oversees the processing of payroll, making sure that it is accurate and compliant with rules. |
| Program Level | Program | Eligibility Criteria | Stream | Minimum Marks |
|---|---|---|---|---|
| Bachelor's | BBA in Human Resource Management | 12th pass from a recognized board | Commerce/Any Stream | 55%-60% |
| Master's | MBA in Human Resource Management | Bachelor’s degree from a recognized university | Any Stream | 55%-60% |
| PhD | PhD in Human Resource Management | Master’s degree in a relevant field | Business/Management/Related field | 55%-60% |
| NIRF Rank | Leading Institute | Location |
|---|---|---|
| 1 | Indian Institute of Management | Ahmedabad |
| 2 | Indian Institute of Management Bangalore | Bengaluru |
| 3 | Indian Institute of Management Kozhikode | Kozhikode |
| 4 | Indian Institute of Technology | Delhi |
| 5 | Indian Institute of Management | Calcutta |
| 6 | Indian Institute of Management | Mumbai |
| 7 | Indian Institute of Management | Lucknow |
| 8 | Indian Institute of Management | Indore, Madhya Pradesh |
| 9 | XLRI - Xavier School of Management | Jamshedpur, Jharkhand |
| 10 | Indian Institute of Technology | Mumbai, Maharashtra |
| Sl.No | Entrance Exam | Description |
|---|---|---|
| 1 | CET | Common Entrance Test for admission to BBA and other undergraduate programs in MAKAUT affiliated colleges. |
| 2 | AIMA UGAT | Undergraduate Aptitude Test conducted by AIMA for admission to BBA and other undergraduate programs. |
| 3 | CAT | Common Admission Test conducted by IIMs for admission into MBA programs across India. |
| 4 | MAT | Management Aptitude Test conducted by AIMA for MBA admissions. |
| 5 | XAT | Xavier Aptitude Test conducted by XLRI for admission into MBA programs. |
| 6 | GMAT | Graduate Management Admission Test used for MBA admissions globally, including in India. |
| 7 | CMAT | Common Management Admission Test conducted by NTA for admission to MBA programs in AICTE-approved institutions. |
| 8 | SNAP | Symbiosis National Aptitude Test conducted by Symbiosis International University for MBA admissions. |
- Recruitment & Talent Acquisition: Help find, screen, and choose competent applicants to fill open positions inside the organization.
- Employee ties: Promote good ties between workers and management to manage employee engagement, handle complaints, and guarantee a favorable workplace culture.
- Training and Development: Plan and carry out training initiatives to improve workers' abilities, output, and prospects for advancement within the company.
- Compensation and benefits management: Assistance in creating and managing employee pay packages, which include salary, benefits, and performance-based incentives, is provided by compensation and benefits management.
| PROS | CONS |
|---|---|
| Graduates can handle HR-related tasks in a variety of businesses, notably corporate, healthcare, education, and government sectors. | Managing disputes, layoffs, and employee complaints may be emotionally draining and difficult. |
| HR specialists have a direct impact on organizational success by influencing employee happiness, performance, and business culture. | Although growth prospects improve with experience, entry-level HR jobs can not pay highly at first. |
| Working in HR facilitates the development of effective negotiation, communication, and conflict-resolution techniques. | HR positions may entail tedious, repeated administrative duties like payroll, policy enforcement, and paperwork. |
| Due to the constant need for talent management or employee assistance by organizations, there is a stable need for HR specialists. | HR managers frequently have to strike a balance between the interests of employees and organizational goals, which might require making tough choices. |