A Master in Business Administration (MBA) in Human Resources is a 2-year postgraduate course that provides in-depth knowledge to students about various subjects relevant to the HR domain and function. For example, Human Resource Management, Corporate Social Responsibility and Business Ethics, Industrial Relations, etc. Candidates can choose to pursue an MBA in HR via online or offline mediums from various universities. Read along to learn more about the details of an MBA in HR programme, the core concepts of human resource management and subjects taught in the course and the various career options you can opt for after completing the programme.
The study of Human Resources Management is relevant to all companies regardless of their domain, employee strength, products and services offered. Hence, there is a high demand for MBA graduates in the HR specialisation. Graduates with MBA in HR can apply for positions like Human Resource Generalist, Talent Manager, Human Resource Specialist, etc. It is estimated that the demand for human resource employees is likely to increase in the coming years.
The university committee usually decides the MBA HR syllabus; therefore, it can differ a bit from one university to another. However, some of the common MBA HR subjects that are taught in business schools are as follows:
Some of the important HR concepts that you need to master during an MBA in Human Resources programme are as follows:
Recruitment is one of the most important and basic HR concepts. It can be defined as the process of locating and hiring potential employees to fill up the existing vacancies in a company. The recruiters in charge of the recruitment process ensure that the skills required for the specific position match the skill sets of the potential employee. Generally, a 5-step process is recommended for the recruitment process to boost the efficiency of the process. The steps include:
Employee engagement is an essential concept of human resource management that indicates the commitment and dedication level of the employees towards their job and the company. This concept is critical for the success of the company’s objectives since it deals with employee morale and job satisfaction. It is also crucial for the company because engaged employees showcase better productivity and performance at work compared to the ones who are not that well involved. Some of the ways in which companies can promote employee engagement are listed below:
HR audit is a concept included in the MBA in Human Resources programme that discusses the auditing process of an organisation’s HR management system, practices, policies and procedures. The primary objective is to pinpoint the issues in the management system and find ways to improve the existing process. This audit can be performed internally by the HR department, or a company can hire an external audit consultant to conduct the evaluation. Some of the specific areas that are examined are as follows:
Job demands-resource model
The Job demands-resource model or the JD-R model was created by Evangelina Demerouti and Arnold Baker in 2006. This is an example of an occupational stress model that aims to provide a comfortable work environment to employees when they are working under a lot of stress. It assumes that the imbalance between the job demands of an employee and the available resources causes strain. Let us understand the two categories in detail that predict the level of working conditions under this model:
Talent management and employee retention
Talent management is a process that helps in minimisation of the overall cost of hiring and maintaining employees. It is mainly initiated by training these employees and then retaining them. Employers put in a lot of money and effort to train employees so that they can function efficiently in a workplace, and therefore, they prefer to retain the trained employees for a long time. Some of the main factors that could affect the employee retention rate are as follows:
Employee turnover is also one of the HRM core concepts that you should focus on during your MBA in HR course. It can be defined as the total number of employees that leave a company over a specific period. It includes the employees who resigned from the company voluntarily and those who were terminated involuntarily (for example: laid off or fired). It is important to note that employee turnover is not the same as employee attrition because involuntary terminations are not taken into account for the latter. Employee turnover gives us an idea about important factors like employee satisfaction, company culture, remuneration structure, etc., in the company. In simple words, the higher the turnover rate, the lower the company’s image.
HR analytics (also known as talent analytics, workforce analytics, or people analytics) is an analytical approach to human resource management that helps collect, analyse and report HR data. This approach can also be used to measure and visualise HR-relevant metrics and KPIs. It further helps the organisation to assess the performance of a company and make data-driven decisions. This approach is a relatively new concept that has not yet been thoroughly explored. Here are some examples of human resource management questions that could be resolved via HR analytics:
Compensation and benefits
The compensation and benefits package is the remuneration and other allowances that the employee receives for their services to the company. The remuneration package of an employee could be paid at hourly, weekly, monthly, or annual rates. The benefits of an employee include all sorts of allowances and other perks offered by the company, such as stock options, health insurance, travel reimbursement, etc. Other essential components of the compensation and benefits package are the number of annual leaves, overtime pay, festive bonuses, pension, etc.
Compensation and benefits are the essential factors that affect the recruitment process, employee turnover, employee satisfaction, and an organisation’s overall working environment, etc. Most job searchers consider the compensation and benefits package as the most important criteria while searching for a job position. It is important to note that the compensation and benefits package depends on various factors and usually varies from one region to another and from one organisation to another.
Performance management and appraisals
Performance appraisals and management are organisational processes that aim to evaluate the performance of an employee. The important thing you need to understand is that while both these processes perform similar functions, they are inherently different.
Performance appraisals are conducted annually to assess the accomplishments and performance of an employee. The major downside of this process is that the evaluation is carried out by the managers and supervisors without any significant involvement of the employees. The appraisal approach did not really contribute to the company’s vision or objectives but instead was only focused on the evaluation process based on the employees’ performance. It is the reason why many companies have recently diverted from performance appraisals to performance management.
Performance management focuses on the behaviour and results showcased by the employee towards the specific goals and objectives of the company. The purpose considered for this approach is mutually agreed upon at the start of the performance review cycle.
Employee relations management
Employee relations management is one of the most crucial HR concepts you need to learn during your MBA in HR course. It is the process by which an organisation manages the relationship between the employees and the management. This relationship could be between two employees at different hierarchical levels or the same level. It is crucial to ensure that the employees work as a team towards achieving the common objectives and goals of the company. Achieving the organisational goals will be difficult if there are widespread conflicts and issues between the employees and the management. Some of the tips to ensure efficient employee relations management are as follows:
Candidates interested in working in the HR domain can pursue an MBA in HR programme. The eligibility criteria for students who want to join the MBA in HR programme and the precise prerequisites might vary from one university to another.
An MBA in HR programme opens up a lot of possibilities and career choices that can be explored after graduation. Some of the most attractive career options after completing an MBA in HR degree are as follows:
There are lots of opportunities to pursue further studies for MBA Human Resources graduates. You can pursue a doctorate or PhD degree in Business Administration or other HR-related domains. You can also pursue another Master’s degree in a field linked with the HR domain, such as Data Analytics or Finance, to learn more about the usage of these subjects in the human resource department. You can also opt for specialised certification courses such as Talent Management Certification, SAP HR certification, etc.
Manipal University Jaipur is a NAAC A+ accredited institution that offers applicants UGC recognised MBA in HR courses. Online Manipal is the online platform offered by Manipal University Jaipur that allows students to take up and complete courses online. It takes about 24 months to finish the MBA in HR degree offered by Online Manipal, and you will need 15-20 hours of study time per week to complete the MBA in HR course. The annual fee for the online MBA offered by Manipal University Jaipur is INR 1,50,000, and the candidates can pay the fees in semester-wise instalments of INR 37,500.
Some of the advantages of pursuing an MBA in HR programme from Online Manipal are as follows:
An MBA in HR is a postgraduate level degree that trains the candidates to take up job positions in the human resource management department. This programme offers an understanding of a wide variety of subjects such as Human Resources Economics, Business Environment Employee relations, HR planning and management, etc. Many essential topics are taught to students during an MBA in HR course. After completing an MBA in HR degree, you can apply for good-paying job positions such as human resources manager, compensation and benefits manager, technical recruiter, etc. and build your career.
Information related to companies and external organizations is based on secondary research or the opinion of individual authors and must not be interpreted as the official information shared by the concerned organization.
Additionally, information like fee, eligibility, scholarships, finance options etc. on offerings and programs listed on Online Manipal may change as per the discretion of respective universities so please refer to the respective program page for latest information. Any information provided in blogs is not binding and cannot be taken as final.
Explore our online programs to become future-ready
CourseMaster of Business Administration
Bachelor of Business AdministrationBachelor of Computer ApplicationsBachelor of CommerceMaster of Computer ApplicationsMBA- Banking and Financial ServicesMaster of CommerceMaster of Arts in Journalism & Mass CommunicationMSc Data SciencePGCP in Data Science & Machine LearningMSc Business AnalyticsPGCP Business AnalyticsPGCP Logistics and Supply ChainBachelor of ArtsMA in EnglishMA in SociologyMA in Political Science
InstitutionManipal University JaipurManipal Academy of Higher EducationManipal Institute of Technology
I authorize Online Manipal and its associates to contact me with updates & notifications via email, SMS, WhatsApp, and voice call. This consent will override any registration for DNC / NDNC.
Enter the code sent to your phone number to proceed with the application form
COURSE SELECTED Edit
Bachelor of Business Administration (BBA)
Manipal University Jaipur
Please leave this field empty.