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MBA ASSIGNMENT Human Resource Management

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18+ Stunning  MBA HR Project Topics For Students In 2023

In the world of Human Resources, an MBA HR project is your bridge from theory to real-world practice. This blog discusses what MBA HR projects are and why they matter for students looking to enter the HR field.

Selecting the right MBA HR project topic is crucial, as it shapes your learning experience and future HR career. We will emphasize the importance of this choice and offer helpful tips for making the right decision.

We’re excited to provide you with a list of 18+ engaging MBA HR project topics suitable for 2023 students. In addition, we will point out common mistakes to avoid in your HR projects, ensuring your career in Human Resources is as smooth as possible. 

So, stay tuned with us to know the MBA HR project topics. 

What Is An MBA HR Project?

Table of Contents

An MBA HR project is a special task or assignment that students pursuing a Master of Business Administration degree with specialization in Human Resources (HR) management are required to complete. It serves as a crucial component of their academic curriculum.

In this project, students typically select a specific HR-related topic, issue, or problem within an organization and conduct research to analyze and address it. They gather data, evaluate HR strategies, and propose solutions to improve HR practices. These projects help students apply their classroom learning to real-world HR challenges, developing their problem-solving skills and enhancing their understanding of HR management. This practical experience is valuable in preparing students for careers in human resources.

Importance Of Choosing The Right MBA HR Project Topic

Here are some importance ways to choose the right MBA HR project topic: 

1. Relevance to Career Goals

Selecting the right MBA HR project topic is essential because it should align with your future career aspirations. When you choose a project related to your intended HR field, it provides practical experience and knowledge that directly benefits your career prospects. For instance, if you want to work in HR recruitment, focusing on a project about talent acquisition strategies would be more beneficial than one on employee benefits.

2. Real-World Application

Picking a relevant project topic ensures that you work on real HR challenges faced by organizations. This practical experience allows you to apply your classroom learning in a meaningful way. It prepares you to handle similar HR issues in your future job and demonstrates your problem-solving skills to potential employers.

3. Interest and Motivation

A well-suited project topic should spark your interest and motivation. When you’re passionate about the subject, you are more likely to invest time and effort into the project, leading to better results. If you’re genuinely engaged with your project, it can also make the learning experience more enjoyable.

4. Contribution to Knowledge

Choosing the right project topic can also contribute to the overall knowledge base in the HR field. A well-researched project can provide insights and solutions to HR problems, benefiting both academia and industry. It can be an opportunity to make a meaningful impact in the HR community.

5. Networking and Collaboration

The choice of your MBA HR project topic can also influence your networking opportunities. If you select a topic that is relevant and interesting to professionals in the HR field, it can open doors for collaboration, mentorship, and potential job offers. Getting in touch with experts in the field you’re interested in can be very helpful for your future job.

Tips For Choosing A Good MBA HR Project Topic

Here we will provide some of the best tips for choosing a good MBA HR project topic:

Tip 1: Consider Your Interests

When selecting a topic for your MBA Human Resources capstone project, give some thought to what actually interests you. Choosing a subject for which you have a strong interest will help you stay motivated and involved throughout the duration of the project. Your work will be enhanced by the energy that you put into it.

Tip 2: Relevance to Your Career Goals

Ensure that the project topic aligns with your career aspirations in HR. It should provide skills and knowledge that are directly applicable to the job you want. For example, if you aim to work in HR recruitment, select a topic related to talent acquisition or hiring strategies.

Tip 3: Industry and Organization Focus

Think about the specific industry or type of organization you want to work in after your MBA. Your project should reflect the HR challenges and trends in that sector. For instance, if you plan to enter the healthcare industry, focus on HR issues in healthcare organizations.

Tip 4: Feasibility and Resources

Consider the resources available to you for your project. Make sure your chosen topic is feasible within the constraints of your program and available data. It’s important to select a topic that you can research effectively and within the given timeframe.

Tip 5: Seek Guidance

Don’t hesitate to seek guidance from professors, mentors, or industry professionals. They can give you useful information and ideas for project themes. Their expertise can help you identify a topic that’s not only interesting but also relevant and researchable.

18+ Stunning  MBA HR Project Topics For Students In 2023

We are going to discuss 18+ Stunning  MBA HR Project Topics For Students In 2023:

I. HR Strategy and Planning

In this section, we provide some of the best projects on HR Strategy and Planning: 

Project 1: Strategic Workforce Planning for Organizational Growth

This project entails an in-depth analysis of the existing workforce, including skills, experience, and future potential. It aims to identify potential gaps in talent and create a strategic plan to ensure the organization has the right people in place to meet its growth targets. The plan includes workforce segmentation to understand skill needs, succession planning to groom future leaders, and scenario analysis to be prepared for various organizational trajectories.

Project 2: Diversity and Inclusion Strategy Implementation

This initiative centers around developing and executing a comprehensive diversity and inclusion strategy within the organization. It involves setting clear diversity goals, creating an inclusive culture, and measuring progress over time. The project encompasses targeted recruitment practices to diversify the workforce, the establishment of employee resource groups, and ongoing diversity training to foster a more inclusive workplace.

Project 3: HR Technology Roadmap

This project is focused on evaluating and optimizing the organization’s HR technology stack. It begins with a thorough assessment of the current systems, identifies gaps in functionality, and opportunities for automation. After that, a technology roadmap is made, which includes choosing and putting in place new HR tools to make HR work easier, more efficient, and better for employees overall.

II. Talent Management

In this section, we provide some of the best projects on Talent Management: 

Project 4: High-Potential Development Program

This project identifies promising employees and provides them with a structured developmental path to prepare them for leadership roles. It includes mentorship, challenging assignments, and feedback mechanisms to nurture future leaders within the organization. The program is designed to fast-track the growth and capabilities of these high-potential individuals.

Project 5: Performance Management Redesign

The Performance Management Redesign project aims to overhaul the organization’s performance appraisal system. It involves setting clear performance expectations, introducing regular feedback mechanisms, and creating development plans for employees. This new approach is designed to balance the focus on employee growth and organizational performance, moving away from traditional annual reviews.

Project 6: Succession Planning and Leadership Pipeline

This project is dedicated to identifying and grooming potential successors for key leadership positions. It involves creating a leadership pipeline, implementing mentoring and training programs, and ensuring a smooth transition in the event of leadership changes. The goal is to build a robust and well-prepared leadership team.

III. Learning and Development

In this section, we provide some of the best projects on Learning and Development: 

Project  7: Digital Learning Transformation

This project focuses on transitioning from traditional, classroom-based training to digital learning platforms. It encompasses the development of e-learning content, the deployment of interactive e-learning tools, and the creation of personalized learning paths to offer employees more flexible and engaging learning opportunities.

Project 8: Skills Assessment and Gap Analysis

The Skills Assessment and Gap Analysis project involves evaluating the current skill set of the workforce more often than not using a skill assessment software , identifying skill gaps, and developing a tailored learning and development plan. It includes the creation of individual development plans for employees, offering relevant training programs, and implementing systems to track and measure progress.

Project 9: Managerial Training and Development Program

This project focuses on enhancing the leadership and managerial skills of employees across various levels. It includes designing and delivering training programs, implementing coaching and feedback mechanisms, and creating a comprehensive approach to build a strong and effective leadership team.

IV. Compensation and Benefits

In this section, we provide some of the best projects on Compensation and Benefits: 

Project 10: Total Rewards Redesign

The Total Rewards Redesign project involves a thorough reevaluation of the organization’s compensation and benefits structure to attract and retain top talent. It encompasses salary benchmarking to ensure competitiveness, the implementation of variable pay structures to reward performance, and the introduction of flexible benefits packages tailored to meet the diverse needs and preferences of employees.

Project 11: Equity and Inclusion in Compensation

The goal of this project is to deal with problems of pay equity and make sure that pay practices are fair. It includes conducting pay equity audits to identify and rectify disparities, revising compensation policies to enhance transparency, and implementing practices to ensure equitable compensation adjustments and promotions.

Project 12: Wellness and Well-being Programs

The Wellness and Well-being Programs project focuses on enhancing employee well-being through various initiatives. To help workers keep their physical and mental health in good shape, companies should create and run wellness programs, offer mental health support, and set rules for work-life balance. This will lead to a healthier and more engaged workforce.

V. HR Operations

In this section, we provide some of the best projects on HR Operations: 

Project 13: HR Process Automation

This project aims to streamline HR operations by automating routine and time-consuming tasks such as payroll processing, leave management, and employee onboarding. The project leverages technology solutions to enhance operational efficiency, reduce manual workload, and improve accuracy in HR processes.

Project 14: Employee Self-Service Portal Implementation

The Employee Self-Service Portal Implementation project focuses on empowering employees by providing a user-friendly portal for self-management of HR-related tasks. This includes accessing pay stubs, updating personal information, and requesting time off, which not only increases employee autonomy but also decreases administrative workload for HR staff.

Project 15: Data Analytics and HR Metrics Dashboard

This project centers on harnessing HR data for informed decision-making. It involves the implementation of HR analytics tools, data visualization, and the creation of a metrics dashboard that provides real-time insights into workforce trends. This enables HR professionals and leadership to make data-driven decisions and improve organizational performance.

VI. Emerging Trends in HR

In this section, we provide some of the best projects on Emerging Trends in HR: 

Project 16: Remote Work Policy Development

This project addresses the growing trend of remote work by developing clear policies and guidelines. It includes making clear what is expected of workers who work from home, setting rules for communication, and giving them the tools and technology they need to do their jobs well from home.

Project 17: AI and Machine Learning Integration in HR

This initiative explores the application of artificial intelligence (AI) and machine learning in HR functions. It involves the integration of AI-powered tools for tasks like resume screening, predictive analytics for workforce planning, and chatbots for handling routine employee inquiries, enhancing efficiency and effectiveness in HR operations.

Project 18: Agile HR Transformation

The Agile HR Transformation project, with the integration of Agile Poker for Jira , focuses on adopting agile methodologies within the HR department. It promotes cross-functional collaboration, continuous improvement, and adaptability to changing organizational needs. This approach allows HR to respond more quickly and effectively to evolving trends and challenges in the workplace, creating a more dynamic and responsive HR function.

Project 19: Workforce Mental Health and Well-being Initiatives

This project addresses the increasing awareness of mental health and well-being in the workplace. It means putting in place programs to help employees’ mental health, like stress management classes and easy access to mental health tools, and making a workplace culture that supports a balance between work and life and emotional health. With the changing landscape of work, this project helps organizations prioritize the mental health of their employees, leading to a more resilient and productive workforce.

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Common Mistakes To Avoid In MBA HR Projects

These are some common mistakes that students must avoid in MBA HR projects:

1. Lack of Clear Objectives

A common mistake in MBA HR projects is not defining clear objectives. Without specific goals, your project can become unfocused and ineffective. To avoid this, set clear, achievable objectives from the start. For example, if your project aims to improve employee engagement , specify what you want to measure and how you plan to do it.

2. Neglecting Research

Some students skip thorough research when working on HR projects. This can lead to incomplete or inaccurate information, undermining the project’s quality. It’s crucial to gather relevant data, study HR best practices, and review existing research to make informed decisions.

3. Ignoring Practicality

Another mistake is proposing HR solutions that sound good in theory but are impractical in real-world settings. Consider the practicality of your recommendations within the context of the organization where your project is based. Your solutions should be feasible and adaptable.

4. Overcomplicating Language

Using overly technical or complicated language can hinder project understanding. Keep your project’s language simple and straightforward to ensure your audience, including professors and potential employers, can easily grasp your ideas.

5. Neglecting Feedback

A common error is failing to seek peer, mentor, or colleague feedback. Constructive feedback can help improve your project by identifying blind spots and potential improvements. Embrace feedback to refine your work and enhance your learning experience.

Understanding the significance of MBA HR project topics is essential. An MBA HR project isn’t just about meeting academic requirements; it’s a valuable opportunity to gain practical insights into human resources. Choosing the right topic is like setting the course for your future in HR. We have provided tips to help you navigate this decision-making process, ensuring your project aligns with your interests and career aspirations. 

Moreover, we have presented an exciting array of 18+ MBA HR project topics tailor-made for students in 2023. To excel in your MBA HR project, it’s equally crucial to be aware of and avoid common pitfalls. So, confidently embark on your HR journey, armed with the knowledge of MBA HR project topics, and make the most of this educational experience.

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Faculty Resources

Assignments.

The Human Resources Management course includes a series of openly licensed written assignments and discussions aligned to specific learning outcomes and chapters. If you import this course into your learning management system (Blackboard, Canvas, etc.), all of the assignments and discussions (listed in the table, below,) will automatically be loaded into your LMS assignment and discussion-board tools. They can be used as is, modified, combined with your own assignments, or removed altogether.

The assignments in this course align with the following scenario:

You are a college senior who has been selected to participate in a hybrid internship/onboarding program with an elite HR research and advisory firm. Your training consists of a combination of formal education—specifically, enrollment in this Human Resource Management course—and a rotation in support of the principals of the firm. In your rotations, you will synthesize what you’ve learned in the relevant modules to address firm or client issues, conducting additional research as necessary and developing draft deliverables as instructed by the principal consultant. The quality of your deliverables – that is, your ability to convert learning into practical insight – will largely determine whether, at the end of the internship period, you are offered a position with the firm or simply thanked for your participation.

You can view them below or throughout the course.

Rubric for Assignments

There is also a sample rubric to assist you in grading. Instructors may modify these guidelines or use their own.

Discussions

The following discussion assignments will also be preloaded (into the discussion-board tool) in your learning management system if you import the course. They can be used as is, modified, or removed. You can view them below or throughout the course.

Rubric for Discussion Posts

Answer keys for the discussion posts are available to faculty who adopt Waymaker, OHM, or Candela courses with paid support from Lumen Learning. This approach helps us protect the academic integrity of these materials by ensuring they are shared only with authorized and institution-affiliated faculty and staff.

• Assignments. Provided by : Lumen Learning. License : CC BY: Attribution
• Pencil Cup. Authored by : IconfactoryTeam. Provided by : Noun Project. Located at : https://thenounproject.com/term/pencil-cup/628840/ . License : CC BY: Attribution

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Project.Mba

Hi there how can i help you, navigating the world of mba hr projects - a comprehensive guide for students, speak to our expert.

• Oct 22, 2023

An MBA in HR is well-equipped with all the comprehensive management skills to lead and guide a workforce. If you are pursuing an MBA degree course and specializing in HR the program will teach you to develop and implement HR strategies for corporates to improve their organizational performance.

In the current scenario where human resources is a true asset for any company human resource management is one of the most sought-after skills students are trying to learn. Human resource management is comprised of different practices such as recruitment, training, and development, managing employee relations, employee performance, and more. And through successful human resource management, an organization can build a positive work environment, and attract and retain top talents, aligning with their business vision.

And to make sure every MBA in HR student is ready for their professional journey the MBA colleges assign them with several projects during the course to enrich their learning experience. Those projects help them apply their theoretical principles to real-world situations. Most MBA programs often allow the students the topics for the

However, it is crucial to choose excellent ideas and topics for MBA HR projects . And that is where some students lack time and energy. Worry not, in this blog we will help you navigate the world of MBA HR projects and also let you know how we can help you complete those projects.

6 EXCELLENT TOPICS FOR MBA HR PROJECTS YOU CAN TRY IN 2023

ANALYSIS OF EMPLOYEE SATISFACTION IN THE TELECOM SECTOR

The telecom sector is booming like anything. Therefore, this is one of those sectors that keep on employing lakhs of employees continuously. Having some of the top brands like Jio, Airtel, and Idea in this sector is one of the most competitive fields in India that faces cutthroat competition. The work environment of the telecom sector is tiresome, and it is not hidden from job seekers. But whatever it may be, every company should do something about the level of satisfaction of their employees.

When you pick up the topic of analyzing employee satisfaction in the telecom sector, the first thing you could emphasize is the impact of globalization in the telecom sector. That is how you can learn about the competition in the global market and how companies trying to cope with the market by finding an advanced edge. Needless to say, when companies are trying to compete, they are bringing additional work pressure and stress to their workforces, since they are the wheels of the organizations. You can also opt for a few sub-topics like how the ever-growing competition is directly proportional to the attrition rate of the companies and why employees are choosing employee-centric companies.

VARIOUS EMPLOYEE WELFARE SCHEMES IN THE FMCG INDUSTRY

When it comes to fast-moving consumer goods, India has many well-known and premium brands. Those companies hire lakhs of people and most of them have an employee-centric approach followed by a lot of employee-centric welfare schemes. But how are those schemes applicable in retaining employees for longer? What do those schemes do to retain employees' contribution in bringing a low attrition rate? Well, you can learn about all of these things when you pick up the topic.

You can also opt for various subtopics under the same topic like:

·        Comparison between different FMCG companies

·        A comparative case study of the difference between the employee retaining policies for different FMCG companies or any two big companies.

·        Differentiating the contributing factors of low attrition and high attrition rate

THE NEED TO TRAIN THE EMPLOYEES IN THE BANKING SECTOR

Whenever you will talk to a person from the banking sector we are sure that you will come to know about their hectic life. It is because the banking sector is continuously being customer-centric and every day the bankers need to face millions of customers. Needless to say, it is a hard job and it can become even harder for people who are working in the industry with very little or limited knowledge of the banking services.

The banking industry in India is evolving rapidly and for any banking organization to become consumer-centric training its employees is a must do. The training in the banking industry is not merely to help the employees learn about the right ways to serve the needs of their customers, but constant training programs can increase the rate of employee retention.

This topic will also help you understand the need for the employees to be trained regularly to serve the customers as per the company's standard and what the training should be like. The topic will aid you in understanding different types of customers depending upon geographical locations, the common problem areas of the target customers and how the banks can handle those, how to deal with tough customers, and what the bank should do to enhance its customer satisfaction.

PROVEN BRANDING STRATEGIES FOR NEW AND STRUGGLING COMPANIES

Every day a new business is coming to existence. And to make a place and sustain amidst the cutthroat competition in every sector, most of them are struggling hard. The real struggle is in the area where the brand has to position itself and also needs to convince employees to work with the struggling company. Do you know how to convince people to join a struggling company? Well, there can be various employer branding strategies that can help them strengthen their workforce and this topic will help you learn about that.

Even before the brand positions itself as a good service or product provider, it must focus on branding itself as a very good workplace. This can create a positive reputation among job seekers and students which is why it is a strong MBA HR project topic where you can include various sub-topics like:

·        How to create a brand voice and USB for a company to use in branding

·        How a company can promote its welfare schemes

·        How new companies and struggling ones can utilize LinkedIn and other networking channels to hire

·        How a company can make it look real by putting real employees as the brand ambassador

CAREER OPPORTUNITIES AND PROGRESS PLANNING FOR EMPLOYEES IN QUICK FOOD CHAINS

For every employee, it is important to stay motivated to work hard. And they do so when they know that increasing their productivity can bring them success. Career progression is a motivating factor that has proven to improve productivity among employees in most organizations. Career progression means better pay, more respect, and a better job role. But how does the fast-food chain industry plan career progression for their employees and how do they become employee-centric?

In this topic you will learn about:

·        How delivery duration impacts employees

·        How is the competition between national and global companies in the fast-food delivery chain

·        Which companies are chosen by job seekers and why do they stay in that company

·        The rate of job satisfaction in the fast-food chains

·        What is the career progression scenario of fast-food company employees

THE IMPACT OF WOMEN BEING IN THE TOP MANAGEMENT POSITIONS AND LEADERSHIPS

In the last few decades, we have seen several women acquiring the top rows within top organizations. This is a positive trend that is continuing. But still, many industries have seen fewer women at the top positions. Does the role of a woman in the top position impact the organization? How does it differ from men-dominated companies? What kind of role women have played well and what impact have they had in the management of those companies?

You can also choose a few sub-topics like:

·        The role of women in top management positions in top companies

·        The impact women can bring as a leader of a company

·        A case study between two companies one where the CEO is a female and the other where the CEO is a male

·        What are the contributing factors that caused a gender gap in the top positions of different companies and sectors

LOOKING FOR THE RIGHT WAY TO COMPLETE YOUR MBA HR PROJECTS? WE ARE HERE TO HELP

You know that an MBA degree can elevate your professional life. But, enrolling yourself in a good MBA college is not enough to acquire a good job, you also need to score well in your overall MBA journey to get the opportunity to work with reputed companies. After the pandemic, many reputed institutions offer MBA programs online, and for students, it might be a little difficult to discuss their projects with their teachers and get instant help.

No matter whether you are pursuing your MBA online or from physical classrooms, getting help in the completion of your MBA HR projects can bring you a win-win situation to achieve your aim. We can help you in the completion of your MBA HR projects while helping you learn about the concepts in practical real-life scenarios our experts will maintain and guide you to complete your project and we'll review it before you submit it.

If you are a working professional you can complete your project without placing any extra burden on yourself. With that, you get to learn about your chosen topic while completing your project on time.

Give Your Comment

Our team will revert to answer all your queries..

• Best MBA In Human Resources Online Programs

Best MBA In Human Resources Online Programs Of 2024

Updated: Nov 29, 2023, 1:31pm

Human resources professionals handle all employee-related tasks for organizations and businesses, including recruiting, developing, hiring and retaining workers. In entry-level, middle management and executive positions, HR workers set up employees for success and ensure their voices are heard.

If you want to pursue an advanced role in HR, you might earn an MBA in human resources . And by completing your MBA in human resources online, you can enjoy more freedom in scheduling classes, completing assignments and interacting with peers.

In this guide, we discuss the top 10 schools offering online MBAs in HR. We also explore specialized accreditation for the field, along with typical tuition costs, common coursework and possible career pathways after graduation.

Why You Can Trust Forbes Advisor Education

Forbes Advisor’s education editors are committed to producing unbiased rankings and informative articles covering online colleges, tech bootcamps and career paths. Our ranking methodologies use data from the National Center for Education Statistics , education providers, and reputable educational and professional organizations. An advisory board of educators and other subject matter experts reviews and verifies our content to bring you trustworthy, up-to-date information. Advertisers do not influence our rankings or editorial content.

• 6,290 accredited, nonprofit colleges and universities analyzed nationwide
• 52 reputable tech bootcamp providers evaluated for our rankings
• All content is fact-checked and updated on an annual basis
• Rankings undergo five rounds of fact-checking
• Only 7.12% of all colleges, universities and bootcamp providers we consider are awarded

Our Methodology

We scored 51 accredited, nonprofit colleges offering online MBA in human resources degree programs in the U.S. using 16 data points in the categories of credibility, affordability, student outcomes, student experience and application process.

We pulled data for these categories from reliable resources such as the Integrated Postsecondary Education Data System ; private, third-party data sources; and individual school and program websites. Data is accurate as of June 2023.

We scored schools based on the following categories:

Student Outcomes:

• Overall graduation rate
• Median earnings 10 years after graduation

Affordability:

• In-state graduate student tuition
• In-state graduate student fees
• Alternative tuition plans offered
• Median federal student loan debt
• Percentage of students in federal student loan deferment

Student Experience:

• Student-to-faculty ratio
• Socioeconomic diversity
• Availability of online coursework
• Total number of graduate assistants
• More than 50% of graduate students enrolled in at least some distance education

Credibility:

• Fully accredited
• Programmatic accreditation status
• Nonprofit status

Application Process:

• Acceptance rate

We chose the 10 best schools to display based on those receiving a curved final score of 91% or higher.

Find our full list of methodologies here .

• Best Online Accounting Degrees
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Best Online MBA in Human Resources Degree Options

Should you enroll in an online mba in human resources program, accreditation for online mba in human resources program, how to find the right online mba in human resources program for you, frequently asked questions (faqs) about an online mba in human resources, touro university worldwide, champlain college, bellevue university, upper iowa university, belhaven university.

• Concordia University-Wisconsin

University of Scranton

Saint francis university, baker college, saint leo university.

Graduate Tuition

$500/credit

Percentage of Grad Students Enrolled in Distance Education

Overall Graduation Rate

Touro University Worldwide (TUW), headquartered in Los Alamitos, California, features an online MBA in human resources management that full-time students can finish in just one year. This program holds accreditation from the Accreditation Council for Business Schools and Programs. MBA candidates may qualify for TUW’s $3,600 Future Leaders Scholarship.

After completing courses exploring contemporary issues in human resources management, ethics for business professionals and managerial accounting, each student enrolls in a capstone course to demonstrate the concepts they learned.

• Our Flexibility Rating: Learn around your 9-to-5
• School Type: Private
• Application Fee: Free
• Degree Credit Requirements: 36 credits
• Program Enrollment Options: Accelerated, full time
• Notable Major-Specific Courses: Contemporary issues in human resources management, human resources management
• Concentrations Available: N/A
• In-Person Requirements: No

$595/credit

At Burlington, Vermont’s Champlain College , students can earn a 33-credit MBA in human resources online. Faculty members possess real-world business experience to provide learners with practical insights through asynchronous coursework in organizational communication, finance and leadership.

The curriculum also discusses ethics in the workplace and equitable hiring practices. Keeping with Champlain’s efforts to mirror professional business environments, each student completes a field-based capstone with their current employer or an approved organization.

• Our Flexibility Rating: Learn on your schedule
• Degree Credit Requirements: 33 credits
• Program Enrollment Options: Part time, full time
• Notable Major-Specific Courses: Coaching in the workplace, human resources foundation
• In-Person Requirements: Field-based capstone

$649/credit

Bellevue University , located in eastern Nebraska, offers an online MBA in human resources management with flexible, asynchronous coursework. Bellevue’s MBA, led by instructors with real-world experience in companies like Union Pacific and Cox Communications, has received accreditation from IACBE.

Along with courses in business analysis for decision-making, accounting for performance management and human capital, each student completes a capstone class in strategy innovation and integration to demonstrate their forecasting, creativity and evaluation skills.

• Application Fee: $75
• Notable Major-Specific Courses: Total rewards: compensation and benefit administration; talent management: recruitment/selection and training/development

$625/credit

At Upper Iowa University (UIU) in Fayette, students can pursue an online MBA with a concentration in human resources management. UIU uses asynchronous delivery for its online courses, allowing learners to complete assignments and respond to message board discussions on their own schedules.

Though this MBA does not culminate with a capstone experience, each student completes a research seminar focusing on a specific topic of their choosing. Learners submit PowerPoint presentations to demonstrate their work.

• Notable Major-Specific Courses: Development and management of HRM; compensation and benefits

$605/credit

Belhaven University , located in Jackson, Mississippi, features an online MBA in human resources with asynchronous course delivery—ideal for working professionals with busy schedules. The MBA at Belhaven holds accreditation from IACBE.

The curriculum applies a Christian worldview in accelerated seven-week courses to cover topics like quantitative decision-making and strategic planning. Human resources coursework explores compensation and benefits, along with issues and innovations in the field. Belhaven’s MBA program does not include a capstone experience.

• Application Fee: $25
• Degree Credit Requirements: 42 credits
• Notable Major-Specific Courses: Human resources employee relations, human resource management

Concordia University Wisconsin

$699/credit

At Mequon’s Concordia University Wisconsin , students can pursue an online MBA in human resource management with an optional graduate certificate. Learners develop their knowledge of human resources subjects like occupational fraud, unemployment, disability and labor. Coursework balances qualitative and quantitative analysis to ensure graduates can work as ethical decision-makers in business.

Learners can develop practical experience through internships, service learning and seminars. A strategic management capstone course incorporates workplace materials to mirror real-world business environments.

• Notable Major-Specific Courses: Human capital analytics, risk management
• In-Person Requirements: Optional internship, service learning, seminar

$965/credit

The online human resources MBA at Pennsylvania’s University of Scranton aligns with the Society for Human Resource Management’s curriculum guidelines. This MBA also holds the Association to Advance Collegiate Schools of Business (AACSB) accreditation. Faculty members deliver asynchronous coursework for maximum flexibility.

Following specialized HR classes in employee labor relations and staffing, each student completes a business policy capstone course in which they develop policy solutions for real-world companies.

• Degree Credit Requirements: 39 credits
• Notable Major-Specific Courses: Total rewards; recruitment and staffing

$875/credit

The online master of business administration in human resource management at Loretto, Pennsylvania’s Saint Francis University allows local students to blend online coursework with in-person classes.

The IACBE-accredited program centers compassion and responsibility to develop leaders who connect with employees at every level. Core classes focus on economic and financial topics to create data-minded decision-makers in the workplace.

• Application Fee: $30
• Program Enrollment Options: Full time
• Notable Major-Specific Courses: Employment law; staffing: recruitment, selection and retention

$600/credit

The online MBA in human resources management at Owosso, Michigan’s Baker College prepares students to become HR leaders in modern business environments. This MBA features an accelerated delivery option and holds accreditation from the International Accreditation Council for Business Education (IACBE).

The curriculum prepares learners to use quantitative and qualitative methods of data collection and analysis to improve critical thinking in the workplace. To complete the program, each student participates in a strategy in a global environment course to assess issues in public corporations.

• Application Fee: $35
• Notable Major-Specific Courses: Compensation and benefits; labor relations and conflict resolution

$820/credit

Saint Leo University , physically located in Saint Leo, Florida, offers an online MBA in human resource management accredited by the Accreditation Council for Business Schools and Programs (ACBSP).

Students start the program building a strong business foundation through general MBA courses in topics like business management, communication and ethics. They then take HR-focused courses to deepen their understanding of how human resources management intersects with business.

Learners may complete an optional internship for elective credits.

• Application Fee: N/A
• Notable Major-Specific Courses: Human capital for organizational performance, strategic issues in human resources
• In-Person Requirements: No, optional internship

AACSB reports that its member schools have seen a significant boost in demand for specialized MBA programs. As focused MBAs have grown in popularity, it’s become easier to find online MBAs in human resources. But distance learning may not suit every student.

Online education offers both benefits and drawbacks, depending on your preferred learning style. For example, distance programs—especially those with asynchronous delivery, which does not require set login times—can provide greater flexibility. However, this freedom requires you to remain motivated and organized to complete assignments on time.

Compared to in-person degrees, online programs may provide fewer opportunities for networking and interactions with instructors. As you research online MBAs in human resources, consider your personal learning style, along with the following factors.

Schools and their programs can voluntarily participate in an evaluation process known as accreditation. Third-party organizations recognized by the U.S. Department of Education and Council for Higher Education Accreditation assure that programs and institutions meet rigorous standards for their course offerings, student outcomes and resource management.

Institutional Accreditation

Institutional accreditation applies to entire schools. You must attend an accredited institution to qualify for federal financial aid, credit transfers, and certain certifications. The following accreditors assess colleges and universities at the institutional level:

• Southern Association of Colleges and Schools Commission on Colleges
• Middle States Commission on Higher Education
• New England Commission of Higher Education
• WASC Senior College and University Commission
• Northwest Commission on Colleges and Universities
• Higher Learning Commission

Programmatic Accreditation

Departments and programs within institutions can also receive accreditation. In the business realm, the three primary accreditors are the Association to Advance Collegiate Schools of Business, the International Accreditation Council for Business Education and the Accreditation Council for Business Schools and Programs. Attending an accredited MBA degree program ensures your degree will adequately prepare you as a leader in the workforce.

Consider Your Future Goals

To find the right online MBA in human resources, consider your personal and professional goals.

For example, if you want to pursue HR leadership roles after graduating , prioritize programs that offer relevant internships or field placements. These experiences allow you to get your foot in the door with potential employers while developing knowledge of the field. You can build your network as you connect with other aspiring leaders.

However, if you plan to work as a professor, researcher or policymaker, you may need to complete a doctorate. Seek programs that allow you to complete a research project, and consider enrolling in a university that offers both master’s and doctoral degrees. These schools may offer smoother admission or tuition discounts for alums.

Understand Your Expenses and Financing Options

Attending graduate school requires a serious investment of time, finances and energy. Before applying to any programs, research their tuition and any additional costs. The National Center for Education Statistics (NCES) tracks annual tuition and fees based on several criteria.

According to NCES , in-state tuition at public graduate schools reached $11,554 in the 2022–23 school year. Private school students paid significantly more in tuition and fees during this period: an average of $20,115.

Tuition among our ranked schools falls within a similar range, from about $9,000 to $19,000 per year. On average, these colleges charge $12,500 in annual tuition. Many MBA students work while pursuing their degrees, but this still creates a significant financial burden. Fortunately, financial aid can help.

Start by completing a FAFSA, which provides information on your eligibility for federal student aid, including loans. These loans, along with funding from private lenders, require repayment with interest. Before relying on loans, seek sources that do not need repayment, like grants and scholarships.

Scholarships and grants deliver awards based on identity, academic achievement or need. The Society for Human Resource Management provides several awards for MBA students, including existing leaders and aspiring professionals.

What can you do with an MBA in HR?

With an MBA in HR, you can pursue leadership roles such as human resource manager ; training and development manager; compensation and benefits manager; and HR information systems manager.

What is the salary of MBA HR in the US?

Payscale reports that professionals with an MBA in human resources earned an average annual salary of $73,000 as of November 2023.

Which is the most in-demand MBA?

The most in-demand MBA specializations include general management, international management, finance and business analytics. Employers indicate they plan to hire accounting, management, finance and human resource graduates, according to the National Association of Colleges and Employers.

Matt Whittle has experience writing and editing accessible education-related content in health, technology, nursing and business subjects. His work has been featured on Sleep.org, Psychology.org and NurseJournal.org.

Browse Course Material

Course info, instructors.

• Prof. Diane Burton
• Prof. Paul Osterman

Departments

• Sloan School of Management

As Taught In

• Industrial Relations and Human Resource Management

Learning Resource Types

Strategic hr management, assignments, course schedule.

Session 1: The Strategic Importance of HR Case: Southwest Airlines: Using Human Resources for Competitive Advantage (A), Stanford Case #HR-1.

Reading: Pfeffer, Jeffrey. The Human Equation: Building Profits by Putting People First . Boston, MA: Harvard Business School Press, 1998, chapters 1 and 2.

Assignment Questions

• What is Southwest’s competitive strategy? What are the sources of its success? How does it make money?
• What are the foundations of Southwest’s competitive advantage?
• How are these sources of competitive advantage produced and sustained by what the organization does and how it does it?
• To what extent are Southwest’s sources of advantage difficult to imitate and likely to persist over time?
• To what extent is Southwest’s success based on Herb Kelleher?
• How serious is the competitive threat? To what extent can United and/or Continental duplicate Southwest’s business model? Why or why not?

Session 2: Strategic Execution and Economic Value: Internal and External Alignment Case: Portman Hotel, HBS 9-489-104.

• What is Portman’s strategy for competing successfully in its chosen market?
• What behaviors, skills, and attitudes will it need from its people, particularly the personal valets, to execute its strategy?
• How do Portman’s human resource management practices (recruitment, selection, compensation, training, career development, performance appraisal, staffing and organizational design, management and supervision) help or hinder the development of the skills and behaviors listed in Question 2.
• Is Portman having problems? What are the symptoms? What are the causes of the problems Portman is experiencing?
• What should Portman do?
• How much should Portman be willing to invest to address its difficulties? Or alternatively, what is the successful implementation of Portman’s strategy worth? Some operating figures are given in the case. FYI: the capital costs of the hotel work out to $310,000 per room.

Session 3: Work Systems Cases: New United Motors Manufacturing, Inc (NUMMI), Stanford Case #HR-11.

Optional Reading: Rubinstein, Saul R., and Thomas A. Kochan. Learning from Saturn: Possibilities for Corporate Governance and Employee Relations . Ithaca, NY: Cornell University/ILR Press, 2001.

• What is motivating the workers at NUMMI?
• What are the design elements of the Toyota team-based manufacturing system?
• Why has General Motors had so much trouble learning from NUMMI and Saturn?
• Jamie Hresko is now running one of GM’s largest assembly plants. What advice would you give him for how he might introduce some of the NUMMI methods to this facility?

Session 4: The Role of the HR Function

Reading: Ulrich, Dave. Human Resource Champions: The Next Agenda for Adding Value and Delivering Results . Boston, MA: Harvard Business School Press, 1998, pp. 23-31 and 231-254.

Session 5: Self-Managed Teams Case: Slade Plating Department, HBS #9-496-018

Reading: Wageman, Ruth. “Critical Success Factors for Creating Superb Self-Managing Teams.” Organizational Dynamics . Summer 1997, pp. 49-61.

• How would you describe the culture of the Sarto group? Be specific. How has it evolved? What impact has it had on the effectiveness of the group?
• What are the determinants of social status and influence within the plating department? The Sarto group? The Clark group?
• What do you learn by analyzing the data provided in the exhibits? How does this influence your interpretations of what is going on?
• Why did management previously ignored the illegal “punch-out” system?
• What actions would you take if you were Porter? What are the risks associated with these actions?

Important supplemental information: The 1996 starting salary in the Plating Department was $8.00; Tony Sarto’s hourly wage was $12.00. The average wage for semi-skilled workers in the U.S. was $12.00. Firms similar to Slade in the Michigan area, such as suppliers to the auto industry, paid an average hourly wage of $14.70. United Auto Workers working at the ‘Big Three (General Motors, Chrysler and Ford), had starting salaries around $13.00 an hour and earned on average $19.00 an hour. The minimum wage in 1996 was $4.25, raised to $4.75 on October 1, 1996.

Session 6: Participation and Involvement Film: Breakdown at Eastern Airlines

Reading: Pfeffer, Jeffrey. “Can You Manage With Unions.” Chap. 8 in The Human Equation: Building Profits by Putting People First . 2000, pp. 225-251.

Session 7: Training and Development Case: ServiceMaster Industries, Inc., HBS #9-388-064.

• What role have ServiceMaster’s values and goals played in the firm’s success?
• Why haven’t other companies successfully copied the ServiceMaster approach?
• How important are training and development in the ServiceMaster system? How does ServiceMaster socialize its employees? How does training and development affect the organization’s continued growth?
• Why has ServiceMaster been willing to spend the resources it has on training and development for a set of jobs that many might see as comparatively low-skilled and for positions that typically experience high turnover?
• There have been proposals (particularly by former U.S. Secretary of Labor, Robert Reich) that the U.S. follow the lead of some other countries (e.g., France, Singapore) and mandate a certain level of training–for instance, as a percentage of the firm’s payroll. What do you think of this policy? Why and when might organizations spend less than a socially optimal amount on training? What else might be done if one believes that too little training and skill development are occurring in the economy?

Session 8: Culture Case: Morgan Stanley: Becoming a One-Firm Firm, HBS #9-400-043.

Reading: Kaplan, R. S., and D. P. Norton. “Linking the Balanced Scorecard to Strategy.” California Management Review 39, no.1 (Fall 1996).

• What do you think of Mack’s strategy for increased integration? Is this compelling to you? Why or why not?
• Given his strategy, what do you think of his emphasis on revamping the performance management system? What are the pros and cons of implementing a new system of the type being discussed?
• If Mack is to be successful at changing the strategy and culture at Morgan Stanley, what other actions would you recommend he take? What other HR levers should he be thinking about using?
• Given your answer to question #3, what recommendations do you have for how he should proceed? How should he implement these changes?

Session 9: Performance Appraisal Case: The Firmwide 360 Performance Evaluation Process at Morgan Stanley, HBS #9-498053 and Rob Parson at Morgan Stanley (A), HBS #9-498-054.

• What is your assessment of Parson’s performance? Should he be promoted?
• Using the data in the case, please complete the Evaluation and Development Summary presented in Exhibit 3 of the Rob Parson (A) case.
• If you were Paul Nasr, how would you plan to conduct the performance appraisal conversation? What would your goals be? What issues would you raise and why, and how would you raise them?
• If you were Rob Parson, how would you conduct yourself in the performance evaluation meeting? What are your goals? Be prepared to role-play the appraisal conversation in class as either Nasr or Parson.

Cases to be distributed in class: Rob Parson at Morgan Stanley (B), HBS #9-498-055, (C), HBS #9-498-056, and (D), HBS #9-498-058.

Session 10: Diversity Case: The Case of the Part-time Partner.

Reading: Thomas, David A., and Robin J. Ely. “Making Differences Matter: A New Paradigm for Managing Diversity.” Harvard Business Review (September-October 1996): 80-90.

• Would you vote to make Julie a partner? Why or why not?
• What are the pros and cons from the firm’s viewpoint and from the society’s viewpoint of this decision?
• What is your assessment of how the firm handled the situation?
• How might they have proceeded differently?

Session 11: Information Sharing Case: Jack Stack (A) and (B), HBS #9-993-009 and #9-993-010.

Reading: Case, John. “Opening the Books.” Harvard Business Review (March-April 1997): 118-127. (Reprint 97201)

• What does it take to succeed in the engine remanufacturing business? What are the critical skills and organizational competencies?
• What is it like to work in such a plant?
• What are the major risks of a leveraged buy-out such as this?
• What do you think of Stack’s ideas about management?
• What are the key elements of the program Stack put in place?
• Can this approach be used elsewhere? Under which circumstances would it be more (less) appropriate? How could it be implemented?

Session 12: Benefits Case: The SAS Institute: A Different Approach to Incentives and People Management Practices in the Software Industry, Stanford Case #HR-6.

Reading: Pfeffer, Jeffrey. “Six Dangerous Myths About Pay.” Harvard Business Review (May-June 1998): 109-119.

• What are the complementary elements of the SAS HR system that make the compensation system effective?
• Why has SAS been able to get away with a compensation system that seems to violate industry conventions?
• Could the SAS approach work in other high technology organizations?
• What would happen if VDS tried to emulate the SAS approach? Why?

Session 13: Compensation Systems Case: Visionary Design Systems, HBS #9-495-011.

• What is the basic philosophy and values of VDS?
• How would you characterize the VDS compensation (base, bonus, and stock) system? On what principles is it based?
• Why has VDS had problems with its Product Data Management effort? To what extent do you see incentive issues as important? What other issues are important?
• What should VDS do about the Product Data Management (PDM) problems?
• Would you make any changes to VDS’ compensation systems? What? Why?

Session 14: Pay for Performance Case: Performance Pay at Safelite Autoglass (A) HBS #9-800-291.

• What are the pros and cons of switching from wage rates to piece rate pay?
• Is Safelite a good candidate for switching from wage rates to piece rates?
• Should there be a guaranteed wage? If so, how should it be set?
• What are the likely consequences of a switch from wage to piece rates for turnover, recruitment, productivity, and product quality?

Session 15: Non-Profit Management Case: The John Snow Institute.

• How successful is JSI?
• How effective is their current human resource management system?
• What should Joel Lamstein do?

Session 16: Managing Service Workers Case: Harrah’s Entertainment, Inc.: Rewarding Our People HBS #9-403-008.

• What were the challenges facing Gary Loveman when he took charge?
• What were the key changes he undertook?
• What were the consequences for employees?

Session 17: Alignment and Motivation Case: Nordstrom Department Store. Center for Human Resources, Wharton School of the University of Pennsylvania.

Reading: Simons, Robert. “Control in an Age of Empowerment.” Harvard Business Review . Reprint #95211.

• How effective is Nordstom’s human resource management system? In what ways does it contribute to the firm’s success?
• Do you have any concerns about the practices described in the case?
• Would you change management systems at Nordstrom? Why? Which systems?

Session 18: Review & Wrap-up

Assignment Question

• Reflecting on the companies we have studied in this course, as well as your own work experience, what lessons do you draw about the respective roles that general managers and the HR function in organizations should play in the management of human resources?

Summary of Class Sessions and Assignment Due Dates ( PDF )

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10 Best MBA HR Project Topic Ideas

During an MBA in HR programme, students are often assigned projects to apply the concepts and theories they have learnt. These projects enhance the overall learning experience and provide practical knowledge that can be used in the workplace.

Pursuing an MBA in HR is a promising option in India as there are ample opportunities in this field. Here are some of the best and most unique MBA HR project topics you can consider.

Are you an MBA student who is interested in pursuing a career in human resources? If yes, then you might be wondering about the best project topic ideas that can help you explore the HR field in depth. As an expert in the field of HR and MBA programs, I’m happy to help you come up with some project topic ideas that can help you learn and grow in this exciting field.

Let us Discuss 10 Best MBA HR Project Topic Ideas

1. a study on the various employee welfare schemes at fmcg.

MBA students in India can explore the effectiveness of employee-centric welfare schemes in the fast-moving consumer goods sector, where premium brands employ a large workforce. One key aspect of this topic is how such schemes help these companies retain employees for extended periods, resulting in low attrition rates.

The project can be further divided into subtopics, such as:

Comparing the welfare schemes of FMCG companies to those of other industries

Conducting a case study of two companies with different policies

Gathering anonymous employee testimonials on how these welfare schemes impact their lives

Another area of research could be identifying the factors contributing to low or high attrition rates and how welfare schemes play a role in it. This project allows MBA students to explore the benefits and challenges of implementing employee welfare schemes in FMCG.

2. Analysis of the Satisfaction Level of Employees in the Telecom Sector

The telecom sector is a critical industry that employs many individuals. Prominent brands like Airtel and Jio operate within this sector, known for its intense competition. Working conditions are often challenging, with employees facing stress and tedious tasks. Given these circumstances, it is important to understand the satisfaction levels of employees in this sector.

Potential subtopics for a project in this area include examining the impact of globalisation on the telecom industry. As new competitors enter the market, companies must compete fiercely, which can increase stress levels among their employees.

Another subtopic could explore how competitors’ presence contributes to high employee attrition rates. With more options, employees may naturally select companies that prioritise their welfare.

Overall, this is a compelling topic for an MBA in HR project topic.

3. Employer Branding Strategies in Struggling Companies

Employer branding is crucial in positioning a company as a desirable workplace for potential employees and students. But how can struggling companies leverage various employer branding strategies to attract and convince job seekers to join their organisations?

This topic is a significant area for research in MBA HR, and sub-topics could include:

Creating a unique selling proposition (USP) for the company to build its brand

Communicating and branding welfare schemes to attract job seekers

Utilising networking channels such as LinkedIn to reach potential employees

4. Analysis of Employee Training Needs in the Banking Sector

The banking sector in India undergoes constant change every year, and its professionals are consumer-facing, dealing with millions of customers. Many of them have little or limited knowledge about the various banking services. As a result, training is crucial to meet the customers’ needs. This HR project topic focuses on employee training needs in banks.

Subtopics for research could include:

Identifying the behavioural segmentation of customers based on geography and demographic characteristics

Common problem areas that customers face and strategies for addressing them

Techniques for dealing with difficult customers and resolving conflicts effectively

5. Analysis of The Performance Appraisal & Bonus Payments

In today’s world, it is important to have a fair and structured appraisal system that rewards the best performers. Therefore, evaluating whether the current system is fair and whether bonuses are distributed fairly among employees during good business years is essential. Therefore, this topic is relevant for HR research projects in 2023 and beyond.

Some sub-topics that could be included in this project are:

A comparative analysis of the appraisal systems of two companies, including their Key Result Areas (KRA) management strategies.

A case study on how employees of these two companies perceive the appraisal process and whether they feel it is fair or not.

The impact of appraisal on employee attrition rate in companies.

6. Career Progression & Planning and The Impact on Employees in Quick Food Chains

Employee motivation is often linked to career progression, which can lead to increased productivity. This is true in many industries, including the fast-food chain industry. So how do fast-food chain companies implement employee-centric career progression and planning?

The sub-topics for an HR research project in this area could include:

The impact of employee performance on food delivery duration and customer satisfaction

How global fast-food chains compete with local/ national chains in terms of employee career progression

Factors that contribute to employee retention and attrition in the fast-food industry

The Role of food delivery employees in the Growth of fast-food Chains

7. HR Policies and Implementation at BPO

BPO, a common business concept in India, involves one company outsourcing its business processes to another company to operate more efficiently. BPO employees work in shifts to match various timelines and business processes. What are the unique HR policies applicable in BPOs, and how do they differ from those of other companies? How are these policies implemented? These are relevant questions to explore and make for a good HR project topic.

Subtopics for this project could include:

Analysis of job satisfaction among BPO Employees

Factors Contributing to job insecurity among BPO Employees

Identifying and addressing the root causes of high attrition rates in BPOs

8. Employee Retention Strategies

The Tata Group is a major employer in India, employing hundreds of thousands of people. Known for its low attrition rate, the company has successfully implemented employee retention strategies that have motivated its workforce. What are these strategies, and how have they been implemented? This is another compelling topic for an HR research project.

9. Employee Engagement Strategies in Information Technology Companies

Employee engagement is crucial for employee satisfaction and addressing grievances in the workplace. In information technology companies, long working hours with high-quality work are common. Therefore, it is important to implement effective employee engagement strategies to maintain employee satisfaction.

The sub-topics that can be covered in an HR research project on employee engagement strategies for IT companies are:

Factors contributing to long working hours in IT companies

Identifying the reasons for attrition rate in IT companies

Examining the factors that have influenced long-tenured employees to stay in the company

10. Role of Women in Top Management Positions and Their Impact on Company Leadership

Women in leadership positions have seen a positive trend in recent years, with many women being elevated to top roles in various organisations. However, some industries still have fewer women in leadership positions. This raises questions about the impact of women’s presence on the leadership and management of these companies.

The MBA HR topics for projects assigned during the programme allow students to apply the concepts and theories they have learnt in a practical way. The above-listed ten project topics cover various areas of HR, such as employee welfare schemes, job satisfaction, performance appraisals, employer branding, and employee retention. These diverse and unique topics provide an excellent starting point for students to explore and research.

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Research Topics & Ideas: Business

50+ Management Research Topic Ideas To Fast-Track Your Project

Finding and choosing a strong research topic is the critical first step when it comes to crafting a high-quality dissertation, thesis or research project. If you’ve landed on this post, chances are you’re looking for a business/management-related research topic , but aren’t sure where to start. Here, we’ll explore a variety of  research ideas and topic thought-starters for management-related research degrees (MBAs/DBAs, etc.). These research topics span management strategy, HR, finance, operations, international business and leadership.

NB – This is just the start…

The topic ideation and evaluation process has multiple steps . In this post, we’ll kickstart the process by sharing some research topic ideas within the management domain. This is the starting point, but to develop a well-defined research topic, you’ll need to identify a clear and convincing research gap , along with a well-justified plan of action to fill that gap.

If you’re new to the oftentimes perplexing world of research, or if this is your first time undertaking a formal academic research project, be sure to check out our free dissertation mini-course. In it, we cover the process of writing a dissertation or thesis from start to end. Be sure to also sign up for our free webinar that explores how to find a high-quality research topic. 

Overview: Business Research Topics

• Business /management strategy
• Human resources (HR) and industrial psychology
• Finance and accounting
• Operations management
• International business
• Actual business dissertations & theses

Strategy-Related Research Topics

• An analysis of the impact of digital transformation on business strategy in consulting firms
• The role of innovation in transportation practices for creating a competitive advantage within the agricultural sector
• Exploring the effect of globalisation on strategic decision-making practices for multinational Fashion brands.
• An evaluation of corporate social responsibility in shaping business strategy, a case study of power utilities in Nigeria
• Analysing the relationship between corporate culture and business strategy in the new digital era, exploring the role of remote working.
• Assessing the impact of sustainability practices on business strategy and performance in the motor vehicle manufacturing industry
• An analysis of the effect of social media on strategic partnerships and alliances development in the insurance industry
• Exploring the role of data-driven decision-making in business strategy developments following supply-chain disruptions in the agricultural sector
• Developing a conceptual framework for assessing the influence of market orientation on business strategy and performance in the video game publishing industry
• A review of strategic cost management best practices in the healthcare sector of Indonesia
• Identification of key strategic considerations required for the effective implementation of Industry 4.0 to develop a circular economy
• Reviewing how Globalisation has affected business model innovation strategies in the education sector
• A comparison of merger and acquisition strategies’ effects on novel product development in the Pharmaceutical industry
• An analysis of market strategy performance during recessions, a retrospective review of the luxury goods market in the US
• Comparing the performance of digital stakeholder engagement strategies and their contribution towards meeting SDGs in the mining sector

Topics & Ideas: Human Resources (HR)

• Exploring the impact of digital employee engagement practices on organizational performance in SMEs
• The role of diversity and inclusion in the workplace
• An evaluation of remote employee training and development programs efficacy in the e-commerce sector
• Comparing the effect of flexible work arrangements on employee satisfaction and productivity across generational divides
• Assessing the relationship between gender-focused employee empowerment programs and job satisfaction in the UAE
• A review of the impact of technology and digitisation on human resource management practices in the construction industry
• An analysis of the role of human resource management in talent acquisition and retention in response to globalisation and crisis, a case study of the South African power utility
• The influence of leadership style on remote working employee motivation and performance in the education sector.
• A comparison of performance appraisal systems for managing employee performance in the luxury retail fashion industry
• An examination of the relationship between work-life balance and job satisfaction in blue-collar workplaces, A systematic review
• Exploring HR personnel’s experiences managing digital workplace bullying in multinational corporations
• Assessing the success of HR team integration following merger and acquisition on employee engagement and performance
• Exploring HR green practices and their effects on retention of millennial talent in the fintech industry
• Assessing the impact of human resources analytics in successfully navigating digital transformation within the healthcare sector
• Exploring the role of HR staff in the development and maintenance of ethical business practices in fintech SMEs
• An analysis of employee perceptions of current HRM practices in a fully remote IT workspace

Topics & Ideas: Finance & Accounting

• An analysis of the effect of employee financial literacy on decision-making in manufacturing start-ups in Ghana
• Assessing the impact of corporate green innovation on financial performance in listed companies in Estonia
• Assessing the effect of corporate governance on financial performance in the mining industry in Papua New Guinea
• An evaluation of financial risk management practices in the construction industry of Saudi Arabia
• Exploring the role of leadership financial literacy in the transition from start-up to scale-up in the retail e-commerce industry.
• A review of influential macroeconomic factors on the adoption of cryptocurrencies as legal tender
• An examination of the use of financial derivatives in risk management
• Exploring the impact of the cryptocurrency disruption on stock trading practices in the EU
• An analysis of the relationship between corporate social responsibility and financial performance in academic publishing houses
• A comparison of financial ratios performance in evaluating E-commerce startups in South Korea.
• An evaluation of the role of government policies in facilitating manufacturing companies’ successful transitioning from start-up to scale-ups in Denmark
• Assessing the financial value associated with industry 4.0 transitions in the Indian pharmaceutical industry
• Exploring the role of effective e-leadership on financial performance in the Nigerian fintech industry
• A review of digital disruptions in CRM practices and their associated financial impact on listed companies during the Covid-19 pandemic
• Exploring the importance of Sharia-based business practices on SME financial performance in multicultural countries

Ideas: Operations Management

• An assessment of the impact of blockchain technology on operations management practices in the transport industry of Estonia
• An evaluation of supply chain disruption management strategies and their impact on business performance in Lithuania
• Exploring the role of lean manufacturing in the automotive industry of Malaysia and its effects on improving operational efficiency
• A critical review of optimal operations management strategies in luxury goods manufacturing for ensuring supply chain resilience
• Exploring the role of globalization on Supply chain diversification, a pre/post analysis of the COVID-19 pandemic
• An analysis of the relationship between quality management and customer satisfaction in subscription-based business models
• Assessing the cost of sustainable sourcing practices on operations management and supply chain resilience in the Cocao industry.
• An examination of the adoption of behavioural predictive analytics in operations management practices, a case study of the
• Italian automotive industry
• Exploring the effect of operational complexity on business performance following digital transformation
• An evaluation of barriers to the implementation of agile methods in project management within governmental institutions
• Assessing how the relationship between operational processes and business strategy change as companies transition from start-ups to scale-ups
• Exploring the relationship between operational management and innovative business models, lessons from the fintech industry
• A review of best practices for operations management facilitating the transition towards a circular economy in the fast food industry
• Exploring the viability of lean manufacturing practices in Vietnam’s plastics industry
• Assessing engagement in cybersecurity considerations associated with operations management practices in industry 4.0 manufacturing

Topics & Ideas: International Business

• The impact of cultural differences in communication on international business relationships
• An evaluation of the role of government import and export policies in shaping international business practices
• The effect of global shipping conditions on international business strategies
• An analysis of the challenges of managing multinational corporations: branch management
• The influence of social media marketing on international business operations
• The role of international trade agreements on business activities in developing countries
• An examination of the impact of currency fluctuations on international business and cost competitiveness
• The relationship between international business and sustainable development: perspectives and benefits
• An evaluation of the challenges and opportunities of doing business in emerging markets such as the renewable energy industry
• An analysis of the role of internationalisation via strategic alliances in international business
• The impact of cross-cultural management on international business performance
• The effect of political instability on international business operations: A case study of Russia
• An analysis of the role of intellectual property rights in an international technology company’s business strategies
• The relationship between corporate social responsibility and international business strategy: a comparative study of different industries
• The impact of technology on international business in the fashion industry

Topics & Ideas: Leadership

• A comparative study of the impact of different leadership styles on organizational performance
• An evaluation of transformational leadership in today’s non-profit organizations
• The role of emotional intelligence in effective leadership and productivity
• An analysis of the relationship between leadership style and employee motivation
• The influence of diversity and inclusion on leadership practices in South Africa
• The impact of Artificial Intelligence technology on leadership in the digital age
• An examination of the challenges of leadership in a rapidly changing business environment: examples from the finance industry
• The relationship between leadership and corporate culture and job satisfaction
• An evaluation of the role of transformational leadership in strategic decision-making
• The use of leadership development programs in enhancing leadership effectiveness in multinational organisations
• The impact of ethical leadership on organizational trust and reputation: an empirical study
• An analysis of the relationship between various leadership styles and employee well-being in healthcare organizations
• The role of leadership in promoting good work-life balance and job satisfaction in the age of remote work
• The influence of leadership on knowledge sharing and innovation in the technology industry
• An investigation of the impact of cultural intelligence on cross-cultural leadership effectiveness in global organizations

Business/Management Dissertation & Theses

While the ideas we’ve presented above are a decent starting point for finding a business-related research topic, they are fairly generic and non-specific. So, it helps to look at actual dissertations and theses to see how this all comes together.

Below, we’ve included a selection of research projects from various management-related degree programs (e.g., MBAs, DBAs, etc.) to help refine your thinking. These are actual dissertations and theses, written as part of Master’s and PhD-level programs, so they can provide some useful insight as to what a research topic looks like in practice.

• Sustaining Microbreweries Beyond 5 Years (Yanez, 2022)
• Perceived Stakeholder and Stockholder Views: A Comparison Among Accounting Students, Non-Accounting Business Students And Non-Business Students (Shajan, 2020)
• Attitudes Toward Corporate Social Responsibility and the New Ecological Paradigm among Business Students in Southern California (Barullas, 2020)
• Entrepreneurial opportunity alertness in small business: a narrative research study exploring established small business founders’ experience with opportunity alertness in an evolving economic landscape in the Southeastern United States (Hughes, 2019)
• Work-Integrated Learning in Closing Skills Gap in Public Procurement: A Qualitative Phenomenological Study (Culver, 2021)
• Analyzing the Drivers and Barriers to Green Business Practices for Small and Medium Enterprises in Ohio (Purwandani, 2020)
• The Role of Executive Business Travel in a Virtual World (Gale, 2022)
• Outsourcing Security and International Corporate Responsibility: A Critical Analysis of Private Military Companies (PMCs) and Human Rights Violations (Hawkins, 2022)
• Lean-excellence business management for small and medium-sized manufacturing companies in Kurdistan region of Iraq (Mohammad, 2021)
• Science Data Sharing: Applying a Disruptive Technology Platform Business Model (Edwards, 2022)
• Impact of Hurricanes on Small Construction Business and Their Recovery (Sahu, 2022)

Looking at these titles, you can probably pick up that the research topics here are quite specific and narrowly-focused , compared to the generic ones presented earlier. This is an important thing to keep in mind as you develop your own research topic. That is to say, to create a top-notch research topic, you must be precise and target a specific context with specific variables of interest . In other words, you need to identify a clear, well-justified research gap.

Fast-Track Your Topic Ideation

If you’d like hands-on help to speed up your topic ideation process and ensure that you develop a rock-solid research topic, check our our Topic Kickstarter service below.

Great help. thanks

Hi, Your work is very educative, it has widened my knowledge. Thank you so much.

Thank you so much for helping me understand how to craft a research topic. I’m pursuing a PGDE. Thank you

a feasibility study for the establishment of rice processing system in (_____)

Effect of Leadership, computerized accounting systems, risk management and monitoring on the quality of financial Reports among listed banks

May you assist on a possible PhD topic on analyzing economic behaviours within environmental, climate and energy domains, from a gender perspective. I seek to further investigate if/to which extent policies in these domains can be deemed economically unfair from a gender perspective, and whether the effectiveness of the policies can be increased while striving for inequalities not being perpetuated.

healthy work environment and employee diversity, technological innovations and their role in management practices, cultural difference affecting advertising, honesty as a company policy, an analysis of the relationships between quality management and customer satisfaction in subscription based business model,business corruption cases. That I was selected from the above topics.

Research topic accounting

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25 Unique MBA HR Project Topics That Will Set You Apart

19 June, 2023

Table of Contents

Human Resources is a versatile field. It is an ever-evolving field which lies at the very foundation of all business organisations. The domain serves as a lucrative career field that provides many high-income  employment opportunities  to individuals.

An  MBA in Human Resources  is a perfect opportunity for students to get acquainted with the various day-to-day responsibilities of the HR Department. It helps in seeking invaluable real-time insights of the industry and gaining hands-on experience of the field.

Especially the MBA projects during the course familiarise a student with the various facets of the HR domain. It is a great opportunity for students to explore the nooks and crannies of the profile that they are aiming for. Therefore, it is crucial that you pick a project topic that is aligned with your career goals.

In this article, we are going to list some of the top MBA HR project topic ideas which are in line with the latest industrial practices.

MBA HR Project Topic Ideas

Being a dynamic field, Human Resources has many magnificent project topics for students to work upon. Whether it is Employee Relationship Management, Grievance Redressal, HR Policies & Implementation, Recruitment, Employer Branding, etc., there is a wide range of project topic ideas available to the students. Let us explore some of the major topics in each of these arenas one by one.

Employee Relationship Management

As an HR Executive, one of your primary responsibilities is to foster a conducive working environment for all the employees and make sure that each employee is motivated enough so as to reach the maximum productivity levels. In order to do that, you will have to maintain a healthy relationship with each employee and address all their doubts and queries. Therefore, picking a topic related to  Employee Relationship Management  will help you a lot later in your career as it will help you understand the various intricacies of the domain. Here are a few topics that you can pick from:

• A Detailed Analysis of Employee Satisfaction in the Retail Sector
• A Study on How to Improve Employee Satisfaction Level in a Company
• How Employee Evaluation Parameters Affect the Turnover Rate of an Organisation
• Why do Individuals Choose to Join, Re-Join, or Remain in a Company?
• A Study on the Effectiveness of Employee Retention Techniques

Grievance Redressal

Grievance redressal and management is one of the most crucial responsibilities of the Human Resources Department. It helps in creating a positive work environment and ensures that every employee feels valued at the organisation. However, addressing the grievances of employees is not an easy task. HR Executives employ various strategies and tactics to resolve the problems of employees in a discreet manner. Thus, having a hands-on experience in the same can prove to be resourceful in the future. Here are a few topics that you can pick for your MBA In HR project on Grievance Redressal:

• A Detailed Study on Work-Life Balance in a Corporate
• A Case Study on Performance Appraisal in the IT Sector
• A Detailed Study on Grievance Redressal Procedures
• A Report on Employee Motivation in Retail Sector
• A Study on Employee Job Satisfaction

HR Policies & Implementation

The HR Department comes up with many policies to smoothen the work process, uplift the spirits of employees and ensure that work is done in the most-efficient manner. During your tenure as an HR Executive, you will have to prepare and implement various HR policies. Therefore, it only makes sense that you pick a relevant topic for your MBA in HR project work. Mentioned below are a few ideas for you to work on:

• A Comprehensive Study on HR Policies and Their Implementation
• A Case Study on Employee Perception of Various HR Policies
• A Report on Manpower Planning for Enhanced Productivity
• A Study on Employees’ Awareness of Various HR Policies and Office Culture
• What Role HRD Practices Play in Employee Retention

Recruitment

Talent attraction, acquisition and retention fall under the day-to-day responsibilities of an HR Personnel. Every HR is responsible for making sure that their organisation gets the best talent in the field. They work day and night to make the workplace an attractive employment destination for existing as well as prospective employees. If you plan to join the Talent Acquisition Team of a company, we have listed some of the best project topics for you to work on:

• Challenges Faced by Big 4 Firms in Talent Acquisition
• Analysis of the Effectiveness of Training Provided by a Business Organisation
• A Study on Factors that Influence Joining Decisions of an Employee
• A Report on Recruitment and Selection Process in TCS
• A Study on Latest Recruitment Trends

Employer Branding

Employer Branding  plays a key role in attracting and retaining the best talents in an organisation. It not only helps in building a strong image of the company but also helps in boosting the productivity levels of employees. Therefore, it is very important that as an HR, you focus on developing a positive employer reputation for your company. Following are some of the best project ideas that you can work upon:

• A Report on Exit Interviews as an Employer Branding Tool
• Study on the Impact of Employer Branding in Employee Retention
• Employer Branding Strategies and Techniques
• Employer Branding: How Relevant It is in the Indian Job Market?
• Does Employer Branding Give a Competitive Advantage in Attracting High-Quality Employees?

The project work during the MBA is an excellent opportunity for you to get acquainted with the various nuances of the HR industry. Being an extensive field, you can pick a project in the domain of HR that most interests you. For instance, you can pick a project topic from Employee Relationship Management, Grievance Redressal, Recruitment, HR Policies & Implementation or Employer Branding.

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MBA in HR: Courses, Admission 2024, Subjects, Eligibility, Entrance Exams, Fees, Online, Distance, Salary 2024

Ahana Bhaduri

Content Writer

Master of Business Administration [MBA] (Human Resource Management) - Latest Notifications

• 13 August, 2024 : UPTAC 2024 Round 2 Choice Filling Open, Apply Now!
• 13 August, 2024 : CUSAT CAT Counselling 2024 Spot Admission from August 14, Details Here
• 09 August, 2024 : MAH MBA CET CAP 2024 Final Merit List Out, Check Here!
• 08 August, 2024 : ATMA 2024 July Session Result Out, Check Direct link here.
• 05 August, 2024 : SNAP 2024 Registration Begins, Check Direct Link Here.

An MBA in HR or Human Resource Management is a 2 year comprehensive management degree course whose coursework focuses on talent acquisition, managing the employed workforce and providing direction and guidance to the workforce. The basic eligibility criteria  include candidates having cleared their graduation across any relevant discipline with an average aggregate score of 50% and above or equivalent CGPA from a recognised university to pursue MBA in HR.

Usually admissions across some of the Top MBA in HR Colleges are similar to any regular MBA Course which is done on the basis of  MBA Entrance Exams like CAT, XAT, SNAP and MAT . However admissions to distance MBA in HR or Executive MBA in HR is done on the basis of merit and relevant years of experience.

After completing a full time degree in MBA in HR, you can choose to make your career as an HR Manager with an Average Salary  ranging from INR 6.80 LPA – 12 LPA . However, with gradual experience you can expect the salary to eventually rise and go upto as much as INR 15 LPA – 21 LPA . 

Important Links: 

MBA in HR: Course Details

• About MBA in HR

Types of MBA in HR

Mba in hr admission process.

4.1   Eligibility

4.2   Admission 2023-24

4.3   MBA in HR Entrance Exams

4.4   Application Deadlines 2023-24

• Distance MBA in HR

5.1   Distance Admission 2024

5.2   IGNOU MBA in HR

• MBA in HR Curriculum

6.1   MBA in HR Subjects

• MBA in HR in India
• MBA in HR in Abroad
• MBA in HR Jobs & Placements

9.1   Scope for MBA in HR Fresher

9.2   Skills Required

9.3   Salary

• Courses After MBA in HR

MBA in HR: FAQs

What is MBA in HR?

MBA in HR is a 2-year post graduate degree course that can be pursued by individuals with a bachelor’s degree across any relevant and related stream. MBA in HR is perfect for individuals with good communication skills and an ability to envision a larger picture for an organization. At present, skilled HR Professionals are required across all public and private sector organizations.

Why Study MBA in HR?

Some of the major points highlighting the importance of pursuing an MBA in HR are listed below for your reference.

• Instead of going for any masters degree, an MBA degree   helps candidates get better career opportunities along with lucrative salary packages
• Human Resource Management is a very stable industry since almost all large firms need to hire HR Managers in order to look after their employees. See:   Why MBA?
• MBA in HR provides an opportunity to raise one’s salary structure. People get a hike of around 50% after completing MBA in Human Resource Management. Check:    MBA specializations
• Leadership roles are common after an individual completes an MBA in HR. Candidates get to control and manage the workforce according to the needs of the organisation . See: MBA in HR Syllabus
• There are various scopes after MBA in HR since students have the option of doing various c ertificate courses after MBA in HR such as Certified Talent Management Practitioner Program and SAP HR Certification.   Check: MBA scope

Who Should Study?

Despite the fact that MBA in HR can be pursued by one and all, listed below are some of the points for who all can pursue the course.

• MBA in HR promises a high Salary for individuals who have the required  Skills  
• Students who are passionate and ethical to their work and want to keep the employee morale high can pursu this course.
• Almost any student or working professional can do an MBA in HR in part-time and MBA Online mode. This makes it a viable option for students or professionals with money and time constraint issues .  Check: MBA Distance
• Professionals with relevant and substantial work experience have the opportunity to move up the ladder since MBA in HR Colleges do not discriminate on the basis of age. Check: MBA with or without Experience

When to Study MBA in HR?

MBA in Human Resource Management is like an investment and like all investments the timing needs to be good in order to enjoy the returns. The perfect time of doing an MBA depends on the individual. 

• Pursuing an MBA in HR just after graduation with no work experience may lead to less returns. To yield substantial result students must have 3-4 years of work experience to get proper returns on doing MBA in HR.
• MBA in HR is pretty expensive due to its high demand. Students must be prepared to invest that kind of money before jumping in. Lack of money during the end year may lead to semester loss.

Thus it all depends on the reason. If the student has a good reason for doing an MBA degree then all the time is a good time for doing an MBA degree. Students must evaluate what MBA will add in the life of the student. MBA is something which helps in our personality development by bringing new perspectives to our mind. 

MBA in HR is available in different types and modes. Each mode of providing MBA in HR is specialized towards a specific section of students. 

Full Time (2 Year MBA in HR)

A full time MBA in HR is a 2 years professional degree course that provides knowledge to students regarding how to manage human resources with proper efficiency. A full time MBA in HR fees range from INR 4,00,000 - 25,00,000 depending on the college.

• MBA in HR Admissions takes place based on MBA Entrance Exams conducted either at National or State level. Some of the top MBA entrance exams are  CAT, CMAT XAT,GMAT, MAT, SNAP, IBSAT
• MBA Entrance Exams are conducted both on an All India Basis and on State Level. Most State Level MBA Exams cater to the local MBA in HR Colleges that are present in the state. These MBA in HR colleges also take in other all india MBA entrance Exams. Check Out: MBA in HR in TISS

Executive MBA in HR

An Executive MBA in HR is an advanced post graduate diploma course that can be pursued by working professionals who are looking to improve/further their skills in the domain of human resource management.

This is a specialization offered under the Executive MBA. Most colleges in India offer a PGP for executives but the only difference is that an MBA requires the institute to be affiliated to a university. See: Executive MBA in HR Jobs

Human resources is a function of management which balances the expectations of employers and employees to ensure that business targets are met while satisfying employees simultaneously. See: Executive MBA in HR Syllabus

One Year MBA in HR

Working professionals who do not wish to leave their jobs to pursue MBA can go for One Year MBA courses. There are multiple top MBA in HR colleges in India offering one-year MBA in HR courses, the top ones being IIM Ahmedabad’s MBA-PGPX.

• GMAT scores or GRE scores of 650 or above are required for One Year MBA Admission along with   a substantial work experience of a minimum of 5 years or above.
• 2-years work experience is required across some of the top MBA in HR Colleges, like ISB Hyderabad and Great Lakes  
• 1-year MBA is a very popular course abroad, offering an accelerated one year MBA from the month of June, in subjects like Strategy, Management and Resource management.  Kellogg School of Management is one such colleges that offers a 1-year MBA program.
• The one year MBA in HR fees are generally much higher, but there are some colleges like SOIL Institute of Management that provide MBA in HR in one year MBA mode. 
• The average fee is INR 12,86,000 for one year MBA in HR . 

MBA in HR Online

• Online MBA in HR courses are offered by many UGC-approved MBA in HR colleges like Assam Don Bosco University, Amity Noida , Jaipur National University and  NIBM Pune .
• Top  MBA in HR  Colleges in India have started online MBA in HR courses, including the IIMs and other private B schools.
• Online MBA in HR Courses do not require you to attend class-room lectures, and offer a course curriculum according to your time schedules.
• MBA Eligibility criteria for Online MBA is graduation in any stream with a minimum of 50% marks, i.e., the same requirements as a regular MBA course.

MBA in HR Admission Process is similar to other MBA Admissions. MBA in Hr Admission takes place through Top MBA Entrance Exams such as CAT, MAT and XAT. Students with 50% in graduation are eligible for MBA in HR Admissions.

MBA in HR Eligibility

Some of the basic eligibility criteria that must be fulfiled inorder to pursue a degree in MBA in HR are listed below.

• The student must have a bachelor’s degree in any discipline, with aggregate marks of 50% or an equivalent CGPA score from any recognized University / College
• A relaxation of 5% is granted to students who are from the SC/ ST/ PWD background. Check:   MBA eligibility
• Final year candidates are also eligible to apply for the course, however, their admission will be subject to changes depending on their final results.

MBA in HR Admission 2024

MBA in HR Admission is done on the basis of either various entrance exams such as CAT, MAT, SNAP and CMAT . After qualifying the entrance exams, the student has to go through a Group Discussion and Personal Interview Round which is conducted to further screen the students.

• Apply for an Entrance Exam: The student must select MBA in HR colleges and check for the entrance exams required. It is advised to give CAT since CAT score has national acceptance.
• Appear for the Entrance Exam: The student must prepare and sit for the MBA entrance exam . The Entrance Exams are MCQ based. 
• Shortlisting Process: MBA in HR Colleges shortlist students on the basis of scores obtained in the entrance exams. The students must qualify for the cut off list to be eligible for the next round included in the admission process.
• Final Admission Round: MBA in HR Colleges conduct these rounds to further test a candidate’s ability and skills through Group Discussion (GD) , Written Ability Test (WAT) and Personal Interview (PI) . 

MBA in HR Entrance Exams

MBA in HR Entrance Exams include CAT, MAT, XAT, CMAT etc. 

Common Admission Test (CAT) is an entrance exam to take admission into 2 year MBA programs at 20 IIMs in India. CAT is scheduled in November and the registration process will begin in July. The eligibility for taking the CAT exam is 50% marks in graduation, for reserved categories the qualifying marks are relaxed up to 5%. All MBA in HR colleges in India accept CAT marks for MBA Admissions

MAT is a national level entrance examination carried out by AIMA. Management Aptitude Test is conducted in four sessions a year - February, May/June, September and December.

MBA Top Entrance Exams include CAT and MAT. These two MBA entrance exams are accepted by almost all MBA in HR Colleges in India. The exam pattern for CAT and MAT differs slightly. IIMs accept only CAT Scores.

Application Deadlines 2024

Check MBA Admission 2024 State Wise:

MBA in HR Distance education is a 2 years PG correspondence degree course in Human Resource Management. MBA in HR is provided by many colleges such IGNOU or SCDL. MBA in distance mode enables students to continue with their job while studying for MBA in HR. 

MBA in HR Distance Admission 2024

• Admission process for MBA in Human Resource Management in distance mode takes place based on a student’s marks in popular MBA entrance exams like CAT, MAT , XAT, and ATMA , most of the institutions conduct their own entrance tests, as a part of their MBA in HR distance learning admission 2024 procedure. Check: MBA Top Correspondence Colleges in India 2024
• IGNOU MBA in HR students are admitted on the basis of marks scored in OPENMAT. Similarly, students seeking admission into SCDL (Symbiosis Centre for Distance Learning), can prepare for SCDL-PGDBA .
• There are some common eligibility points to be fulfilled by the students aspiring to study MBA Distance Education. However, every institute has their own criteria for Distance MBA in HR Admissions 2024 .
• Some of the common points under Distance MBA Eligibility are: Qualifying Bachelor’s in any discipline, Securing aggregate 50% marks in 10+2 and graduation, Qualifying marks in entrance exams and work experience.
• Work Experience is not mandatory but it is helpful for the student to grasp the subject better. 

MBA in HR from IGNOU

Graduates with any recognized Bachelor's Degree of minimum 3 years duration in any field with at least 55 percent marks of Graduation level are eligible to apply for MBA in HR in IGNOU . Graduates in Commerce / Arts/ Science / Economics/ Statistics/ Engineering & Technology are preferred.

MBA in HR Syllabus

Human Resources degrees are often divided in semesters or terms. Some institutes have bi -semester or term system while others have a trimester system. Like all other MBA courses, the first year of the course focuses on developing fundamental skills related to Business Administration and comprises core MBA in HR courses.

See: MBA in HR Syllabus

MBA in HR Subjects

MBA in HR Colleges in India

India is home to more than 4,357 MBA colleges, out of which 1,645 colleges admit students for HR specialization. There are numerious government as well as private owned MBA in HR colleges who offer full time a swell as part time degrees in MBA in HR to students enrolling for the course. 

Tabulated below are some fo the top MBA in HR colleges across various metro cities in India. 

TISS MBA in HR

Management programs at TISS related to Human Resource Management mainly consist of two programs: MA Human Resource Management and Labour Relations and Executive PG Diploma in Human Resources Management . 

Note : TISS-NET has been discontinued for the MBA 2024 Admission session. 

Top Colleges for MBA in HR in the World

MBA in HR in Abroad is a good opportunity for students who want to complete their MBA in Abroad. The eligibility for MBA is a bachelor's degree with at least 50% marks in business or related field from a recognized university and a work experience of 3 to 5 years is required. 

However, Universities like Anglia Ruskin University , Coventry University, University of West London, etc. consider MBA Admission abroad without work experience also.

• MBA Abroad cost is higher compared to an MBA course in India. Fees for MBA in Human Resource Management in abroad can go up to INR 80 lakh and even a few crores in some cases. This is equivalent to a cost of USD 100,000 to USD 200,000.
• As the MBA in HR Fees for pursuing MBA from top foreign universities are high, there are plenty of MBA scholarships available for assistance.
• One needs to essentially crack GMAT , along with required language proficiency tests like TOEFL and IELTS to secure admissions in MBA in HR courses at top MBA in HR colleges from Abroad.

MBA in HR Jobs

There has been a growth in demand for skilled HR professionals in both public and private sectors. HR Professionals form the backbone of an organization, as they are responsible for maintaining a cordial relationship between an organization and its employees. Currently all big and small organizations hire HR personals as they are crucial to the formation of a company’s culture.

Scope for MBA in HR Freshers

Life of MBA in HR Freshers is a bit tough just like any other profession. Things become better with experience. It is most likely that after completing MBA in HR freshers will get a job in a consultancy firm and their only job will be to take requirements from clients, search job portals, find candidates & placing them. Then you guys may have to compete with each other for billing. Apart from this being very monotonous the MBA in HR Salary for freshers is not that great. But it is also true that things get better with experience.

The chances of getting a proper HR job with many other aspects of HR gets higher with time. Freshers must have patience and wait for their opportunity to work in a big firm and handle all aspects of HR.

MBA in HR Skills Required

MBA in HR Salary

Courses after MBA in HR

Students after completing MBA in HR Courses have other options to take their career forward. Some of the courses after MBA in HR include the following:

• Certified Talent Management Practitioner Program
• SAP HR Certification
• SHRM Certified Professional
• SHRM Senior Certified Professional
• Society for Human Resource Management Certification

Ques: Is MBA in HR a good option?

Ans : MBA in HR is one of the most in-demand Specializations of HR. It has a solid market since all companies require Hr for proper functioning of their firm. 

Ques: What is the salary of MBA in HR?

Ans : The salary of MBA in HR starts from INR 2,50,000 but with experience it tends to rise. The salary may reach INR 8,00,000 to INR 10,00,000 after 5-6 years. 

Ques: Is MBA in HR easy?

Ans : All MBA specializations are easy if you like what you are doing. Students pursuing the course must have interest in the work and subjects he/she is studying. 

Ques: What are MBA in HR subjects?

Ans : 

Ques: Which MBA has highest salary?

Ans : MBA Finance provides the highest salary which starts from INR 5,00,000 to INR 7,00,000 at the beginning. MBA in HR provides a starting salary that ranges from INR 2,50,000 to INR 5,00,000.

Ques: Is maths required for MBA in HR?

Ans : Maths is required for all MBA Specializations. Apart from the requirement of maths in MBA entrance exams, there is maths in the MBA syllabus a well. 

Ques: How do I become a HR?

Ans: After studying MBA in HR companies will hire you during placements. With experience both salary and responsibilities will increase. After certain years, there's a chance to become HR manager. 

Ques: Can I get an MBA if I am bad at math?

Ans: Students must know basic math. There are various subjects in MBA in HR that require maths. Students must be able to understand what the teacher is talking about.

Ques: Can I do HR after BCOM?

Ans: All graduate students from any background can do MBA if they have 50% in their graduation. Since BCom is a UG courses all students can do MBA if they have 50% in their graduation. 

Ques: What are the requirements of MBA?

Ans: The student must have a Bachelor’s degree in any discipline, with an aggregate marks of 50% or an equivalent CGPA score from any recognized University / College. A relaxation of 5% is granted to students who are from the SC/ ST/ PWD background. Final year candidates are also eligible for applying for the course, however their admission will be subject to changes depending on their final results.

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783 Reviews found

Think before opting for MBA

Campus life.

Sinhgad Carnival festival held in November- December is basically for different types of dancing and drama and singing. Then there is Sinhgad spring festival in February which have different days like traditional day, sports day, black and white day, bollywood day,etc

Loan/ Scholarship Provisions

150000 per year Tution fees -70000 Caution fees- 10000 Registration fees- 15000 Admission fees- 10000 Development fees- 20000 Lab fees- 15000 This is for normal admission For category admission Vary from 10000 to 50000 depend on the caste category

THAT WAS GREAT ENVIRONMENT IN STUDIES AT THE TIME OF 2012 TO 2015

Course curriculum overview.

making the decision when you go to the higher class its very important to say that what specialisation is to be choosen and to complete the course in honrably. As i have choosen the MBA in HR eairler it was very difficult subject i have faced but i have work heard and form cooperation with the faculty i have do it well and i have realy enjoy the world of management The frequency and timing of the exams are very accordance with the curriculum / syllbus point of view . and there are 4 types of difficulty levels .

The faculty and student are very friendly in nature , i would like to say its not an hard core studies its very simple and making enjoing and studing . as per my experience enjoing in the sudies are most effective then the punisheble education. As per teaching experience there are most industrial experience faculties i experience My faculty are more interative in nature and most friendly environment study.

For Job working candidates it is good you can do both work or study at same time

Faculty to student ratio is high ad they usually not clear the doubts related to any subject or any queries.The approach of teachers is quite good even the faculties are well experienced the way of teaching is also good BT I must say they need to be more focus on their updates related to any campus placement and extra skills enhancement programs conducted by amity

Tution fees is negotiable it is upto you other than this their is no scholarship providing for any students of any category. I have completed my 1st semester in previous month so till now I don't sit in any campus placement offers by university

Good college

The faculty was great and supportive. Interactive sessions Good library Good teaching Course was interesting and specialisation helped to gain in depth knowledge of the subject. Overall good experience with the college.

Fees was regular, the cost was around 5-6 lakhs overall. College did not provide scholarship. Nothing as such was given to the students such as stipends, etc but overall the fees was okay for the students and everyone.

I specific aspects of the curriculum that I influenced my decision to choose that course .I do mba and through this I get the aim for my future. Because it is my track to achieve that course is very good because that is very helpful and through this you can go in any company for job the frequeyand timing of exams along with when the every students perspective in their difficulties level but they can each to attend the exam on time .

Tution fee is good but those who consider the fee structure they think that it is affordable for every students and that campus is also gave scholarship to the student those who have not pay the fee .the complete cost of fee structure is 1lakh and other compulsory charges for students. The financial aisa which are available for the students. Campus employment I have the knowledge and skills from that campus through professor.

RCM Bangalore Placement Cell

Fees is six lakhs fifty thousands rupees in whole two year course.You can avail State Bank Of India Education Scholar loan if you have a great academic score.Interest rate is also so low only 8.33% for Male and 8 for women

Campus is little samll so you can feel like a home and friendly environment.Most of the proffesor from Dean to Lower clarck most of them are bengali, so you cant able feel that you are in Bangalore,2000 km far from kolkata

My valuable experience

The course curriculum is very good in this college, and through this, I have developed my choosing skills for my career. The academics of this college are very good, you find many options to improve your skills through professionals. There is a need for improvement in teaching methods because in modern times the faculties follow the old teaching method from the books. If you want to score well in exams then you have to understand books.

Many students take admission based on scholarships but in starting you will get a scholarship timely but later on you will struggle for this. The course fee is not very expensive, even the lower middle class can also afford it. There is also a chance for campus recruitment many companies participate in them like IBM, Wipro, BPO, Banks, etc.

Cgc jhanjeri

Fee structure is simple. They take fees after every six month, say semester wise. Courses are affordable enough and they provide scholarship opportunity to the merit students. Financial assistance is give. To the students who are facing financial crisis.

Placement Experience

They give great placement opportunities during the course itself. Many renowned companies visit the campus and conduct the placement drive. The college work hard to provide placement to all the unplaced students even after the completion of the course.

The Spectacular Uttaranchal University

The fees structure is moderate according to me. This is not that expensive and also not very cheap. The placement opportunities are also good. Many big companies visit our campus and hire students. Recently wipro, TCS and Accenture visited our campus for placement. I have got Wipro internship opportunity

The faculties are well educated and knowledgeable. They know the right teaching techniques, so that every topic is easy to understand.It has a good impact on the learning experience. The faculties are always available for us physically as well as on phones. In every month we have a mentor meeting also

My personal experience for manipal university Jaipur

Manipal University Jaipur is one of the top university in India , and the infrastructure of the university is very well, well designed , a big library with lots of books , reading rooms , sports ground and sports equipments. Not only for studies in other hand students takes parts on extracurricular activities.

The MBA course by Manipal University Jaipur is very suitable for me because it's very flexible People who are engaged with their job and other studies can pursue their master's degree online from MUJ. Online classes and recorded classes are superb concept.

College Life

There were different wings specially sports club was enough good to be with and every year culutal programme was held for 2 days after 2 days of International Seminar. College campus is huge, spacious and greenery and library is awesome which is the highlight of the the university.

Course was designed as per the requirement of the degree but lack of faculty it was never accomplished and we have to study on our own moslty the faculties werejuinor associates in the university. Comprehensiveness was of okay types .

The full overview of the college to experience the college.

The faculty of the college is good and helpful, they perform intership program and also a job fair for the students, they conduct the college program and cultural fest for the entertainment purpose and they help in to the students to achieve the goals.

In extra ceruculam activities they college perform the cultural fest and the festival program they conduct the seminar and visit into the mall and industrial places for the better engagement with the practical.

MIT-WPU best place to start your career.

I have recently completed my masters from MIT in Human Resources. Well the study cirriculum made by the University is well suitable for the future corporate world. Course content is taught practically related to market. Course provides depth insights to know the relevance of subject. Exam levels are particularly set so that every student to get benefit out of it. Improvements done can be arrange interviews prep lectures.

MIT staff is well trained and highly educated, almost faculties is done with their doctorate's PHD. Staff is supportive, staff make sure that every student can get guidance with their personal experience. Staff are always ready to help students at theor end. Teaching methods at MIT is well worth and understandable.

About my college

My course is master of business administration it is a professional course this course have many job opportunities in many companies the different roles are there in this course finance human resources and marketing every specialisation have good job opportunities in many companies

Faculty members some are completed phd and some are completed pg they were teaches friendly and the students are very interactive with teachers And the faculty motivating the students to get job they told about good companies and they will give guidance to the students to get job

My pleasure to review my college

Yaa , to be honest faculties are really good. They are such a nice teacher. We have good bonding between each other. Faculty are very much mixing with students.but our HOD was very strict. He doesn't support ill mannered students.he always scold to students.

I was a average student in my college. Not in my college I was average student in my whole carrier.i like to play cricket. I was captain of my college team. I got awarded as best keeper. So I do like very much playing.

Galgotias university Review

They not cooperative they used to do difference between students. And some faculties don't want to understand the genuine problems of students, they arw so harsh in nature. But some faculty are good they understand but the fact is that good one’s are fewer in numbers

I have taken admission in 2022 n at that time fee was 149000 per year. I don't know about recent fee structure and talking about scholarship so i have filled the form in my 2nd year and i received 54000 rupees as scholarship

Good collage for betech

Here fee is not much high btech fee is per year is 96000 and mba is 75000 which is negotiable and bus fee is also there arround 20000 per year according to distance and hostel fee for boys is 85000 3 seater 2 seater is 96000 My total fee for mba 2 years is arround 3 lakh including hostel fee which is good Here collage do not provide any scholarship but you can apply for state scholarship

Here many events organise by the collage like annual function Sridharanjli apl arya cup ect Library is very good all books Available here so we can easily get the books On class rooms 8 fans and and good sitting arrangement provided and computer class and smart rooms are also there Here in sports the focus is not much they focus only on studies No they do not run any type of things

My life changing journey of MBA

Internships opportunities.

All the good companies are coming for internship and majority of companies provinding stipend to the students. minimum 45 days to 60 days internship is provinding by the institute. As Institute is provinding good internship so many students will get final placement offer from internship itself.

Very practical curriculum which includes all practical subjects like, Reasoning, maths, english. Practical portion is also included in syllabus like, presentation, assignments, industrial visit etc. each semester include one project as a subject.

My journey as a KIETian

I got below mentioned internship: 1: Getmyuni ( Content Intern with 12k per month stipend) 2: BECexpress ( social media marketing intern, stipend based on performance approximately 7-10k per month) 3- Flipkart ( marketing research intern, 10k per month stipend) 4: Ludifu ( marketing specialist intern, 8k per month stipend) 5: Finfish LTD ( sales and marketing intern) I got 4 job offers as mentioned below: 1: Tata Consultancy Services ( HR Executive, 7 LPA as CTC) 2. SBI Life Insurance ( relationship manager, 5 LPA) 3. Byjus ( Business Development Executive, 10 LPA) 4. Flipkart ( PPO of 8 LPA)

That experience was full of fun, knowledgable. There were approximately 30-40 clubs for students and all the students were allowed to take a part. Regular events, engaging activities, PPTs and other stuff. College infrastructure is so so good, it was again one of the main reasons to get the admission there. And most of the university rank holders are always from KIET every year

Fair review of college

Campus Life is good everyone enjoys in the campus total involvement in the several clubs which in campus participation were going on everyday students joins the clubs and show their talents and clubs are there for every activity

Faculty members are good and supportive but some are not they only know about themselves and don't bother their students but some are very supportive and mostly faculty have done PhD so they are highly experienced faculty

Master of Business Administration [MBA] (Human Resource Management) : 63 answered questions

Ques. how is mba (hr) from ubs chandigarh in terms of placements and overall experience.

● Top Answer By Akriti Banerjee on 05 Sept 23

Ques. How good is HRM of XIMB and what are the profiles usually offered to the students?

● Top Answer By Priyanka Singhal on 14 Apr 22

Ques. How is MBA-HR at XIMB? I am a fresher should I take it or try once more?

● Top Answer By Arindam Chakraborty on 22 Apr 21

Ques. What is it like to be a passout from XLRI, Jamshedpur with a degree in HR? Also, is HRM better than BM in XLRI?

● Top Answer By Indrani Chatterjee on 17 Apr 23

Ques. Is IMI delhi good for pursuing MBA in HR?

● Top Answer By Rohan Raj on 03 Mar 23

Ques. How good is an MBA in HR in Tapmi, the salary package and everything?

● Top Answer By Daksh Prajapati on 20 Apr 23

Ques. Which course is better HRM or BM from XIMB?

● Top Answer By Ansuman Panda on 13 Mar 23

Ques. What should be preference order of IMT Ghaziabad courses- PGDM, PGDM marketing, PGDM finance, PGDM DCP, PGDM banking, insurance and financial services?

● Top Answer By Dhruv Chatterjee on 25 Jan 23

Ques. Which course in TAPMI is better, the core PGDM, the HRM, or BKFS?

● Top Answer By Divya Kaur on 02 May 23

Ques. What is usually the cutoff for PGDHRM at IIM Ranchi ?

● Top Answer By Tina Dutt on 25 Jan 23

Master of Business Administration [MBA]

Master of business administration [mba] (finance), master of business administration [mba] (marketing), master of business administration [mba] (information technology), master of business administration [mba] (international business), master of arts [ma] (english), master of business administration [mba] (entrepreneurship), post graduate diploma in management [pgdm], master of technology [m.tech] (computer science and engineering), ph.d. (computer science), master of computer applications [mca], master of design [m.des], master of business administration [mba] (digital marketing), master of business administration [mba] (human resource management) colleges in india.

Symbiosis Institute of Business Management - [SIBM]

School of Business Management, NMIMS University - [SBM NMIMS]

IIM Amritsar - Indian Institute of Management

TAPMI Manipal

University Business School, Panjab University - [UBS]

Institute of Management, Nirma university

Amity University

Banaras Hindu University - [BHU]

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Home » Job Tips » Career Advice » Jobs After MBA In HR

Top 12 Jobs After MBA in HR: A Detailed Guide

An MBA in human resources opens the door to various career opportunities. From talent acquisition and employee relations to strategic planning and organizational development, HR professionals with an MBA are equipped to lead and innovate across industries. Furthermore, they possess advanced skills in data analysis, conflict resolution, and leadership, making them invaluable assets in driving organizational success. This blog will explore the diverse job roles available after completing an MBA in HR, highlighting the skills and qualifications needed to excel in each position.

Table of Contents

Jobs After MBA in Human Resource Management

Learning how to get a job in HR and the roles and responsibilities of an HR after an MBA requires you to gain relevant knowledge about the top career options. Here is a list of high-paying jobs that you can apply for:

1. Vice President (VP) of Human Resources

The vice president (VP) of human resources (HR) is typically a senior executive responsible for overseeing all aspects of an organization’s human resources functions. This includes recruitment, employee relations, compensation and benefits, performance management, and compliance with labor laws. The VP of HR plays a key role in shaping the company’s HR strategy and ensuring that it aligns with overall business goals. 

i. Key Responsibilities

The responsibilities of a VP of human resources are as follows:

• Leading organizational development initiatives to drive cultural transformation and improve employee engagement.
• Collaborating with the executive leadership team to create a diverse and inclusive workplace.
• Supervising all HR operations and managing teams to ensure employee productivity and efficient onboarding of new employees.
• Overseeing talent management, including succession planning and leadership development programs.
• Ensuring the implementation of effective employee benefits and wellness programs.
• Managing the HR budget and optimizing HR investments to maximize ROI.

ii. Skills Required

Here are the skills required to pursue a VP of human resources job:

• Strategic vision and the ability to forecast HR trends and their impact on business.
• Ability to lead and manage HR teams and influence organizational culture.
• Skills in developing and implementing HR strategies that align with the company’s goals and objectives.
• Strong business communication skills to effectively interact with employees, executives, and external partners.
• Experience in bringing organizational change and guiding the company through transitions.
• Understanding of budgeting, compensation, and benefits planning.
• Proficiency in using HR metrics and analytics to guide decision-making and measure HR effectiveness.
• Understanding and managing a diverse workforce and promoting inclusivity.
• Ability to stay current with HR trends and adapt strategies as needed.

iii. Average Salary Range: ₹30 LPA – ₹90 LPA

2. HR Director

As a senior-level professional, the HR director plays an important role in overseeing the daily operations of the HR department, ensuring the effective execution of all HR processes. HR directors monitor the recruitment process and manage employee relations. They also review the performance of management and compliance with labor laws. HR directors work on strategies with executive management to align HR policies with various business objectives. Their ability to lead and supervise the HR team, along with their influence on businesses, make this a good career after an MBA in HR. i. Key Responsibilities

The responsibilities of an HR director are as follows:

• Preparing and implementing HR policies and procedures to ensure compliance and efficiency.
• Coordinating with department heads to identify and address staffing needs and gaps.
• Monitoring and improving employee performance management systems.
• Conducting regular HR audits to ensure adherence to policies and regulations.
• Leading diversity and inclusion initiatives to foster an equitable workplace.
• Managing employee recognition and reward programs to boost morale and retention.

Here are the skills required to pursue HR director jobs:

• Proficiency in developing HR policies for overseeing HR initiatives.
• Advanced knowledge of HR principles and problem-solving skills to address complex HR issues.
• Expertise in developing and implementing HR strategies aligned with organizational goals.
• Skills in overseeing complex recruitment processes, leadership development, and succession planning.
• Experience in creating and managing comprehensive compensation structures and benefits programs.
• Ability to drive organizational change, improve structure, and enhance performance.
• Ability to set a clear HR vision and lead the HR function to support the organization’s strategic objectives.

iii. Average Salary Range: ₹18 LPA – ₹34 LPA

3. Human Resource Payroll Manager

A human resource payroll manager ensures that all employees are paid accurately and on time. They manage payroll systems, address payroll concerns of employees, and ensure compliance with various government regulations. Given the critical nature of ensuring accurate and timely compensation, experienced payroll managers are highly paid in various industries. 

You can get access to many HR payroll-related job opportunities after an MBA in HR. Payroll managers also handle tax-related issues, and benefits administration, and often play a significant role in financial planning and analysis within the HR department.

The responsibilities of a human resource payroll manager are as follows:

• Overseeing the processing of payroll for all employees, ensuring accuracy.
• Managing payroll-related compliance with federal, state, and local regulations.
• Implementing and maintaining payroll systems and software.
• Conducting payroll audits to identify and correct discrepancies.
• Coordinating with finance and accounting teams to reconcile payroll accounts.
• Developing payroll reports and metrics for senior management.

Here are the skills required to pursue human resource payroll manager jobs:

• Advanced mathematical and analytical skills for accurate payroll processing. To build these skills, you can opt for a Tally course .
• Proficiency in payroll software and systems like Keka and BambooHR to ensure efficient operations.
• Ability to interpret and apply complex payroll regulations.
• Strong organizational skills to manage multiple tasks and deadlines effectively.

iii. Average Salary Range: ₹8 LPA – ₹25 LPA

4. Human Resources Manager

Human resources managers understand the importance of HRM (human resource management) and oversee various functions, including recruitment, training, performance management, and employee relations. They ensure compliance with labor laws and create a positive work environment that fosters employee satisfaction and productivity. 

These professionals make significant contributions in shaping company culture and implementing HR policies, making their contributions highly valued and well-rewarded. Learning how to write an effective HR manager cover letter can improve your chances of landing an HR manager job. 

Note: You can consider pursuing a human resource management placement guarantee course to get an assured job offer at some of the top companies in India. 

The responsibilities of a human resource manager are as follows:

• Implementing HR strategies that align with business objectives.
• Managing employee onboarding and orientation programs.
• Developing and maintaining job descriptions and classifications.
• Coordinating employee health and safety programs.
• Handling employee exit processes, including exit interviews and offboarding.
• Monitoring and addressing workplace climate and employee morale.

Here are the skills required to pursue human resource manager jobs:

• Excellent mediation and facilitation skills to resolve workplace conflicts.
• Ability to design and implement effective training programs.
• Strong analytical skills for interpreting HR metrics and data.
• Proficiency in developing and maintaining comprehensive HR documentation.

iii. Average Salary Range: ₹8 LPA – ₹23 LPA

5. International Human Resource Professional

International human resource professionals are HR experts who specialize in managing human resources functions across multiple countries and cultures. They work to ensure that an organization’s HR practices are effective and compliant with local laws and regulations in different regions.  

They navigate the complexities of different cultural and legal environments, making this role both challenging and rewarding. Their expertise in managing global HR operations and ensuring smooth international assignments get them to have high-paying jobs after an MBA in HR.

The responsibilities of an international human resource professional are as follows:

• Managing assignments for global outreach, including relocation and support services.
• Coordinating with local HR teams in different countries to ensure efficiency.
• Developing global HR policies that accommodate various cultural contexts.
• Ensuring compliance with international labor laws and regulations.
• Facilitating cross-border employee communication and collaboration.
• Overseeing international compensation and benefits programs.

Here are the skills required to pursue international human resource professional jobs:

• Proficiency in global talent management software like TalentQuest or Lumesse.
• In-depth knowledge of international labor laws to ensure compliance.
• Ability to work with cross-cultural training tools like Aperian to train and manage diverse and remote teams effectively.
• Proficiency in global payroll management tools like ADP and multiple languages to enhance global communication.

iii. Average Salary Range: ₹6 LPA – ₹19 LPA

6. Director of Employee Training and Development

The director of employee training and development is responsible for creating and implementing training programs that enhance employees’ skills and knowledge. The job involves assessing training needs, designing development programs, and measuring the effectiveness of training initiatives. By ensuring that the workforce is equipped with the necessary skills to meet the company’s goals, they play a critical role in organizational success. 

The responsibilities of a director of employee training and development are as follows:

• Assessing organizational training needs and working on comprehensive training programs.
• Implementing e-learning initiatives and other innovative training solutions.
• Monitoring and evaluating the effectiveness of training programs.
• Facilitating leadership development and coaching programs.
• Collaborating with external training providers and consultants.
• Managing budgets for training and development programs.

Here are the skills required to pursue director of employee training and development jobs:

• Expertise in instructional design and learning principles to create effective training programs.
• Strong facilitation and presentation skills for delivering training sessions.
• Familiarity with learning management systems (LMS) like Workday or Udemy. 
• Proficiency in project management tools like Asana, Trello, or Microsoft Project. 

iii. Average Salary Range: ₹10 LPA – ₹24 LPA

7. Human Resource Analyst

HR analysts collect and analyze data related to employee performance, compensation, benefits, and other HR metrics. They use this data to make informed decisions that improve HR practices and policies. HR analysts help organizations make data-driven decisions to enhance employee satisfaction and organizational performance. Their ability to provide valuable insights and drive improvements makes this a well-paying career path. i. Key Responsibilities

The responsibilities of a human resource analyst are as follows:

• Managing and driving insights from HR data to identify trends and insights.
• Conducting surveys and research to gather employee feedback.
• Preparing reports and presentations for senior management.
• Assisting in the development of HR policies based on data insights.
• Analyzing compensation and benefits data to inform decision-making.

Here are the skills required to pursue human resource analytics jobs :

• Proficiency in data analysis tools and software such as Excel and SPSS.
• Understanding of SQL and statistical concepts like regression, correlation, and hypothesis testing.
• Skills to present complex HR data insights through visualization tools like Tableau and Power BI.
• Excellent attention to detail and accuracy in data analysis.

iii. Average Salary Range: ₹5 LPA – ₹12 LPA

8. Human Resource Performance Manager

Human resource performance managerial roles are one of the best careers after an MBA in HR. They offer a strategic position within an organization, allowing individuals to influence key decisions and drive significant improvements in employee performance and organizational effectiveness. 

These roles involve overseeing various HR functions, including talent management, performance evaluation, and employee development, which are critical to achieving business goals. The strategic nature of these positions, combined with the potential for high impact, makes them an attractive career choice for MBA graduates specializing in HR.

The responsibilities of a human resource performance manager are as follows:

• Designing and implementing performance appraisal systems.
• Conducting performance reviews and providing constructive feedback.
• Developing performance improvement plans for underperforming employees.
• Analyzing performance data to identify trends and areas for improvement.
• Facilitating performance-related training and workshops.
• Collaborating with management to align performance goals with business objectives.

Here are the skills required to pursue human performance manager jobs:

• Proficiency in HR data analysis tools like Workday, BambooHR, or Tableau .
• Knowledge of HR metrics and analytics to measure performance and drive improvements.
• Proficiency in performance analytics and reporting tools like Keka, Power BI, and SPSS.
• Excellent motivational and leadership skills to drive performance.

iii. Average Salary Range: ₹4.5 LPA – ₹20 LPA

9. HR Business Partner

HR business partners work closely with specific departments or business units to align HR strategies with business goals. They provide strategic input on HR matters, including talent management, employee engagement, and organizational development. HR business partners are instrumental in bridging the gap between HR and business functions, ensuring that HR initiatives support the overall business strategy. i. Key Responsibilities

The responsibilities of an HR business partner are as follows:

• Collaborating with department leaders to develop HR strategies that support business goals.
• Advising management on HR issues and providing strategic guidance.
• Facilitating talent reviews and succession planning discussions.
• Managing employee engagement initiatives to improve retention.
• Supporting organizational change initiatives and culture transformation.
• Conducting workforce planning and forecasting to meet future business needs.

Here are the skills required to pursue HR business partner jobs:

• Strong business acumen and understanding of business operations to align HR strategies.
• Ability to work with strategic planning software like Creately.
• Expertise in organizational development and change management to drive improvements.
• Proficiency in project management tools like Agile, Jira, or Microsoft Project.

iii. Average Salary Range: ₹6.5 LPA – ₹20 LPA

10. Chief People Officer

One of the best career options after an MBA in human resource management is that of a chief people officer. The chief people officer is a senior executive responsible for managing all aspects of human capital management. They develop and implement policies to attract, develop, and retain talent, ensuring that the company has the right people to achieve its goals. Their strategic influence and leadership responsibilities offer them high salaries.

The responsibilities of a chief people officer are as follows:

• Developing and leading the execution of people strategies that drive organizational success.
• Overseeing the design and implementation of HR programs and policies.
• Leading efforts to enhance organizational culture and employee experience.
• Managing executive coaching and leadership development programs.
• Ensuring alignment between HR initiatives and overall business strategy.
• Representing the HR function in board meetings and with external stakeholders.

Here are the skills required to pursue chief people officer jobs:

• Exceptional leadership and executive management skills to lead the HR function.
• Ability to drive cultural change and foster a positive work environment.
• Strong strategic planning and execution capabilities to achieve business goals.
• Proficiency in executive coaching and development to support leadership growth.

iii. Average Salary Range: ₹11 LPA – ₹60 LPA

11. Employee Relations Manager

Employee relations managers handle the relationship between the employer and employees. They address workplace issues, manage conflict resolution, and negotiations, and ensure that the company complies with labor laws. Employee relations managers play a significant role in maintaining a positive work environment and resolving conflicts, making their contributions highly valued and well-compensated. 

You can consider opting for these courses to improve your chances of landing a high-paying employee relations manager job:

• Advanced human resource management course
• Business Communication Skills course

The responsibilities of an employee relations manager are as follows:

• Developing and implementing employee relations policies and programs.
• Conducting investigations into employee complaints and grievances.
• Facilitating conflict resolution and mediation between employees and management.
• Monitoring workplace conditions to ensure a positive work environment.
• Providing guidance and support to managers on employee relations issues.
• Managing exit interviews and analyzing feedback to improve retention.

Here are the skills required to pursue employee relations manager jobs:

• Comprehensive understanding of HR principles, policies, and best practices.
• Knowledge of labor laws and regulations to ensure compliance.
• Expertise in mediation and conflict resolution techniques.
• Ability to handle disputes and grievances effectively and fairly.
• Skills in designing and implementing performance appraisal systems.
• Experience in managing employee evaluations and feedback processes.
• In-depth knowledge of employment laws, workplace safety regulations, and labor contracts.
• Excellent proficiency in communication and collaboration tools like Slack or Microsoft Teams.

iii. Average Salary Range: ₹7 LPA – ₹22 LPA

12. Non-Profit Human Resource Expert

Non-profit HR experts have one of the best jobs after an MBA in HR. They manage HR functions in non-profit organizations. They handle recruitment and selection , employee relations, and compliance with a focus on the unique challenges of the non-profit sector. Their role is crucial in ensuring that the organization utilizes its workforce to achieve its mission while adhering to the unique operational and budgetary constraints often present in the non-profit sector. 

These professionals can advance to higher positions such as HR director, chief HR officer, or even executive director within non-profit organizations. They may also transition into consultancy roles, offering their expertise to multiple non-profits on a contract basis.

The responsibilities of a non-profit human resource expert are as follows:

• Developing HR policies and procedures tailored to the non-profit sector.
• Managing volunteer recruitment, training, and retention programs.
• Overseeing compliance with grant and funding requirements related to HR.
• Facilitating board and staff training on HR-related topics.
• Coordinating with program directors to meet staffing needs for various projects.
• Implementing performance management systems for both staff and volunteers.

Here are the skills required to pursue non-profit human resource expert jobs:

• In-depth knowledge of HR practices, policies, and procedures specific to non-profits.
• Expertise in sourcing, interviewing, and selecting candidates, including volunteers.
• Ability to design and implement performance evaluation systems.
• Knowledge of developing equitable compensation structures and managing benefits programs.
• Skills in designing and delivering training programs to enhance employee and volunteer skills.
• Understanding of employment laws and regulations to ensure organizational compliance.
• Familiarity with HR information systems (HRIS) and other relevant software tools.
• Ability to inspire, motivate, and guide employees and volunteers toward achieving the organization’s mission.

iii. Average Salary Range: ₹4 LPA – ₹11 LPA

Several jobs after pursuing an MBA in HR are available, reflecting the strategic importance of HR professionals in modern businesses. From roles such as HR director, talent acquisition specialist, and compensation manager, to specialized positions like organizational development consultant and HR analytics specialist, the avenues for career growth and financial rewards are vast. By leveraging your advanced HR knowledge and skills, you can secure lucrative positions that not only offer competitive salaries but also provide significant contributions to organizational success and employee satisfaction.

You can further explore the scope of human resource management and figure out what’s best for your career after pursuing an MBA in HR. 

Answer: After pursuing an MBA in HR, essential skills for high-paying jobs include:  – Strong leadership skills , strategic thinking, and excellent communication abilities.  – Expertise in talent management and a deep understanding of labor laws and regulations.  – Proficiency in data analytics to drive HR decisions. – A deep understanding of HR practices and labor laws.

Answer: Yes, international experience can be highly beneficial, especially for roles in multinational companies. It provides a broader perspective, enhances cross-cultural communication skills, and demonstrates your ability to navigate complex international regulations. Experience in international HR can make you a valuable asset to global organizations.

Answer: Many HR roles can indeed be performed remotely. Tasks such as recruitment, onboarding, and employee training can be efficiently managed through digital platforms. Moreover, virtual communication tools allow HR professionals to maintain strong connections with employees and address their concerns effectively. However, strong digital communication skills and proficiency with some of the best HR software are essential to working remotely.

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Harshita is an English Literature graduate from the University of Delhi with 3 years of experience in Content Writing and Editing. Dedicated to her craft, she loves creating magic with words. She is a big fan of hoarding cute planners and journals and can be seen watching FRIENDS (almost EVERYTIME) in her spare time. Her meticulous attention to detail makes her stand out from the crowd. A typo epidemic is her worst nightmare!

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