Thrilling Journey with Our One-Year MBA in HR Management

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Embark On A Thrilling Journey With A One-Year MBA In HR Management

1 Sep 2023
- admin
- Leadership & Management
Table of Contents
Does a Company Really Need an HR Professional?

Well, it is not a legal requirement to have an HR management team in a company, however, it is highly advisable and beneficial for the organization. It plays a crucial role in managing and optimizing the workforce, ensuring legal compliance, and fostering a positive work environment. By effectively managing the following critical areas of Human Resource Management (HRM), HR professionals contribute to the organization’s overall success and its employees’ well-being.
- Recruitment and Selection – Attracting and hiring the right candidates for job positions to ensure the organization has skilled and suitable employees.
- Learning and Development – Providing employees with training programs and opportunities for professional growth and skill enhancement.
- Performance Management – Evaluating and managing employee performance, setting goals, providing feedback, and conducting performance appraisals.
- Compensation and Benefits – Developing and implementing fair and competitive salary structures and benefits packages to attract and retain talent.
- Employee Relations – Managing relationships between employees and the organization, addressing grievances, and fostering a positive work environment.
- Employee Engagement – Encouraging employee motivation, job satisfaction, and commitment to the organization’s mission and values.
- Diversity and Inclusion – Creating an inclusive workplace that embraces diversity and promotes equal employee opportunities.
- Talent Management – Identifying and nurturing top talent within the organization to support leadership development and succession planning.
- Compliance and Legal Matters – Ensuring HR practices comply with labor laws, regulations, and company policies to avoid legal issues.
- Employee Health and Safety – Prioritizing employee health and safety by implementing safety protocols and providing a healthy work environment.
- Organizational Culture – Fostering a positive and productive organizational culture that aligns with the company’s values and goals.
- Employee Benefits and Wellness Programs – Offering employee benefit plans and wellness initiatives to support the well-being of employees.
HR Executives indeed have a lot on their plate!
But where do they get such diverse exposure and training from?

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PGPM – HR by SOIL Institute of Management

Could give the human resource aspirants the exposure they require. Let’s dive into the program specifications. SOIL’s one-year PGPM in HR aims to develop HR leaders with a global outlook, ready to handle HR management roles in different industries. The program helps you understand your leadership style and prepares you for your new role. It offers a great chance to explore HR’s important aspects and a comprehensive understanding of management and business functions.

HR Leaders Associated with SOIL

SOIL Institute of Management has a strong connection with top HR leaders in India. Students in the one-year MBA in HR benefit from learning and networking opportunities with these leaders through leadership talks, mentorship, and career events. Some of the HR leaders are shown here.

Curriculum

SOIL Institute of Management’s MBA program, PGPM-HR, aims to develop HR leaders with a global outlook who can handle HR roles in different industries. MBA in HR management prepares you for leadership by providing a solid foundation, practical experience, and the opportunity to explore critical areas of human resource management.

Career Impact

SOIL helps students connect with various employers, from big companies to start-ups. Employers value students from SOIL’s MBA program, PGPM-HR management because they bring immediate and lasting value to organizations worldwide. The following statistics are from the placement season 2022-23.

Who is SOIL’s Ideal Candidate?
- Dedicated to making a positive impact on others.
- Good at communicating with others.
- Thinks independently and doesn’t follow popular opinions blindly.
- Committed to developing self-leadership for the future, not just finding the next job.
Eligibility Criteria

Are you eligible for admission into the PGPM HR program? A student must fulfill the following criteria –
- A Completed Bachelor’s degree in any discipline from a recognized institution with at least 50% graduation
- Greater than 60% in 10th & 12th Standard Examinations
- Freshers and graduates with work experience can apply
- Desire to become an HR leader in the future
- Valid CAT*/NMAT/GMAT/XAT* scores are accepted for PGPM-HR (Non-Mandatory but adds weightage to your profile)
The following exam scores are not mandatory, however, they definitely can make your application stronger.

Placement Overview & Highlights

SOIL’s PGPM-HR Placement Highlights show how we help our students with their careers. With personalized assistance from CMS, faculty, peers, and alumni, one-year MBA candidates can grow in their current job or move to higher positions. They can also change their career path, by trying different sectors, functions, roles, or locations.

Average Salary Bracket (2023)

Roles Offered in the Last 3 Years

Why Should You Invest in a Post Graduate Programme in HR?

The landscape of HR has undergone a profound transformation in the wake of the pandemic. The surge in remote work, coupled with advancements in AR/VR technologies, the emergence of the metaverse, and the integration of generative AI, has ushered in a new era for the HR profession. As a result, HR is evolving into a pivotal force within the workplace ecosystem. What novel roles and responsibilities will define the HR landscape in the coming years?

A recent feature in Harvard Business Review delved into the nine-month study on the future of HR roles with insights gathered from around 100 CXOs and VPs, and here’s what we found –

HR Business Director

Post-COVID-19, the resumption of business operations presents a significant challenge. Ensuring workplace safety for both onsite and remote employees will be paramount. This role entails leading HR efforts and collaborating with various CXOs to establish secure work environments.

AI-Employee Facilitator

Given the ascent of AI in HR, guidelines for optimizing the candidate’s AI experience will become pivotal. This position will focus on facilitating a seamless interaction with employee chatbots.

Head of WFH Development

The embrace of remote work has ushered in a series of transformations encompassing-
- Organizational processes – Shifting to remote workflows and automating HR operations
- Policies – Crafting dedicated work-from-home policies and adapting existing ones
- Technology – Embracing cutting-edge HR Tech like Slack, MS Teams, and corresponding apps
Maintaining the motivation and satisfaction of remote workers will fall under the purview of this role.

Head of Skill Design

Continuously nurturing skills within a diverse workforce becomes imperative. This role involves augmenting existing skill sets and devising strategies to anticipate future work requisites. Innovations such as gamified learning and outcome measurement will be pivotal, especially focusing on Sales Onboarding and ongoing learning.

Head of Human-Machine Integrations

This position serves as a conduit between individuals and machines. Prioritizing effective and secure collaborations is essential to enhance synergy between these two entities.

HR Data Director

The pervasive influence of big data continues to shape our lives. Its diverse applications include personalized marketing, predictive inventory management, and real-time data monitoring. Drawing parallels from marketing, HR should personalize communication and policies for each employee cohort. This tailored approach, mirroring marketing techniques, can significantly enhance productivity by understanding individual employee nuances.

Finance Orchestrator

This role functions as a support system amid rising unemployment concerns. HR’s role will extend to envisioning future growth prospects and formulating advantageous financial programs and packages. In many startups and SMEs, HR responsibilities encompass admin and payroll management.

Equity Advocate

Emerging from the imperative for fairness and bias reduction, this role ensures equitable treatment of employees throughout their entire lifecycle within the organization.

Purpose Planning Director

This position shoulders the responsibility of defining, conceptualizing, and articulating the organization’s purpose. It encompasses the company’s contributions to society, clients, and employees.

Workspace Architect

Amid the industry’s pursuit of optimal on-premises working conditions, the role of designing workplace environments has gained prominence. Employee engagement and work culture directly influence a workplace’s essence, magnifying their importance in the future.

Virtual Reality Trainer

With remote work reshaping professional landscapes, VR training emerges as a pivotal aspect of HR. Activities such as learning and development programs, onboarding, etc., will transition into a completely virtual realm, ushering in a transformative shift.

Gig Economy Manager

The gig economy’s continuing influence on work practices mandates a dedicated role for managing this transient workforce. Tailored policies and compensation structures need to be devised for short-term contract workers.

Climate Resilience Analyst

Climate consciousness permeates all organizational facets, underscoring the need for professionals to research and analyze climatic factors affecting, and affected by, the organization. Recommendations for sustainable work practices become imperative, prompting the formulation of climate-related HR policies.

Wellness Commander

With remote work extended into mid-2021 by some companies, this role assumes critical significance. Addressing employees’ emotional, physical, and mental well-being takes precedence, bridging the “future of work” with the “future of the worker.” Nurturing remote employee motivation emerges as a vital skill.

Remote Culture Curator

Vital in maintaining organizational culture at a remote scale. Responsibilities span brand nurturing, aligning employee objectives with the company’s vision, and effectively communicating organizational norms and values in a virtual realm.

Global Cultural Head

Dedicated to harmonizing organizational culture across borders, particularly vital as businesses increasingly expand globally. Especially relevant for enterprises with remote workers scattered internationally.

Agile HR Mentor

Integral to sustaining agile practices in HR, managing intricate project dynamics, and catering to diverse stakeholders.

Organizational Engineer

Fosters teamwork and collaboration within a virtual ecosystem, encompassing leadership development and talent transitions. Expertise entails principles of agile HR, task optimization, and network maintenance.

High-Performance Catalyst

Optimizes contributions from the entire workforce, employing diverse techniques to enhance management and employee development, ultimately facilitating reaching their full potential.

Gig Talent Acquisition Head

Responsible for scouting and aligning talent with relevant skills, managing freelancer and contractor relationships, and nurturing both employer-employee and peer interactions.