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

    1 Sep 2023
    • admin
    • Leadership & Management
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    Table of Contents

    • HR Professional – A Need?
    • PGPM-HR By SOIL
    • HR Leaders
    • Curriculum
    • Career Impact
    • Ideal Candidate
    • Eligibility Criteria
    • Placements
    • Why Invest In One-Year MBA In HR?

    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, 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?

    Also read: Empowering Tomorrow’s Visionaries: The Dynamics of HR Management MBA

    Download Brochure

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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 MBA – 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.

    • Anil Sachdev

      Anil Sachdev

      Founder, SOIL

    • Rajeev Dubey

      Rajeev Dubey

      Former Group President (HR & Corporate Services) M & M

    • Santrupt Mishra

      Dr. Santrupt Mishra

      CEO, Birla Carbon, Aditya Birla Group

    • Leena Nair

      Leena Nair

      CHRO Unilver London

    • Prithvi Shergill

      Prithvi Shergill

      Ex. CHRO, HCL Technologies

    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. An 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.

    60%

    of the MBA in HR course curriculum is taught by top HR leaders and practitioners

    25+

    Number of electives to choose from. One of the highest in India for HR

    100%

    of SOIL’s MBA in HR management students receive live industry projects as part of the curriculum

    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.

    • 100%

      Batch placements (last 3 years)

    • 133%

      Salary Hike Post MBA

    • 16 L

      Highest CTC

    • 10.6 L

      Average CTC

    • 41

      Number of Companies Participated

    • 47%

      Students shifting Industry

    • 65%

      Students Shifting Domain

    • 12.5 L

      Average CTC of Top 50% placed

    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.

    NMAT
    GMAT
    CAT
    XLRI

    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 jobs or move to higher positions. They can also change their career path, by trying different sectors, functions, roles, or locations.

    • 16 LPA Highest CTC

    • 10.8 LPA Average CTC

    • 2.33 X Average Increase in Post-MBA Salary

    • 49 No. of Companies Participated

    163% ROI

    Average Salary Bracket (2023)

    Average Salary Bracket (2023)

    Roles Offered in the Last 3 Years

    Consultant Functional Consultant Assistant Manager HR
    People Practice Manager HR Generalist HR Executive
    HR Assistant Enabler – Lead Junior HR Manager
    Management Trainee Area HR Manager HR Consultant
    Talent Acquisition Manager HR Associate Mobilisation Specialist

    Also read: Human Resource Management – The Course To Pursue In 2023?

    Why Should You Invest in a Post Graduate Program 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?

    Why Should You Invest In A Post Graduate Programme in HR?

    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 affecting, 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.

    Also read: HR Professionals Maximize the Experiences of Women Returning to the Workplace

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

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