MBA in HR: Career Options, Scope and Salary
26th February, 2019
Table of Contents
Every organization wants to attract, motivate and keep qualified employees and match them to a well-suited job. To successfully achieve these goals, organizations hire HR personals who maintain a balance between the management committee and the employees. The students pursuing MBA in HR are required to develop and administer programs that are devised to strengthen the effectiveness of an organization or business. This includes the entire spectrum of formulating, managing, and cultivating the employer-employee relationship.
An MBA in HR (Human Resource Management) has a wide scope with a variety of career options for the students to choose from. Each of these career paths has bright futures as the changing corporate trends have strengthened the need for the job roles (given below) in the industry.
Jobs after MBA in HR
|Starting Salary for MBA in HR|
|Training and Development Manager||
Career Prospects after MBA in HR (Human Resource Management)
Let’s explore the scope and various Human Resource Management degree career paths available for MBA graduates.
A common role that a student pursues after completion of MBA in HR is the role of a Human Resource Manager. As an HR Manager, you will oversee the HR department and ensure that all the functions and tasks are carried out by the HR team. You will be also seen as a link between the management team of the organization and its employees. Apart from recruiting, hiring, interviewing, a student opting for HR Manager after an MBA-HR will have a lot of responsibilities, which are given below:
Everyday Tasks of an HR Manager
- To maintain the work structure by updating job requirements and descriptions for all positions.
- To maintain the management guidelines by preparing, updating and promoting the HR policies and regulations.
- To establish a recruiting, testing and interviewing program and counsel managers on candidate selection.
- To prepare pay budget, monitor and schedule individual pay actions and implement revisions in the pay structure.
- To conduct orientation and training programs to prepare employees for assignments.
- To ensure employee benefits needs are met by being updated with the latest trends in employee benefits.
- To ensure that a human resource record in properly made by designing a filing and retrieval system.
Many students opt for the role of a Staffing/Recruiting Manager after the completion of their MBA in Human Resource Management. As a Staffing Manager, you will be responsible for the organization’s needs in each regard, be it recruiting, training or even firing employees. Moreover, your role does not limit to a recruiter during the hiring process but expands to an HR professional to make sure that the employees stay in the job and become successful with the company.
Everyday Tasks of a Staffing Manager
- To develop and execute programs focusing on end-to-end hiring with recruitment leadership.
- To ensure the recruiting engine is running efficiently by driving process excellence across Talent Acquisition.
- To manage the entire internal and external staffing resources.
- To collaborate with hiring managers to plan the strategies for current as well as future hirings.
- To manage the external recruitment sources including employment agencies contract negotiations.
- To ensure to comply with the company’s staffing policies, procedures and regulations
- To ensure a constant corporate image across hiring drives.
Students pursuing PGDM in Human Resource Management have the option of the role of a Corporate Trainer after graduation. You, as a corporate trainer, would be required to mentor, train, and helps professionally develop other employees in the organization. A student pursuing MBA in HR would be considered a successful corporate trainer if he manages to deliver training to groups and individuals in an engaging, instructive manner and helps evaluate and document trainees’ performance.
Everyday Tasks of a Corporate Trainer
- To plan, develop, revise and deliver training to employees to meet the current/future corporate trends and needs of the organization.
- To analyse potential training gaps strategically and implement programs to address the gap.
- To identify and assess all external sources of training materials and courses.
- To develop training methods, write content for training manuals and implement other teaching methods like group discussions and team exercises.
- To improve the productivity of the employees by highlight the issues and drive changes in tools, training and employee behaviour.
- To track metrics regarding employee attendance, satisfaction and learning objectives.
- To shape the curricula so that it meets the need of supervisors and employees
As a Compensation Manager, a student pursuing MBA in HR is responsible for analysing, establishing and maintaining an organization’s pay system. To successfully achieve these tasks, a compensation manager has to understand the current and upcoming corporate markets for employee pay and benefits. Also, they must ensure that the pay scale is fair and impartial to retain and hire employees.
Everyday Tasks of a Compensation Manager
- To design an organization-wide salary structure that reflects the market rates of pay.
- To monitor the existing compensation policies, guidelines and procedures and recommend updated versions of it.
- To partner with HR and line managers to create an annual flow & process of jobs and identify the market trends.
- To partner with L&D to develop training to educate the managers and employees on compensations and tools to manage payments.
- To update the compensation leadership team and other stakeholders of the market trends and investments.
- To consult HR and other business clients on compensation processes, policies and systems.
- To perform interviews to gather valuable feedback on compensation systems and payments to improve customer service.
Training and Development Manager
The Training and Development Manager plays an essential role in an organization. An MBA-HR student opting for training and development help employees learn new skills and enhance existing ones. Apart from ensuring that every employee is fully trained so that they can give back 100% to the organization, a T&D Manager often discuss with managers of each department to identify its training needs.
Everyday Tasks of a Training & Development Manager
- To oversee training programs in the organization that includes web-based seminars, group sessions, training videos and more.
- To coordinate with other department managers, employees for their requirements for training programs.
- To review training materials produced in-house and by third parties as well for appropriateness and relevance.
- To oversee the content for the course and training manuals produced to match the specific training needs of the organization.
- To schedule and conduct training sessions or hire personals to do so.
- To monitor employee training programs and course manuals to make sure that they are up-to-date with the organization’s requirements and effective.
- To manage costs for the training programs and publications of the course material for a return on investment.