Human Resource Management

Program Highlights

• 1. Recruitment and Talent Acquisition The specialization functions to draw qualified candidates who fulfill organizational staffing needs. Identification and acquisition of top talent through strategic sourcing methods. The organization executes coordinated actions for campus recruitment and employer branding activities. Utilization of Applicant Tracking Systems (ATS) to streamline the hiring process.
• 2. Training and Development Training and Development concentrates on developing staff competencies along with skills and knowledge through purposeful training to increase organizational output. An organization should establish organized training curricula along with their execution systems. Development of leadership capabilities and soft skills among employees. The organization integrates digital learning resources and electronic learning platforms.
• 3. Employee Relations and Industrial Relations It preserves favorable workplace bonds between employees and employers while upholding all legal labor regulations. The management of workplace grievances and mutually resolving work disputes constitutes this domain. The organization follows mandatory labor regulations as well as statutory guidelines. Employee involvement remains key during union talks and industrial conflict resolution especially when working with manufacturing employees and public sector staff.
• 4. Compensation and Benefits Organizations depend on Compensation and Benefits specialists to design and implement their salary structures while keeping proper benefits administration. Development of equitable salary frameworks and performance-based incentive systems. The specialist ensures proper management of payroll operations together with employee benefits systems. HR specialists need to perform market research in order to understand compensation trends.
• 5. HR Analytics and Technology This specialization uses data alongside digital tools to help executives base their HRM decisions on data. Organizations use data analysis to track employee patterns while creating forecasts of future HR conditions. Design and monitoring of HR dashboards and performance indicators (KPIs). Operational efficiencies are achieved through management of Human Resource Information Systems (HRIS).
• 6. Strategic Human Resource Management HRM strategy requires organizations to combine employee practices with overall business goals for extended periods. Formulation and execution of strategic HR policies and frameworks. The organization needs to predict personnel requirements followed by workforce planning activities. The leader brings employees through change initiatives and supports organization advancement.