Careers In Human Resource: Changes Over The Years
The role of the human resources department was once limited to recruitment and conflict resolution. However, post-COVID there have been a gamut of changes in this industry. Let’s look at the transformation of the human resources industry over the years. How it was and how it has changed in the years.
Emergence Of The Human Resource Industry
In the early 90s employees were treated merely as a workforce not really as resources of value. This resulted in poor working conditions in the workplace. With the challenging work atmosphere, the companies felt the need for a department dedicated to the welfare of employees and ensuring a healthy working environment.
However, this was just the beginning of personnel management. Since then the industry changed its shape as per the demand of the workplace. The roles of human resources started expanding to fit the employee's best interest as well as align employees to the company’s best interest.
As per the present scenario, the human resource department is focused on working for the productivity of the organisation, employment engagement, retention, etc. The pace of change in the human resource however increased after the pandemic.
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How Has The HR Industry Evolved?
The role of an HR professional in a company was initially dominated by hiring and handling employees. With the advent of automation across industries, the role of HR has seen a major shift. Automation has taken over the repetitive task. This gives the HR profession to focus on the workforce through training, technology, counselling, and improving the overall employee experience
HR professionals are longer just the support system in an organisation. They are the strategic partners in the company aimed at aligning the HR practices with the vision of the company. Today, armed with modern technology, HR professionals have been using data analytics and AI tools to make informed decisions and predict the trends in the workforce.
HR professionals have started playing integral roles in businesses. They gain critical insights into employee sentiments and market changes, becoming indispensable in guiding business decisions. Today's HR leaders aren't just passive listeners; they actively contribute to crucial decisions of the organisation.
HR has transformed into a talent management tool that focuses on nurturing employees through training, mentoring, and continuous feedback. HR activities which were once confined to office premises are today beyond national borders. This management of personnel across the globe demands a deep understanding of cultural nuances, legal compliance, and technology to foster collaboration among a diverse team.
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Future Of the HR Industry
The evolution of the HR industry has been significantly influenced by the shifting landscape of work environments. The emergence of remote work, hybrid workplaces, and diverse workforce compositions has reshaped conventional beliefs about productivity and collaboration.
Reimagining Collaboration
The conventional working structure of the organisation was stuck with a belief that productivity occurs within the office space. However, this transformation has posed challenges in developing collaboration between the employees. The new role of HR maintains collaboration and interaction in this dispersed work landscape.
Personalised Employee Experience
One approach for all the employees will no longer work in a multi-generational workplace. The HR professional needs to have an understanding of diverse preferences, motivations, and life stages of the employees. Using technology, data, and behavioural sciences allows HR to deliver a personalised and unique employee experience tailored to individual needs.
Embracing Diversity and Inclusion
HR personnel have to go beyond their personal preferences when it comes to embracing inclusivity and diversity. Even the remote work policies encouraged actively embracing diversity. This move should just not be on paper but actionable steps for it should be the need of the hour.
Building an Agile and Resilient Culture
The environment of the workplace is volatile, uncertain, complex, and ambiguous. It is the HR department’s responsibility to develop resilience among employees in a dynamic work environment. They facilitate the development of skills and capabilities necessary for employees to navigate rapid changes becomes crucial. HR must adapt quickly to remain relevant and add value to the business in the face of such rapid change.
Using Behavioural Science and Employer Branding
HR can influence employee behaviour to reinforce and strengthen organisational culture. The HR needs to market the value proposition the company is offering to attract new and retain talent. Highlighting workplace policies and employee stories can effectively highlight the organisation's distinct offerings.
The dynamics and complexity of the present-day work environment is becoming more linked with the advancement of the HR department. HR must be flexible, innovative, and take an active role when handling issues like remote work, diversity, and shifting employee expectations if it is to survive and prosper in this rapidly changing environment.
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For an MBA specially in IT,you can consider SCIT (Symbiosis Centre for Information Technology) which is generally considered the better choice compared to SICSR (Symbiosis Institute of Computer Studies and Research) as it has a stronger reputation specifically focused on IT business management and offers a more specialized curriculum in the field and has good placement record, making it a more relevant option for aspiring IT professionals seeking an MBA.
The curriculum is good and niche in the field in this college you need to be among top 20 performer in order to get quick and good placement through the college.
https://www.careers360.com/colleges/symbiosis-centre-for-information-technology-pune
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No, it is not possible to pursue an MBA after your 3rd year of a BA LLB integrated course from a Mumbai University college as you need to complete your full BA LLB degree to be eligible for an MBA program.Since a BA LLB is a 5-year integrated course, completing only your 3rd year does not fulfill the requirement for an MBA.
Not only in this university but you cannot take admission to any master course before completing your b.a llb integrated course however you can take admission to bachelor's degree on the basis of your 12th marks.
I suggest you to continue with your course after completing apply to MBA anywhere in india.if you have time prepare for CAT exam which is accepted by iims and Mumbai University. Remember When choosing an MBA program, you can consider specializations relevant to your legal background, such as "Business Law" or "Intellectual Property Law" to leverage your existing knowledge.
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Yes , you are eligible .
Completing a 2 years Agriculture Diploma course makes you eligible for an MBA in Agriculture Business Management , as many programs accept students with backgrounds in agriculture or related fields . You likely need to meet additional requirements like entrance exams like such as CAT , MAT or other . specific institution or universities may have their own eligibility criteria .
For more details check link given below :
https://www.careers360.com/courses/mba-in-agri-business-management
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Hello,
If you are currently in your final year and have not yet completed your bachelor’s degree, then selecting “appeared for bachelor’s” is the correct option. This option typically indicates that you have not yet graduated but are in the process of completing your degree.
The “bachelor degree” option would be appropriate only if you had already completed and been awarded your degree. Since you are still pursuing your final year, your initial selection of “appeared for bachelor’s” is accurate for your situation.
To get more information related to SNAP exam, visit : https://bschool.careers360.com/articles/snap-2024
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Hello aspirant,
MBA 1st year subjects are as follows:
- Organizational Behaviour
- Quantitative Methods
- Managerial Economics
- Financial Accounting
- Marketing Management
- Human Resource Management
- Business Communication
- Information Technology Management
- Organization Effectiveness and Change
- Management Science
- Economic Environment of Business
- Financial Management
- Management Accounting
- Production and Operation Management
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