Master of Business Administration

Major in Human Resource | MBA

HR capability and capacity building:

Students will be analyzing, generating, implementing and evaluating human resource capability development activities in the organizations. This will be done through talent acquisition, competency development, talent development and talent engagement. Students will learn about applying and executing these functions along with understanding and recognizing human resource assessments, rewards & recognition and HR policies. The student will create, manage and make decisions based on HR analytics for optimization of the Human Resource of the organization.

Building organizational culture: Climate and organizational culture shapes human behavior and sensitivity at the workplace and HR is a major stakeholder in implementing and sustaining appropriate culture, diversity and inclusivity. This is executed in partnership with the top management, varied vendors, and PR of the organization. The aim is creating and fostering the culture to all its stakeholders through the principles of organizational behavior in the capacity of HR function. It also includes innovative HR practices and benchmarking them with industry standards.

HR business partner:HR is now an integral part of the business of an organization and therefore HR through its initiatives and activities strives to achieve business goals, mission, and vision. In this role HR facilitates all the activities that are a priority for the business. Thus, HR specialization is integrated with all the management functions of the organization.

Employee Relations: Focusing on adherence to labor laws, industrial relations, and industrial jurisprudence, with the intent of providing lawful conditions of work and welfare measures for the upliftment of employees. There is an emphasis on case law.

Designing HR roadmaps: Producing capable HR professionals in analyzing and managing the volatile, uncertain, complex and ambiguous (VUCA) world. Recognizing the importance of adaptability, agility and resilience in understanding people issues at local, glocal and global level. Emphasizing the importance of technology with a focus on HR automation, infosystems and analytics. Networking across organizations, industries and sectors for generating roadmaps for achieving individual aspirations and organizational goals.


  • Inquiry based learning is encouraged with knowledge of research principles, methods and techniques to solve management problems
  • Inculcating significance of values, ethics and governance
  • Learning based andragogy with significance to theoretical and experiential learning involving assignments, team games, case studies (Harvard, Ivey, etc), simulation exercises, book and movie reviews, TED talks/ videos, psychometric tests, role-plays, and fieldwork
  • Students learn from self-reflections, observations, diverse experiences, peer learning, live projects, committee work, and annual events (international conferences, round table with industry experts)


The HR specialization enables the students to be hands-on on the job from day 1 as a management trainee. The students will be able to demonstrate and operate in all the HR functional areas. Additionally they will be capable of designing and developing HR systems and processes through in-depth analysis and assessments. They can differentiate and choose appropriate processes for the functions that they work in based on analytics, evidence, the types of organization and its culture.

The HR specialization has a fine balance between behavioral aspects of human resources as well as the HRM processes with emphasis on legal requirements of the business environment.

Important Courses

  • Competency Management
  • Talent Acquisition & Planning
  • Learning & Development
  • Compensation & Benefits
  • Performance Management System
  • Psychometric Testing in HR
  • Qualitative Research & Mixed Methods
  • Organization Theories, Structures & Design
  • Employment Laws I (Wages and Social Security)
  • Employment Laws III (Industrial Safety & Welfare)
  • Organization Change & Development
  • Learning Organization
  • Strategic HRM
  • HRIS & HR Analytics
  • Employment Laws II (Industrial Relations Laws, Grievance Resolutions and Collective Bargaining)

Credit Requirements

The finance major specialization has a total of 1300 marks. If we give one credit for 10 hours of teaching (UGC guidelines), the total credits for a Major are 39.


Trimester 4 Trimester 5 Trimester 6
Talent Planning Acquisition & Assessment Organization Theory, Structures & Design Organization Development & Learning Organization
Employment Laws I Performance Management & Succession Planning Diversity, Equity, Inclusion & Belonging
Learning & Development   HR Consulting
Competency Management   Capstone
Compensation & Benefits    
Qualitative Research    
Employment Laws II    
People Analytics    
Summer Internship Project    
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