PGDM in Human Resource Management
The Post Graduate Diploma in Human Resource Management (PGDM in HRM) is a comprehensive two-year master’s degree program tailored for individuals aspiring to build a career in human resource management. This program is strategically designed to equip students with the necessary skills and knowledge essential for effective human capital management within an organization. Over the course of six semesters, each semester delves into crucial topics that form the foundation of human resource management.
HRM program include Human Resource Information Systems, Performance Management, Human Resource Planning, Training and Development, and Compensation Administration. These subjects are carefully curated to provide students with a well-rounded understanding of the intricacies involved in managing and optimizing an organization’s human resources.
PGDM in HRM-Eligibiliy & Admission
Eligibility Process
- Educational Qualifications: Typically, candidates should have a bachelor’s degree in any discipline from a recognized university or equivalent institution. The minimum percentage or grade required may vary, and some institutions may have specific requirements.
- Entrance Exams: Some institutions may require candidates to take entrance exams such as CAT (Common Admission Test), XAT (Xavier Aptitude Test), MAT (Management Aptitude Test), or institution-specific entrance exams. Performance in these exams may be a crucial factor in the admission process.
- Work Experience (Optional): While work experience is not always mandatory, some institutions may prefer candidates with relevant work experience. This is especially true for executive or part-time PGDM programs.
Admission Process
- Application Form: Interested candidates typically need to fill out an application form provided by the respective institution. This form may be available online or through other specified channels.
- Entrance Exam: If required by the institution, candidates should appear for the designated entrance exam and achieve a competitive score.
- Group Discussion and/or Interview: Shortlisted candidates may be called for a group discussion and/or personal interview as part of the selection process. This step helps assess communication skills, leadership qualities, and the candidate’s understanding of HR-related issues.
- Academic Records: Institutions often consider the candidate’s academic performance during the selection process. This includes undergraduate grades and any relevant academic achievements.
- Statement of Purpose (SOP) or Essays: Some institutions may require candidates to submit an SOP or essays expressing their career goals, reasons for pursuing the PGDM in HRM, and other relevant information.
- Letters of Recommendation: Some institutions may ask for letters of recommendation from academic or professional references to assess the candidate’s suitability for the program.
- Final Selection: The final selection is usually based on a combination of factors, including entrance exam scores, academic performance, performance in group discussions and interviews, and any other criteria specified by the institution.
PGDM in HRM-Top Colleges
- Doon Business School
- University of Petroleum and Energy Studies
- Graphic Era Hill University
- IMS Unison University
- Quantum School of Business
PGDM in HRM-Syllabus
Management Concepts & Organizational Behaviour:
- Principles of Management
- Organizational Behaviour
- Leadership Styles
- Team Dynamics
Business Environment and Law:
- Business Environment Analysis
- Business Ethics
- Corporate Law and Governance
- Regulatory Framework
Strategic Management:
- Strategic Planning
- Business Policy and Strategy
- Strategic Implementation
- Competitive Analysis
Managerial Economics:
- Demand and Supply Analysis
- Market Structures
- Cost and Revenue Analysis
- Pricing Strategies
Human Resource Development:
- Training and Development
- Career Development
- Talent Management
- Learning Organizations
Employee Legislation:
- Employment Laws
- Equal Employment Opportunity
- Workplace Safety
- Employee Rights
Performance Management and Appraisal:
- Performance Appraisal Methods
- Goal Setting and Feedback
- Performance Improvement Plans
- 360-Degree Feedback
Organisational Behaviour:
- Motivation and Job Satisfaction
- Communication in Organizations
- Group Dynamics
- Organizational Culture
Industrial Relations:
- Collective Bargaining
- Grievance Handling
- Trade Unions
- Conflict Resolution
Operations Research and Management:
- Quantitative Techniques
- Decision Analysis
- Forecasting
- Project Management
Employment Relations Laws:
- Laws Governing Employment
- Contract Labour
- Termination and Redundancy
- Workplace Discrimination
Fundamentals of Industrial Relations:
- Introduction to Industrial Relations
- Historical Perspective
- Role of HR in Industrial Relations
- Contemporary Issues
Fundamentals of Labour Laws:
- Overview of Labour Laws
- Factories Act
- Minimum Wages Act
- Industrial Disputes Act
Wage Determination and Administration:
- Wage Theories
- Compensation Strategies
- Incentives and Benefits
- Wage Administration
Employee Empowerment:
- Concepts and Principles
- Empowerment Techniques
- Employee Involvement
- Building a Empowerment Culture
PGDM in HRM-Carrer Scope
Human Resource Manager:
- Overseeing HR functions such as recruitment, training, performance management, and employee relations.
- Developing and implementing HR policies and procedures.
- Ensuring compliance with labor laws and regulations.
Talent Acquisition Specialist/Recruiter:
- Identifying staffing needs and recruiting qualified candidates.
- Conducting interviews and coordinating hiring processes.
- Building and maintaining relationships with external recruitment agencies.
Training and Development Manager:
- Assessing organizational training needs.
- Designing and implementing training programs.
- Monitoring employee development and career progression.
Compensation and Benefits Manager:
- Managing employee compensation structures.
- Administering benefits programs such as health insurance and retirement plans.
- Conducting salary surveys to ensure competitiveness in the market.
Employee Relations Specialist:
- Handling employee grievances and conflicts.
- Advising management on employee relations issues.
- Implementing policies to foster a positive work environment.
Organizational Development Consultant:
- Assessing organizational needs for change and development.
- Implementing strategies to improve organizational effectiveness.
- Facilitating change management initiatives.
HR Information Systems Manager:
- Managing HRIS platforms and software.
- Ensuring data accuracy and integrity.
- Implementing technology solutions for HR processes.
Labor Relations Manager:
- Engaging in negotiations with labor unions.
- Ensuring compliance with labor laws and regulations.
- Resolving disputes and conflicts between management and labor.
Diversity and Inclusion Manager:
- Developing and implementing diversity and inclusion initiatives.
- Promoting a diverse and inclusive workplace culture.
- Monitoring and reporting on diversity metrics.
Consultant in HRM:
- Working as an HR consultant for external clients.
- Providing expert advice on HR strategies and practices.
- Offering solutions for organizational development and talent management.
Entrepreneur/HR Entrepreneurship:
- Starting and managing an HR consulting firm.
- Providing HR services to small and medium-sized businesses.
- Offering specialized HR solutions to clients.
Academic and Research Positions:
- Teaching HR courses at educational institutions.
- Engaging in research on HRM topics.
- Contributing to academic publications and journals
PGDM in HRM-Jobs,Salary & Work
Human Resource Manager:
- Responsibilities: Overseeing all aspects of HR, including recruitment, employee relations, performance management, and policy development.
- Salary Range: The salary can vary widely based on experience, industry, and location. On average, it can range from $60,000 to $100,000 or more per year.
Talent Acquisition Specialist/Recruiter:
- Responsibilities: Identifying staffing needs, conducting interviews, and managing the hiring process.
- Salary Range: Salaries typically range from $50,000 to $80,000, depending on experience and the complexity of the recruitment process.
Training and Development Manager:
- Responsibilities: Assessing training needs, designing and implementing training programs, and monitoring employee development.
- Salary Range: The salary can range from $65,000 to $90,000 or more, depending on the organization and the scope of training programs.
Compensation and Benefits Manager:
- Responsibilities: Managing employee compensation and benefits programs, conducting salary surveys, and ensuring compliance.
- Salary Range: Salaries vary, but the range is typically between $70,000 and $100,000 or more, depending on the organization’s size and industry.
Employee Relations Specialist:
- Responsibilities: Handling employee relations, addressing grievances, and implementing policies to maintain a positive work environment.
- Salary Range: The salary can range from $60,000 to $90,000 or more, depending on experience and the complexity of the role.
HR Information Systems Manager:
- Responsibilities: Managing HRIS platforms, ensuring data accuracy, and implementing technology solutions for HR processes.
- Salary Range: Salaries can range from $70,000 to $100,000 or more, depending on the organization’s technology infrastructure.
Labor Relations Manager:
- Responsibilities: Engaging in negotiations with labor unions, ensuring compliance with labor laws, and resolving disputes.
- Salary Range: The salary varies, but it can range from $75,000 to $110,000 or more, depending on the industry and the organization’s labor relations complexity.
PGDM in HRM-Top Recruiters & Companies
- Accenture:A global consulting and professional services firm that often recruits HR professionals for various roles.
- Deloitte:Deloitte is a multinational professional services network, and it frequently hires HR professionals to manage human capital within its organization.
- IBM:IBM is a technology and consulting company that often looks for HR experts to handle talent management and workforce planning.
- Tata Consultancy Services (TCS):TCS is one of the largest IT services firms globally and recruits HR professionals for talent acquisition, employee relations, and HR management roles.
- Infosys:A global IT consulting and services company that hires HR professionals for roles related to talent management, employee engagement, and HR operations.
- Wipro:Wipro is a multinational corporation that often recruits HR professionals to manage human resources functions within the organization.
- HCL Technologies:An IT and consulting services company that hires HR professionals for various roles, including talent acquisition and HR business partnering.
- Cognizant:Cognizant, a multinational technology company, regularly hires HR professionals for roles in talent management, learning and development, and HR operations.
- Capgemini:Capgemini is a multinational corporation that recruits HR professionals for roles in talent acquisition, performance management, and HR strategy.
- Procter & Gamble (P&G):P&G, a multinational consumer goods company, hires HR professionals for roles in talent management, organizational development, and HR business partnering.
- Microsoft:Microsoft, a global technology company, recruits HR professionals for various roles, including talent acquisition, employee relations, and HR strategy.
- Amazon:Amazon, a multinational technology and e-commerce company, hires HR professionals for roles in talent management, employee engagement, and HR operations.
- General Electric (GE):GE, a multinational conglomerate, often recruits HR professionals for roles in organizational development, talent management, and HR strategy.
- PwC (PricewaterhouseCoopers):PwC is a multinational professional services network that recruits HR professionals for roles in human capital consulting, talent management, and HR strategy.
- KPMG:KPMG is a multinational professional services firm that hires HR professionals for roles in talent management, HR consulting, and HR operations.
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