Human resources management (HRM) is a critical role in every business, and it has grown in importance in recent years as the productivity of employees contributes to the expansion of businesses. MBA in HR Management will benefit from this as a business function. We’ll go through some of the most important HRM topics in this post.
Interaction between Management and Employees
It sounds simple, but employee engagement is a very complicated concept that encompasses more than just fun activities and games. It has a direct impact on the company’s performance. Employees that are actively involved in their work have a broader perspective on the organization as a whole, which helps them make better decisions.
Organizations that have a large number of dedicated personnel are more likely to succeed than their rivals. Employee involvement is the single most critical component in driving both growth and innovation. During your HR MBA program, you’ll study many examples and case studies to better understand employee engagement.
Attrition, as defined by HRMM, is the process through which a company’s workforce is reduced as a result of a variety of events, including employee resignation, retirement, death, and so on.
High attrition can have a negative impact on a company’s ability to attract and retain top people, as well as on the company’s ability to maintain its current workforce. Attrition rates are kept low by implementing effective business remuneration, motivation, and strong company culture in HR departments. Multiply the total number of employees in an organization by the number of people who have departed, and divide the result by 100 to get the attrition rate (ATR).
Retaining Employees(MBA in HR Management)
Employee turnover is the number of employees who leave an organization and are replaced by new employees during a specific period of time. Organizations seeking to understand employee turnover and estimate the cost of new hires can benefit from tracking staff turnover.
During your MBA in HR Management, you’ll study real-world examples and case studies to better understand employee turnover.
The model JD-R ( Job Demands-Resource Model)
It is a methodology that studies the well-being of employees and is used to encourage employee engagement. Many companies use it to forecast employee satisfaction and burnout.
In the model, there are two categories of conditions under which people can find job
1) There are a lot of requirements for the job.
2) Resources/benefits of the job
According to the model, stress and burnout may grow when job expectations are high and resources are limited. However, if the demands of the job are high and the resources are plentiful, this leads to an increase in productivity and motivation.
Organizational and social factors that help employees cope with stress and accomplish their work objectives include job demands, which are the aspects of a job’s physical, social, or emotional requirements, such as the amount of time worked, and the level of work pressure, and the relationships with coworkers.
How is this model utilized?
HRMM should determine the requirements of the position.
Workplace demands should be met through HRMM.
Human Resource Management (HRMM) should determine the resources needed for each position.
During your HR MBA program, you’ll study various brands, initiatives, and case studies to gain a deeper understanding of the JD-R model.
There are several factors that contribute to a positive employee experience, including their physical surroundings, social interactions, and the work they do. A company’s brand, purpose, and culture can be aligned with its employees’ experiences so that all interactions between employees and the firm are authentic, which leads to an increase in the company’s performance. During your MBA in Human Resources you’ll study examples from a variety of companies, projects, and people.