Human Resource Management Subjects & Syllabus

Introduction Human resource employment is predicted to grow at a pace of 7%, greater than the national average for all occupations, according to BLS.  When it comes to work, someone pursuing an MBA in Human Resources will discover many options to choose from. You may start as an HR generalist and work your way up to a management position, or you choose to specialize in HR. Suppose you decide to specialize in a particular area of human resources. In that case, you can focus on the aspects of the job that you enjoy the most, such as training staff, negotiating contracts, and dealing with labor law concerns, among other things. This article will provide information on the five most popular career choices after pursuing HR. You can go through the data wisely and then decide the most appropriate Human Resources career option for yourself. Top 5 Career Options in Human Resource 1.HR Information System Specialist A Human Resources Information Systems Specialist must be able to handle a wide variety of responsibilities, which correlates to a higher degree of depth and breadth of experience in information systems technologies, their applications, project management, and so on. It is currently one of the most reputed HRM jobs.  Supporting and administering information systems, offering instructions to system users, and counseling them on how to utilize the methods efficiently are all part of the job duties of an HRIS Specialist. Due to the sheer nature of this employment, individuals working in this industry are required to work on various assignments and at varying hours depending on project deadlines. Their communication skills, presence of mind, interpersonal skills, and adaptability must be top-notch. HRIS specialists are in high demand since they are the essential person who assists the HR department with system-related duties and acts as reporting and functional expert. An HRIS Specialist earns 7,34,696 INR per annum on an average in India. Furthermore, if an individual can demonstrate their ability, there are no restrictions for advancement to higher-paying positions. 2. HR Consultant Like the rest of the company, HR departments have evolved more than ever before. To tackle an issue, an HR department may require outside assistance. This is when they seek help from a human resources consultant. HR consultants bill businesses on an hourly basis to deliver much-needed services like employee acquisition, retention, salary and benefits, employee incentives and rewards programmes, business culture following mergers and acquisitions, and employee motivation. Human Resource Consultants are responsible for a company’s HR compliance management, assisting in implementing human resource policies, offering training sessions on complicated HR procedures, and assisting in the performance of human resource policies. You would not be focused on the business’s strategic objective as an HR Consultant but instead on the day-to-day operational duties.  An HR Consultant earns an average annual salary of 5,09,969 INR in India. There is a lot of flexibility in this job and the pay is also decent. Thus, it is a wise career option in the Human Resource field. Explore our Popular Human Resource Courses Professional Certificate Programme in HR Management and Analytics Executive Post-Graduate Programme in Human Resource Management Strategic Human Resources Leadership Cornell Certificate Program 3. HR Manager The actions of HR professionals significantly impact an organization’s brand image, employee base, productivity, growth, and efficiency. As a result, HR is a critical department that keeps the company together. Human resource management (HRM) encompasses various activities, including hiring, training, monitoring, and assuring employee growth. The department focuses on attaining organizational goals by employing individuals who are compatible with the company’s culture, values, requirements, and vision. These are HR Managers. Human Resource Managers assist employees in reaching their own goals by creating a secure, healthy, stress-free, competitive, and credible work environment. According to the business newspaper HR Dive, human resources managers ranked their work satisfaction at 4.1 out of 5, which is higher than in previous years. Many employees claim that high management has given them more influence over the corporate direction. HR managers are considered next-in-line to business partners because CEOs recognize the importance of human capital in their success. Working with the HR department in the company and leading interpersonal teams can instill in you a great sense of success and purpose at the end of the workday. Thus, undoubtedly, being an HR Manager is a metaphorically rich job option to pursue. 4. Training and Development Practitioner Training and Development Practitioners are professionals assisting organizations in developing, administering, and delivering training programmes. To accomplish these mammoth tasks, they must first analyze an organization’s demands, after which they must create specific training programmes that take place in classrooms or training facilities. Computers, tablets, and other hand-held devices are rapidly being used to offer training prorammes.  Starting from 2018 to 2028, the employment of training and development professionals is expected to expand by 9%, faster than the average for all occupations. Many jobs need employees to complete continuing education and skill development courses throughout their careers, generating demand for people who oversee training. As firms create and integrate new media and technology into their training programmes, the employment of training and development professionals is expected to expand in numerous industries. There should be further advancements in training techniques and learning technologies throughout the next decade. Due to this advancement, the job opportunities are bound to increase. So, becoming a Training and Development Practitioner is a worthwhile career option to seek in the field of Human Resources. 5. Executive Recruiter Being an Executive Recruiter might be the profession for you if you’re a people’s person who enjoys creating relationships, building networks, exchanging value, and eventually generating income. You will be in charge of hiring top executives, CEOs, and vice-presidents for the firm. Because this is such a profitable and competitive sector, having past HR consulting experience can help you stand out. Executive recruiters successfully source the most qualified individuals in the business for senior management, director, and other top-tier jobs in their customers’ firms. Recruiters may find work in an executive search firm or the human resources department of a big corporation. An executive recruiter’s typical tasks include maintaining a client’s current job opportunities, evaluating and selecting well-suited individuals to advance, and keeping an eye on the market for intriguing new talent. How to learn about Human Resources online? Doing an MBA in HR has become pretty common due to the scope the field carries. But it is not the only option one can avail if he or she is willing to learn about Human Resources. There are various online courses available for the same. upGrad provides some of the best online programmes with great mentorship provided by industry experts. To learn more about how to successfully make and maintain a career in HR, you can choose to pursue the Professional Certificate Programme in HR Management and Analytics under IIM Kozhikode by upGrad.

The employees and workforce who work for any organization are its driving force and most significant assets. Currently, 57% of companies think of employee retention as a problem. No matter how big or small a company is, the quality and quantity of the employees working in them help get the profit and success the company wants. We all know that having a good workforce not only helps in getting success but also aids in scaling the company. This implies the need for proper workforce management. As the name suggests, Human Resource Planning helps devise a plan for the workforce of a company to satisfy and meet the requirements of both the employees and the employers. Here, in this article, we will be discussing this essential organizational sector in detail. What is Human Resource Planning? Human Resource Planning has been derived from the word “human resource”. We know that HR is that division of the company that deals with the hiring of employees and administering the employee benefit programs. The employees in the HR division are involved in finding new applicants, screening them for skilled ones, and training those qualified applicants to fit into the company. Now let’s talk about Human resource planning or HRP. It is a continual process of methodical planning done beforehand to ensure that an organization’s most important asset, skilled employees, is used to its full potential. In a study, it was found that 69% of freshers and millennial employees would prefer to earn $50K a year doing a job they love rather than earn $75K a year at a job they think is boring. Human resource planning guarantees that the employees and the job profiles are a good match while preventing labor shortages or surpluses. Having a competent HRP plan in place can increase a company’s productivity and profitability. HRP helps businesses devise plans ensuring that there is a consistent supply of qualified workers for their needs. This is also the reason why HRP is called the Workload or Manpower planning. HR Planning is used to aid businesses in evaluating their needs and planning beforehand to satisfy those needs. The HRP of a company should be flexible enough to fulfill short-term staffing demands while also adjusting to long-term changes in the business environment. Top Data Science Skills to Learn SL. No Top Data Science Skills to Learn 1 Data Analysis Programs Inferential Statistics Programs 2 Hypothesis Testing Programs Logistic Regression Programs 3 Linear Regression Programs Linear Algebra for Analysis Programs Why is HRP needed? To compete effectively in the market, it is necessary for a company to plan out its human resource requirements well in advance. Given below are a few reasons why: 1. A well-thought-out HR strategy allows for ample time for employee recruitment, selection, and training. It becomes even more important since acquiring staff is a time-consuming procedure, and in certain situations, the sort of applicants required for the roles may not always be available. In the absence of adequate staff, new projects and growth programs may be postponed or delayed, resulting in additional reductions in efficiency and production. 2. Another reason why HRP is important is that it might be challenging to find people with the necessary skills within short spans of time. A well-organized, pre-planned HRP can help companies navigate through the crowd and avoid problems otherwise faced due to lack of time and skilled labor.  3. Human Resource Planning is vital because of the inevitability of periodic labor turnover which occurs as a result of layoffs, weddings, promotions, transfers, and other factors, resulting in a continual ebb and flow in the workforce. 4. Existing staff must be taught, or new skills must be introduced into an organization due to technological changes and new production practices. In addition, for changes in organizational structure and layout to be implemented cleanly, we must plan for the appropriate human resources from the start. What are the objectives of HRP? As a whole, Human Resources Planning is the driving force of any company. Proper planning helps to attract and retain the required quantity and quality of human resources. It also helps to forecast employee turnover and develop plans for limiting turnover and filling vacancies. It facilitates expansion, diversification, and other programs. HR planning helps to foresee the influence of technology on the workplace, current personnel, and future human resource needs. It also aids in improving knowledge, competence, standards, ability, and discipline, among other things. HRP also assesses the need for a surplus or shortfall of human resources and takes appropriate action. It also helps in maintaining good workplace interactions by ensuring that human resource levels and structures are optimal. Lastly, HRP helps to reduce the imbalances caused by a lack of human resources of the right sort, in the right amount, at the right time, and in the right place. What are the steps in HRP? Human Resources planning can be broadly classified into four processes: scrutinizing labor supply, forecasting labor demands, balancing labor demands with the supply, and devising and implementing a plan. Each process should be followed in a sequential and effective manner so that the company can find and retain a qualified and skilled workforce for success. All these processes have been explained below: Scrutinizing Labor Supply: The very first step in human resource planning is to determine the current human resource supply of the organization. The HR department examines the organization’s potential based on the number of people, their skills, credentials, jobs, perks, and performance levels in this process. Forecasting Labor Demand: The organization must describe its workforce’s future in the second step. Promotions, retirement plans, layoffs, and transfers, as well as anything else that affects a company’s future requirements, can all be considered here by the HR department. External factors influencing labor demand, such as technological advances that may affect the requirement for employees, can also be examined by the HR department. Balancing labor demands with the supply: Forecasting work opportunities is the third phase in the HRP process. HR provides a bridging analysis to identify precise requirements for narrowing the company’s labor supply against future demand. This type of study is frequently used to answer questions like whether workers need to learn new skills, if the organization needs additional managers, whether all employees are using their abilities in their existing jobs, and so on. Devising and implementing a plan: The solutions to the preceding step’s questions aid HR in determining how to continue in the HRP process’s last phase. The HR must now put its strategy into action and integrate it into the firm. To execute its strategy, the department needs a budget, the capacity to implement it, and a coordinated effort with other departments, which are all included in the HRP. If you’re interested in learning more about Human Resource Planning, you can check out the Professional Certificate Programme in HR Management and Analytics offered by IIM Kozhikode in collaboration with upGrad. This program helps you gain the necessary skills to become an HR professional and in-depth knowledge of HR concepts along with their industrial applications. Conclusion According to studies, it is said that 79% of employers think that their employees have a significant retention and engagement issue. To overcome such problems, a well-functioning Human Resource Planning sector comes to the rescue of a company. The main goal of this sector is to make preparations for the future by reducing organizational uncertainty regarding employee procurement, placement, and growth. It is done to make the best use of human resources and to ensure that the necessary types and numbers of personnel are in place to satisfy organizational objectives. HRP may be defined as the process of defining and deciding objectives, policies, and programs that will develop, use, and distribute people in order to fulfill the organization’s goals.

Human Resource is the functional pillar of any organisation. Right now, the latest trend needs everyone to keep themselves up-to-date. HR Books work as a life saviour in situations like these for HR professionals. Taking up a career path as an HR professional is an excellent choice. However, it would help if you buckled up to tackle the challenges that come your way. People have a huge role in how a business will perform in the future. The performance of the employees determines whether they are an asset or a liability to a company. Therefore, having a good human resource manager is important. Reports state the rise in HR specialists will see a spike of 7% by 2026. Let’s dig into these subjects a little bit deeper.  Check out our business management courses to upskill yourself. Explore our Popular Business Management Courses Leadership and Management in New-Age Business Post Graduate Certificate in Product Management Executive Post-Graduate Programme in Human Resource Management Professional Certificate Programme in HR Management and Analytics Executive Post-Graduate Programme in Healthcare Management Executive Management Programme in Strategic Innovation Digital Marketing and Business Analytics Certificate Programme in Finance for Non Finance Executives Certificate Programme in Operations Management and Analytics Global Master Certificate in Integrated Supply Chain Management upGrad's Job Linked Advanced General Management Program from IMT Ghaziabad Global Professional Certificate in Effective Leadership & Management Advanced General Management Program Strategic Human Resources Leadership Cornell Certificate Program Digital Transformation Cornell Certificate Program Executive Leadership Cornell Certificate Program Management Essentials Business Management Courses What is Human Resource? Human resources are those people who aim to achieve a common goal, i.e., to contribute towards the betterment of the organisation. They make an immense contribution to building a workforce in any company. Usually, HRs are regular-paid employees; however, they also take up tasks as contractors in many cases. The day-to-day responsibility of HR includes managing and regulating employee relationships. HRs are also responsible for hiring new employees for a company. In addition to conducting interviews, they have to speak to employees about benefits and compensation. Approximately 67% of job seekers are intrigued about figuring out their benefits, and for them this is the most important information before getting hired.  Importance of Human Resource Management Human Resource Management or HRM is referred to as managing employees to maximise their potential to increase their performance gradually. For instance, if you plan to hire employees for a running business, hiring someone who will fit the culture will be the best choice. Such employees will be happy, productive, contribute exceptionally, and stick around longer.  For any growing organisation, managing staff needs patience, skills, and time. This is where an HR specialist comes into the picture. The value of HR is always undervalued initially, but as time progresses, business owners figure out the importance of hiring an HR. As a business starts taking shape, business leaders find themselves in a difficult position and dealing with people regularly strikes the need for an HR.  Top Essential Management Skills to Learn SL. No Top Management Skills to Learn 1 Consumer Behaviour Online Certification Financial Analysis Certification FinTech Certification Online 2 HR Analytics Certification Online Communication Courses Online Effective Communication Certification 3 Research Methodology Certification Mastering Sales Certification Business Communication Certification 4 Fundamentals of Journalism Certification Economics Masterclass Online Certification Top 5 Human Resource Management Books HR professionals express confidence when they read HR books that add value to their existing knowledge. To engage with employees, HRs can have these books on their bookshelves.  Below is the list of the top 5 human resource books that you can consider reading.  1. The HR Scorecard, by Brian Becker, Mark Huselid, and Dave Ulrich The HR Scorecard is one of the oldest books on the human resource bookshelf. Given how timeless the book is, it interlinks the concepts of strategy, people, and performance. Human Resource Management has always been an underlying theory entitled to align HR activities with the organisation’s performance. The books speak the language of HR businesses. Moreover, they highly concentrate on factors like key performance indicators (KPIs). Furthermore, it also aims to achieve a heavy return on investment (ROI). As an HR, credibility comes automatically to assessing regular activities.  2. The Essential HR Handbook, by Sharon Armstrong and Barbara Mitchell Beginners planning to plunge into the HR basics could go for this human resource book. The book is handy and descriptive and covers almost every topic, such as talent acquisition, market opportunities, the future of HR, etc. Furthermore, this book could also be a great pick for experienced HR professionals that will frequently remind them about the best practices in the industry.  3. HR Disrupted: It’s Time for Something Different, by Lucy Adams The book is centred around HRs and how they need to teach various segments in their life. With the help of this book, the user gets a very different perspective on engaging, interacting, and managing employees. As the name says, HR Disrupted doesn’t only focus on making changes to the existing system but brings out a brand-new perspective to successfully approach Human Resource Management (HRM). HR professionals will learn a thing or two about certain things that will guide them about things they shouldn’t do. 4. Belonging, by Kathryn Jacob, Sue Underman, and Mark Edwards The authors have displayed the concept of belonging with this excellent HR book. They have aimed to reform diversity to fit well with Belonging. The end goal is to make everyone feel wanted and accepted. It also offers a different insight to individuals who focus on other unnecessary aspects of work culture. Instead, it allows them to make the most of positive organisational culture, which will result in the business’s overall success. The book is filled with stories, interviews, and tales about growing business leaders. The authors have excelled by offering practical advice that blends with industry standards. The authors’ take on this book outlines many complexities and ways to discard them. So, if you plan to encourage a work atmosphere where people feel wanted, Belonging is a must-read. 5. Strategic Human Resource Management: An HR Professional’s Toolkit, by Karen Beaven Strategic Human Resource Management is a human resource management book that puts forward the various facets of business culture including you, your business, and your industry. Some of its sections include talent management, technology, and workforce planning. Moreover, the book also concentrates on broader subjects like personal issues and the importance of self-care and mental health on one’s performance. This book magnifies your perspective on how one can face obstacles by getting rid of them smartly. Our Top Management Articles Top 7 Career Options in Management To Choose [For Freshers & Experienced] Online Product Management Courses to Kickstart your Career Top 10 Career Options in Business Management in India 8 Crucial Business Management Skills Every Manager Should Have Future Scope of Management: Scope, Salary, Career Opportunities Career Options After MBA – Highest Paying Management Jobs 5 Key Skills Required for Successful Management Career & How To Achieve Those Skills? What is The Nature and Scope of Management? Importance of Management in Every Organisation – [A Complete Guide] Conclusion As a human resource manager, there are tons of competencies that one must possess. All these topics, knowledge, and information keeps changing its pace with society, standards, and law. Human resource information could be a lot to process sometimes. Therefore, these HR books could help one learn and evolve a lot in a short span of time. As an HR, mastering its skills could be a continuous process and would need a lot of effort, learning, and openness to dive into the changes. Reading is an art, and many people find it difficult to put their focus on reading. Therefore, audiobooks in such cases could be an ideal choice.  If you are looking to take your career forward as an HR, you can check out the Executive Post-Graduate Programme in Human Resource Management from the Loyola Institute of Business Administration in association with upGrad. The course will assist you in getting along with the work culture and personnel development. This course will walk you through the basics of HR analytics, performance & reward management, and people management. In addition to getting a grip on the subjects, you will be exposed to 300+ learning and 30+ hours of live sessions. So, if you aspire to become a strategic human resource management, HR Management, HR Analytics, etc., you can easily take up this course.

As the name suggests, Human Resource Management means managing every employee’s concerns in an organization or company. People working in the HR Management are responsible for ensuring that the organization’s general goal, vision, and values are communicated and give an overarching reason for employees to desire to work for them. These factors must inspire employees and make them feel motivated from time to time. What are your responsibilities after you enter the Human Resource department? The HR department in an organization ensures that the rights of all the people working there are protected and that all work is performed effectively. HR managers play an essential part in the recruiting process and take ownership of it in a fully integrated talent management system. Employee and community outreach are also aspects that come under Human Resource Management. HRs are frequently mentors and part of employee teams that deal with employee engagement initiatives, festive gatherings, etc. They are responsible for staff engagement, interpersonal bonding, employee relationship management, ethical culture, and unity among levels. Who should enter Human Resource Management? Are you someone who enjoys collaborating with people and ensuring that they have what they need to succeed? Do you enjoy motivating people and brainstorming methods to make their job or lives easier? Then a degree in Human Resource Management could be ideal for you. A Bachelor’s degree in HR management or a similar discipline, such as business management, is usually required for anyone intending to enter this profession. A Master’s degree in business administration, human resources, or labor relations may be needed for advanced workplaces. Although a special certification isn’t generally required to pursue a career in HRM, learning HR subjects professionally can help candidates stand out, and certain companies need it. Human Resource Management Subjects & Syllabus Human Resource Management or MBA in HR is a speciality aimed to generate HR specialists who can manage an organization’s personnel. Every company has its values, beliefs, conventions, working language, processes, and methodologies. The HR Department of any company or organization is in charge of cultivating the company’s culture among workers and acquiring and keeping the finest employees. HR experts are one of the most important contributors to a company’s development and survival. MBA in Human Resources provides skills and training in these areas, allowing a professional or a group of professionals to secure the best possible outcomes for workers and companies. It is one of the most in-demand degrees these days, as every company needs qualified personnel to handle this critical function. After obtaining an MBA in HR, one can apply for various positions that pay well. Usually, there are four semesters or terms in this course at every recognized university. The Human Resource Management syllabus involves leadership, values, employment planning, recruiting and selecting employees, training and compensating them, and evaluating their performance. It holds the power of majorly influencing the corporate culture and norms. The course content assists students in learning more about human resources and their relevance, as well as how they function. This curriculum covers a broad range of topics for the student to understand the material and achieve a high score to advance in their career. The major goal of Human Resource Management is to familiarize students with HRM fundamentals. The topics covered in this course include a wide range of HR subjects and functions. The MBA in Human Resource Management subjects list may be divided into two categories: core and optional. Internships, industrial training, field study, and workshops are all important components of this programme. Students can select optional classes depending on their interests, future job ambitions, or educational objectives. Explore our Popular Human Resource Courses Professional Certificate Programme in HR Management and Analytics Executive Post-Graduate Programme in Human Resource Management Strategic Human Resources Leadership Cornell Certificate Program Core Subjects Legislation on Labor Relations and Industrial Relations Environment of Business Management of Human Resources Strategic Planning HR Audit and Human Capital Management Planning and Development of Human Resources Information System for Human Resources Each semester includes certain optional classes in addition to core subjects. Students can select electives from a variety of alternatives supplied by their university. Below mentioned are some of the elective subjects. Elective Subjects Advertising Management Training and Development International Human Resource Management  Advanced Manpower Planning  Organizational Change and Development Human Resource Management in Service Sector HR Issues in Mergers & Acquisitions Is Human Resource Management worth it? HR managers will be in high demand as businesses continue to expand their operations and comply with the federal government’s quickly growing employment legislation. As a result, the Bureau of Labor Statistics estimates that the employment of human resources managers would expand at a pace of 13 per cent, resulting in the creation of 13,600 new positions by 2022. A bachelor’s degree can also be utilized as a stepping stone to graduate school, leading to even better work opportunities. According to the Bureau of Labor Statistics, management employment is expected to expand at a rate of 9% over the next ten years, a rate higher than the average for all occupations. Training and development specialists, labor relations experts, management analysts, human resources managers, and pay and benefits managers are all typical jobs in this industry. If you’re ready to further your HR career, look for a recognized college that offers the courses you’ll need to earn your master’s in human resources. You can also look up for online courses if you want to complete your certification or diploma from the comfort of your home. upGrad provides various HR Certifications that you might opt for if you want to build a career in Human Resource Management.  Check out Professional Certificate Programme in HR Management and Analytics course by IIM Kozhikode in association with upGrad. Understand the latest trends of the industry, apply analytics and get the best training on human resource management from the faculty of IIM Kozhikode. You will also receive a certificate from IIM Kozhikode at the end of the course which will open a door of numerous opportunities for you. What exactly is Human Resource Management?

How many times have you thought, “Oh! I wish someone would do this scheduling and organizing things for me”? And just imagine if we really had a solution for it and it’s just a click away. That sounds wonderful, doesn’t it? That’s the reason why you should be using HR software. HRs are the pillars of any organization. They are responsible for making critical decisions and ensuring the welfare of the organization. More than 80% of HRs feel that using HR management software improves employee experience. HR Software tools help in management, communication and organization help to automate and optimize the tasks of HRs.    Popular HR Tools & Softwares 1. monday.com:  It is a cloud-based project management software that helps in referral tracking, creating recruitment forms, generation of employee performance reports, etc. It is considered to be one of the best tools for all-in-one project management including HR. It provides a visual representation of employee tracking and team collaboration. It is easy to build workflows using this software. The workflow includes dashboards, views, integrations, apps, documents, etc. It has 4 different pricing plans based on the type of software and the purpose it serves. Pricing plans range from around $39/month to $799/month based on the type of software and number of users.  2. BambooHR: It is software that helps in tracking, evaluation and measurement of employee performance. It’s suitable for medium-sized businesses. It maintains employee records, creates powerful workflows, provides a powerful applicant tracking system and ensures smooth onboarding creating the best experience for the employees. It is scalable too. It consists of a centralized database that stores the employee details and their tracking is done by using an Application Tracking System (ATS) and Human Resource Information System (HRIS) modules. Explore our Popular Human Resource Courses Professional Certificate Programme in HR Management and Analytics Executive Post-Graduate Programme in Human Resource Management Strategic Human Resources Leadership Cornell Certificate Program 3. Hibob: Hibob provides an easy to use, learn and navigate interface. It provides features starting from payroll management to team collaboration and comprehensive workflows. Along with these, it also provides a feature called “shoutouts” that helps the employees exchange funny posts and ensures an interactive and lively environment. Hibob works on a “pay-as-you-use” basis. It is a cloud-based human resources management software.  It helps to maintain a competitive and progressive company culture. It focuses on club management and performance management as well. It is a very secure software and it follows ISO-27001 standards.  4. OnPay:  OnPay focuses on payroll system management. It helps to carry out payments without physically going to the bank and also automates the tax calculations. It also processes W-2 and 1099 forms. In addition to payroll management, it does background verification of employees and document management. The pricing plan has a fee of around $36/month and increases by $5/month based on the number of users. It was also recognized as the best payroll software for small businesses in 2020.   5. Greenhouse: Greenhouse is a software tool specifically designed to ease the hiring process. It provides a range of services from preparing job boards, hiring and onboarding. It helps to promote diversity in the organization by sending anonymous push notifications. The most unique feature about Greenhouse is its adaptability and the ease with which it can be integrated with other applications. It ensures privacy, employee feedback management and complies with General Data Protection Regulation (GDPR) policy.    6. SageHR: SageHR is a software that has 6 modules each for a specific purpose. These include recruitment, scheduling, timesheets, leaves, expenses, reporting, etc. It is a cloud-based software that can be integrated easily with other softwares like Slack. Companies like Deloitte, Twino, AirBaltic, etc., use SageHR as their HR management tool. The starting plan is around $14/month per employee. It has flexible pricing which is dependent on the module used.   7. Freshteam: Freshteam is a software tool that helps to streamline, manage and speed up the tasks of a HR. It was developed by Freshworks. It also gives suggestions to the recruitment team regarding selection of resumes, interview scheduling, assessment management tools, etc.  It is very flexible and has open functionalities. SAP, moneycorp, Pharmeasy, etc use Freshteam to automate their hiring process. The pricing plan ranges from $50/month to $200/month. 8. When I Work: When I Work is a time clock app that digitizes attendance tracking, employee scheduling, payroll processing, etc. It emphasizes the shift to digital timesheets from the age-old system of using time card papers. It is unique due to its auto-scheduling feature. It takes care of all the tasks from hiring, onboarding, etc till the retirement, termination, etc. of an employee. One can use their mobile to clock in and out by integrating their mobile to the actual time clock. The pricing plan is between $1.50/month to $2.25/month.  9. Reviewsnap:  Reviewsnap was built mainly for performance evaluation and management. It ensures 360-degree feedback by providing features such as notetaking and journaling. It also provides review templates, visual reports, helps in goal setting and generates reports. The pricing plan is around $291/month. GroupHealth, MINCO, USA Football are some of the organizations that use Reviewsnap.  10. WorkBright: WorkBright is software that ensures a smooth onboarding process of the employees and maintains their data in a neat and documented format. It’s cloud-based software. The application process includes filling up forms that applicants can do online itself. It collects, organizes and stores data in a database. The payment pricing is scalable here and the price varies based on the number of people being hired using this software and their performance. Some of its elegant features are online forms, E-signatures, photo upload, transcribing, etc.  11. Trakstar: Trakstar is a software that keeps track of employee training management, performance monitoring of employees, etc. It helps the HRs to hire smart and talented workforce. The goal of this software is to achieve long term objectives by fulfilling short term goals. TaskRabbit, TiVo and Dole are some of the organizations that use Trakstar. It creates a growth-driven environment for the employees and can be easily integrated with other HR tools like SageHR, Slack, BambooHR, etc. 12. Pinpoint: Pinpoint is a software that helps to create job ads, track applications, and hire the right candidates. It provides a centralized system for application tracking and automates interview scheduling. It also provides a platform for better interaction with the candidates during the hiring and onboarding process. It works on 3 principles: attract, hire and retain. They offer growth and enterprise plans. The growth plan is  £5,000 annually. It increases the hiring rate by almost 40%.  13. Deputy: Deputy is a cloud-based software that uses AI for auto-scheduling, sends notifications before meetings, tasking, leave management, etc. It is used in many industries like health care, logistics, hospitality, management and many more. It records the clock in and clock out time of the employee and automatically generates the timesheets. Team collaboration is the objective of this tool. The pricing plan of this tool ranges from $2.50/month to $4.50/month. 14. Recruiterbox: Recuiterbox is a software that deals with the automation of the hiring process. It also maintains some standards or performance metrics for evaluation and smooth running of operations. It also provides a centralized communication hub. It is currently part of Trakstar itself. The pricing plan ranges from $199/month to $309/month.  15. Paycor: Paycor is a unified HCM platform. It’s a HR cum payroll software. It helps in talent and workforce management. It has built in analytics and reporting tools. Organizations like Pure, Seaway, Wendys make use of this software.  If you’re interested in pursuing a career in HR, check Professional Certificate Programme in HR Management and Analytics course by IIM Kozhikode in association with upGrad. Understand the latest trends of the industry, apply analytics and get the best training on human resource management from the faculty of IIM Kozhikode. You will also receive a certificate from IIM Kozhikode at the end of the course which will open a door of numerous opportunities for you. HRs play a vital role in any organization. They are responsible for coordinating and hiring the right candidate. They need to keep in mind both the welfare of the candidate and the company. Human Resources Management software tools help them to automate and speed up this process. Some of these have been listed here. Choosing the right software for the organization keeping in mind the requirement, use cases and pricing, will surely improve productivity and performance. 

What is Human Resource Management? Human Resource Management involves recruiting employees, imparting training, providing adequate compensation, ensuring their safety, etc. Human Resource Managers act as a link between the organisation and employees, informing the employees about the goals set by the organisation and taking complaints of employees to the management.  What are the roles and responsibilities of Human Resource Managers? Human Resource Management is quite an exciting field. The role and responsibility of being a Human Resource Management can be described below. 1. Hiring and training of new employees One of the main jobs of HR Managers is to recruit new talent into the company. They decide on the number of rounds of selection procedure to be conducted before the final selection of the employee. They then train employees in their respective jobs for which they are hired.  2. Providing incentives to the employees It is the duty of the HR Manager to decide upon the perks and incentives to be offered to the employees for their work. It motivates the employees to do even better and enhances the company’s growth. 3. Providing valuable feedback to the employees HR Managers give valuable feedback to the employees on the quality of the work performed. It enhances the efficiency of employees and motivates them to do better the next time. How to become an HR? HR is becoming a famous career path due to its excellent career opportunity and steeper learning curve.  The steps to becoming an HR are given as follows. Step 1: Earning a Bachelor’s degree- Getting a Bachelor’s degree is necessary before venturing out into Human resources. However, it is not necessary to get a degree in Human Resources; degrees in any related field, such as Finance, and Management, are sufficient to enter into the field of Human Resources. Step 2: Obtaining work experience: A relevant work experience always adds weightage to your resume and increases your chances of getting hired. Obtaining a Master’s degree is not compulsory but can act as an added advantage in your career. It also strengthens your knowledge and increases the chances of you getting hired. Top Human Resource Challenges in 2022 1. Prioritising mental and physical well-being With increasing awareness regarding physical health and mental well-being, the need for aspects other than monetary compensation will have to be taken care of by the companies, some of which include workplace safety, manageable levels of stress, shorter working hours, etc. It will be a challenge for HR managers to create a conducive environment for work and maintain the same revenue levels as before. 2. Getting the right talent at the right time It is becoming increasingly difficult for companies to fill vacant positions with talented and able individuals. With many employees resigning, hiring people in a shorter period is an arduous task for the companies.  3. Building critical skills According to the report by McLean & Company, many industries are experiencing a skills gap. HR managers need to impart skills training to the new employees to make them adept at their job. 4. Having excellent future leaders There is a shortage of excellent leaders in the industry. Having great top management is essential in ensuring the growth of the company. HR needs to have strategies to conduct training programmes for the top-level management to equip them with the desired skills. 5. Improving Diversity and Inclusion Creating an inclusive environment is one of the topmost HR issues of 2022. Diversity, Equity, and Inclusion should be given preference by the HR managers in 2022. 6. Work from home As many companies, after the pandemic, are giving employees the option to work from home, it is becoming necessary for the managers to set up remote work. They will focus on optimising employees’ productivity and maintaining the revenue as before.  7. Ensuring great experience for the employees Employees nowadays prioritise a healthy working experience, opportunity for growth, and monetary compensation. It becomes the responsibility of the HR managers to ensure that employees stay in the job by thinking of ways to enhance their job satisfaction. 8. Improving change management Implementing organisational changes on a large scale is not an easy task. The pandemic has brought many changes in the existing organisational structure, such as a hybrid work mode. It is the responsibility of HR to ensure that the change is carried out smoothly in the organisation. Explore our Popular Human Resource Courses Professional Certificate Programme in HR Management and Analytics Executive Post-Graduate Programme in Human Resource Management Strategic Human Resources Leadership Cornell Certificate Program 9. Identification of skills needed in the near future HR teams create training programmes to equip the employees with the desired skills. They need to identify the skills that are currently in demand and will be in demand in the near future and prioritise the others. This will help save time and resources for both the organisation and employees. 10. Looking for efficient training practices It becomes the responsibility of the HR managers to look for efficient training methods to teach employees new skills in an efficient manner. This is necessary so that the employees evolve with the evolving nature of the business.  If you are interested in making a career in the field of Human Resource Management, you can check out the Executive Post-Graduate Programme in Human Resource Management offered by Loyola Institute of Business Administration (LIBA), the third-ranked college in the country. It provides you with a great learning experience with the help of live sessions, case studies, and assignments. There are also weekly doubt sessions and practical projects to help you clear your queries and enhance your understanding.  Human Resource Management has seen a significant rise in popularity in recent years. Due to the incorporation of new companies and expansion of the existing ones, there is an increase in the role of HR managers. The employment of Human resource Managers is projected to grow by 9 per cent in the decade from 2020-to 2030. Hence, youngsters prefer the role for the high monetary compensation and great professional scope in the future.