The HR module has been designed to help candidates seeking HR roles at the fresher level. The module covers all specialized courses in HR taught in MBA programs, with greater focus on subjects which have higher practical applicability at the fresher level. These include individual and group behaviour, motivation, team building, interpersonal communication, performance management, appraisal formats and process documentation and human resource information systems.

The test is of 16 minutes duration and comprises of 25 questions. It highlights the particular areas of the candidate’s strength and identifies whether the candidate is suited for a specialist profile or a generalist profile in HR.

Generalist
Candidate suited for a generalist profile should be adept in areas like Organizational Behaviour, Human Resource Planning, HR information system, Selection process and Performance management apart from being conversant with all the other aspects of HR.

Specialist
On the other hand, a candidate exceptionally good in any of the sections of selection, performance, industrial relations and training and development might be more suited for a specialist role in that area.

HR Functions

Organizational Behavior is the study of individuals and their actions within the context of the organization in a workplace setting. It is an interdisciplinary field that includes sociology, psychology, communication, and management; and it complements the academic studies of organizational theory (which is more macro-level) and human resource studies (which is more applied and business-related).

Human Resources Planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization.

Human Resource Information System (HRIS) is a method used by an organization for collecting, analyzing and reporting information about people and jobs. It is basically a database system that offers important information about employees in a central and accessible location. The information can be retrieved accurately and economically to facilitate HR planning decisions.

Strategic human resource management is the process of linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation and flexibility. Strategic HR means accepting the HR function as a strategic partner in the formulation of the company’s strategies as well as in the implementation of those strategies through HR activities such as recruiting, selecting, training and rewarding personnel.

Selection is the process of choosing the most suitable candidate who meets the requirements of the job and the organization. In this process, relevant information about applicant is collected through series of steps so as to evaluate their suitability for the job to be filled.

Performance Management (PM) includes activities that ensure that goals are consistently being met in an effective and efficient manner. It can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.

Industrial Relations is a multidisciplinary field that studies the employment relationship. It is increasingly being called employment relations because of the importance of non-industrial employment relationships. Industrial relations studies examine various employment situations, not just ones with a unionized workforce.

Training and Development: Training is the act of increasing the knowledge and skills of an employee for doing a particular job whereas development aims at improving the overall personality of an individual. These ensure that randomness is reduced and learning or behavioral change takes place in structured format.