Exploring the latest trends and insights in MBA HR

The job of HR practitioners is to bridge and build the social fabric that got destroyed by the pandemic. HRM leaders need to be equipped with ingenious solutions to ensure that employees cope during unforeseen crises. To ensure they are relevant, to ensure continuity in the “new normal”, it is time for education providers to evolve their offerings to meet the demands of the new world. Universities and colleges have started altering the HR curriculum to be able to produce HR personnel who can serve as change agents and role models to lead the new transformation.
 

HR Curriculum

The education system has a lot to think about whilst revamping the curriculum of MBA HR.  HR trainers should focus on imparting state-of-the-art knowledge, skills, and big-picture perspectives to manage effectively through the volatile and disruptive times ahead. Discussions should revolve around advanced insights and ready-to-use frameworks across topics like business strategy, competitive dynamics, business financials, technological scenarios, next-generation organization designs, workforce planning, and the future of work. Other important topics that should now be incorporated include people analytics, talent forecasting models, AI/ML-led talent acquisition strategies, new-age comp and benefits, and design thinking-based employee experience plans amongst many others.
 

Artificial Intelligence

We all know how AI can help in automating mundane and repetitive tasks that don’t require thinking but still take up a considerable chunk of time. HRM is now trying to adopt automotive tools to make tasks easier. HR managers need to upskill their employees in cloud computing and digitization. There is also a need to integrate AI learning to increase efficiency.

Employer Branding

COVID-19 saw a lot of changes, companies lost their image in terms of cost-cutting. It has now become imperative for HR managers to build a strong employer brand by aligning their talent strategy with the mission, vision, and values of the organization since the talent acquisition experience is one of the first times when a prospective employee gets a chance to engage in the culture and gets to know if the work environment will suit his style or not.

Now more than ever, the HR department has become the heart of an organization. An HR manager or specialist plays a crucial role in making flexible workplace arrangements, organizing regular check-ins as employees work remotely, and ensuring regular social interaction and emotional support. As remote working is going to accelerate in the foreseeable future, the role of an HR manager is going to be even more important. They are the key people who will drive people’s transformation and ensure the performance and productivity of every employee are maintained.
 

Mindful Training

Mindful leadership is crucial in these uncertain times. A learning mindset helps leaders see day-to-day challenges as opportunities to improve professionalism and collaboration by practicing the “beginner mind” to avoid falling into “already knowing” the answers. The demand is to have a learning mindset for greater self-awareness and the potential for increased creativity, diverse thinking, and problem-solving. In other words, it is time to refocus efforts and align values and competencies to what matters most. Mindful leaders will be able to meet new challenges by fostering inclusive environments and leading with courage and respect.
 

References

• https://www.forbes.com/sites/forbeshumanresourcescouncil/2023/03/31/15-things-hr-leaders-can-do-to-help-build-strong-employer-brands/?sh=37550aa1f36d
• https://www.researchgate.net/publication/359904370_Human_Resource_Management_Reconfiguration_Post-COVID_Crisis
• https://hr.virginia.edu/wellness/emotional-well-being/mindfulness-resources/mindful-leadership-skills-training
• https://thestempedia.com/blog/ai-curriculum-for-schools-ai-education-cbse-artificial-intelligence