Course objectives

Ph.D. in Human Resource Management explores the interpersonal relationships in the workplace. The students are imparted with the knowledge of policies and processes followed in an organization to ensure maximum productivity from the employees. The program entrusts candidates with the complex processes carried on the global business environment. Candidates are made proficient in the skills of managing varied situations of business.

The program trains candidates with the skills related to hiring, staffing, understanding the needs of the employees and training of staff. The management of humans as resources is considered to be one of the most complex fields of study. Through this program, students gain the perspective of dwelling into the maze and imbibing the nuances needed to become proficient human resource managers and recruiters in the future endeavour.

Careers

Ph.D. in Human Resource Management course trains candidates to become efficient human resource executives and managers, exploring the varied fields of employment. Imbibed with the skills to maintain and manage the daily workings of the field, this program objectifies to aid students in solving the complexity involved in the stream and the global business environment.

Doctorates have lucrative job scopes in the areas of IT, Marketing as well as Academics. They also have job scopes in the areas of personnel management and development firms, as well as can opt for the profession of lecturers in reputed colleges and universities. Students go on to become Human Resource Supervisor, Training Coordinator, Management Trainee, Sales Representative, Human Resource Recruiter, Professor/Lecturer, Human Resource Generalist, Deputy Manager, Human Resource Manager.

5 types of human resources specializations

There are several types of human resource specializations. Review this list of five specialties within the HR field to help you determine which type of HR role aligns with your interests and skills:

1. Recruitment

Human resource professionals who pursue this specialization can show employers their expertise in sourcing quality talent for open company positions. Many recruiters travel within their community, state or region to find new talent. Recruiters also provide hiring recommendations to a company’s human resource department. Some additional responsibilities of a human resource recruiter include:

Building candidate sourcing networks

Advertising available company positions

Reviewing and updating current job descriptions

Recommending company policies and practices

Managing internal employee allocations

2. Human resource managers

Human resource managers help a company define is human resource, hiring and employee retention strategies. Individuals within this specialization often collaborate with company leadership to ensure all human resource strategies align with company objectives. Some additional responsibilities of human resource managers include:

Managing talent acquisition processes

Mentoring human resource professionals

Maintaining employment regulation compliance

Evaluating current compensation and benefit trends

Conducting leadership or human resource interviews

3. Training and development

Human resource professionals who specialize in training and development can help a company effectively train its employees and develop new company leaders. Individuals who pursue this specialization often develop specialized knowledge regarding company operations, human resource practices, training methodologies, safety regulations and process ergonomics. Some additional responsibilities for training and development professionals include:

Developing and monitoring company training programs

Supervising training sessions

Conducting employee orientation sessions

Creating training material

Conducting performance evaluations

4. Compensation and benefits

Professionals who specialize in compensation and benefits help companies determine compensation and benefits packages for new or existing employees. They often analyze a company’s historical financial performance, industry trends and projected financial gains to determine compensations or benefits packages. Some additional duties compensation and benefits professionals perform include:

Designing company compensation and benefit programs

Verifying program alignment with HR vision and objectives

Evaluating current benefits and compensation plans

Informing employees about compensation and benefit changes

Researching benefit programs and plans

5. Financial management

Financial managers in the human resource field often create and manage a company’s human resource budget. They often collaborate with company leaders, department managers and employees to verify budget allocations. Some additional responsibilities of human resource financial managers include:

Preparing annual HR budget proposals

Conducting monthly, quarterly and annual budget reports

Maintaining internal budget documents

Fostering leadership and HR manager communication

Researching local, state and federal financial regulations

NB You may request for the modules price list via WhatsApp +233 59 489 5807 or email [email protected]