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Logout1. Labour Laws: As a potential MBA-HR student, you will learn a lot about labour laws, how to apply them, and other topics that will aid employees in protecting their rights. It is your responsibility to educate employees on their rights while also assisting employers in avoiding lawsuits, penalties, and legal costs.
As a result, before your MBA interview, a quick review of labour regulations, particularly those relating to maternity, discrimination, harassment, worker health and safety, industrial disputes, and so on, would suffice.
2. Employee Life Cycle: Employee lifecycle (ELC) refers to the many stages that an employee goes through while working for a company. Recruitment, onboarding, development, retention, and finally, offboarding are all part of this process. Knowing anything about the employee lifecycle will help you gain brownie points as an MBA candidate studying HRM and becoming an HR manager. If you know about ELC, you can readily answer questions like recruitment ethics or “how to prevent attrition.”
3. Management Styles: There are three management styles in a business setting: autocratic, democratic, and laissez-faire. Authoritarian management is a commanding style of leadership. Authoritative, persuasive, and paternalistic are examples of this style.
Democratic management is a management style in which managers make decisions with the involvement of employees. Consultative, participative, and collaborative are other varieties of this style. A laissez-faire management style entails little or no intervention from the top.
4. Employee Behavior: An HR manager’s job entails much more than rangoli-making, recruiting, and payroll. An HR manager also checks to see if the employees are content, pleased, and safe at work. As a result, if you complete your degree and become an HR manager, your responsibility will be to assist managers of other teams inadequately managing their people. As a result, you must understand what drives and demotivates personnel.