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Scope of Human Resource Management

May 7, 2024 - 3:43
Scope of Human Resource Management


In today’s competitive business landscape, an organisation’s greatest asset isn’t its physical resources or brand name – it’s its people. The scope of strategic Human Resource Management (HRM) is the strategic approach to managing this invaluable asset, ensuring a talented and engaged workforce that propels the organisation towards success. This article delves into the multifaceted scope of HRM, exploring its core functions, objectives, and the ever-evolving role it plays in today’s workplace, detailing the scope of HRM in MBA and other specialisations to go with Amrita AHEAD. 

What is the Definition of Human Resource Management? 

Human Resource Management (HRM) refers to the strategic and comprehensive process of acquiring, developing, managing, and motivating an organization’s workforce. It encompasses a wide range of activities, from attracting and recruiting qualified employees to fostering a positive work environment, ensuring legal compliance, and overseeing employee well-being. Effective HRM practices contribute significantly to an organization’s overall performance by: 

  • Optimizing talent acquisition: Ensuring the right people are hired for the right jobs. 
  • Maximizing employee potential: Providing opportunities for learning, development, and career growth. 
  • Maintaining a positive work environment: Promoting employee engagement, satisfaction, and well-being. 
  • Enhancing organizational effectiveness: Aligning HR practices with the organization’s goals and strategies. 

What are the Key Functions of Human Resource Management? 

The scope of HRM can be broadly categorized into several key functions, each playing a crucial role in the employee lifecycle within an organization. These core functions include: 

  • Human Resource Planning: Forecasting future workforce needs, identifying skill gaps, and developing strategies to address them. 
  • Recruitment and Selection: Attracting qualified candidates, screening applicants, and selecting the most suitable individuals for open positions. 
  • Onboarding and Orientation: Integrating new hires into the organization, providing them with the necessary information and training to succeed in their roles. 
  • Training and Development: Equipping employees with the skills and knowledge necessary to perform their jobs effectively and contribute to the organization’s goals. 
  • Performance Management: Setting clear performance expectations, providing feedback, and evaluating employee performance to identify areas for improvement and growth. 
  • Compensation and Benefits Administration: Developing and managing competitive compensation packages, including salaries, bonuses, and benefits programs. 
  • Employee Relations: Maintaining positive relationships with employees by fostering open communication, addressing grievances, and promoting a respectful work environment. 
  • Risk Management and Legal Compliance: Ensuring adherence to labor laws and regulations, and mitigating potential workplace risks. 

What are the Objectives of Human Resource Management? 

How is the scope of human resource management important ?The core objectives of HRM align with the overall strategic goals of the organization. Effective HRM practices strive to achieve: 

  • Attracting and Retaining Top Talent: Building a strong employer brand to attract qualified candidates and implementing strategies to retain high-performing employees. 
  • Optimizing Employee Performance: Developing and nurturing employee skills to ensure a competent and productive workforce. 
  • Promoting Employee Engagement: Creating a positive and motivating work environment that fosters employee satisfaction and commitment to the organization’s success. 
  • Ensuring Legal Compliance: Maintaining compliance with all relevant labor laws and regulations. 
  • Contributing to the Organization’s Strategic Goals: Aligning HR practices with the organization’s mission, vision, and strategic scope of human resourse management and its objectives. 

What is the Scope of Human Resource Management? 

what is the scope of human resource management? how is the scope of human resource management? To know what is included in the scope of human resource management you need to go deep into what scope of human resource management is .Thes cope of human resourse management can be explained in terms of considering the scope of strategic human resource management that extends far beyond simply filling open positions. It encompasses the entire employee lifecycle, from attracting and recruiting talent to ensuring their well-being and ongoing development within the organization. Here’s a closer look at the broader scope of HRM: 

The scope of HR in India is vast and ever-evolving. HR professionals play a crucial role in managing India’s growing workforce, ensuring compliance with labor laws, and fostering a positive work culture. This broad scope of HR in India demands HR professionals to be adaptable, skilled in talent management, and strategic in driving employee engagement.Furthermore, the scope of HR in India increasingly emphasizes areas like employee well-being, diversity and inclusion initiatives, and navigating the unique challenges of the Indian work know more about what is included in the scope of human resource management these points would fetch an answer . 

  • Strategic Partnership: HR professionals act as strategic partners with business leaders, aligning HR initiatives with the organization’s overall strategy. 
  • Employee Well-being: Modern HRM recognizes the importance of employee well-being and the scope of the hrm includes  programs that promote physical, mental, and emotional health . 
  • Diversity and Inclusion: Creating a diverse and inclusive workplace environment where all employees feel valued and respected is a key focus of HRM which is the major scope of human resource management,the scope of the hrm includes all employees irrespective of a hierarchy. 
  • Data-Driven Decision Making: The scope of human resource management includes HR professionals increasingly utilize data analytics to measure the effectiveness of HR programs and make informed decisions. 
  • Technological Innovation: HRM is constantly evolving to keep pace with technological advancements. The scope of the hrm includes using online recruitment platforms, learning management systems, and employee engagement tools. 

The Expanding what is the Scope of HRM in the Modern Workplace and what is included in the scope of human resource management is a varied task ,explaining what is the scope of human resource management includes with the nature of work. Here are some emerging trends shaping the future of HRM that briefs how is the scope of human resource management important and what is what is the scope of hrm in a wwider perspective. 

  • Focus on the Employee Experience: Creating a positive and engaging employee experience is critical for attracting and retaining top talent thus explain the scope of hrm 
  • The Rise of Talent Management: Organizations are increasingly focused ondeveloping and retaining high-potential employees through strategic talent management programs thus explain the scope of hrm. 
  • The Gig Economy and Remote Work: HRM practices need to adapt to accommodate the growing number of remote workers and contingent workers in the gig economy. 
  • Artificial Intelligence (AI) in HR: AI is being used for tasks like resume screening, candidate assessment, and employee onboarding, transforming traditional HR thus explain the scope of hrm functions. 
  • Focus on Employee Mental Health: Mental health awareness and support programs are becoming a top priority for HR departments. 

The HR scope encompasses the entire employee lifecycle, from recruitment and onboarding to performance management and compensation. Within this HR scope, HR professionals ensure a positive work environment, legal compliance, and a skilled and motivated workforce. The HR scope is vital for any organization seeking to maximize its human capital and achieve its strategic goals. 

HRM Across Degree Programs(MA HRM, MBA HRM, and MBA IHRM) 

MA HRM: This program focuses specifically on the theory, practices, and research of HRM. The scope here delves deep into core HR functions like compensation and benefits, recruitment and selection, and performance management. You’ll also gain expertise in research methods and HR law and ethics, equipping you to critically analyze HR practices and contribute to the field through research. 

MBA HRM: This program takes a broader business-oriented approach to HRM. While core HR courses like those in the MA HRM programme are included, the scope expands to encompass business fundamentals like finance, marketing, and accounting. This equips you to understand how HR practices impact the organization’s overall business strategy. The program also emphasizes strategic HR management, enabling you to make data-driven decisions and align HR initiatives with the organization’s goals. 

MBA IHRM: This program focuses on HRM within a global context. The scope builds upon the core HR functions and business fundamentals covered in the MBA HRM program, but with an added emphasis on international business. Courses delve into global talent management, international compensation and benefits, and navigating the complexities of managing a diverse workforce across different cultures and legal systems. This program prepares you for a career in international HR and positions you to contribute to the success of multinational corporations. 

By understanding the scope of HRM within each program, you can choose the degree that best aligns with your career goals and interests. 

This table compares the scope of Human Resource Management (HRM) across three different degree programs: Master of Arts in Human Resource Management (MA HRM), Master of Business Administration in Human Resource Management (MBA HRM), and Master of Business Administration in International Human Resource Management (MBA IHRM). It helps you understand what’s included in the scope of HRM for each program. 






Specialized in HR theory, practices, and research 

Broader business focus with a specialization in HR 

Specialization in HR within a global context 


Core HR courses (compensation, recruitment, performance management), research methods, HR law and ethics 

Business fundamentals (finance, marketing, accounting), core HR courses, strategic HR management 

Core HR courses, international business courses, global talent management, international compensation & benefits 

Target Audience 

HR professionals seeking career advancement, individuals with limited business background 

Professionals with business experience looking to specialize in HR, those transitioning careers 

HR professionals interested in global opportunities, individuals with international business aspirations 

Career Paths 

HR Generalist, Training and Development Specialist, Compensation and Benefits Manager 

HR Business Partner, Talent Management Specialist, Chief Human Resource Officer (CHRO) 

International HR Specialist, Global Talent Acquisition Manager, Regional HR Director 

Time Commitment 

Typically 1-2 years full-time or part-time 

Typically 1-2 years full-time or part-time 

Typically 1-2 years full-time or part-time 


Generally lower tuition fees compared to MBA programs 

Higher tuition fees compared to MA programs 

Higher tuition fees compared to MA programs 


Bachelor’s degree in any field 

Bachelor’s degree in any field, work experience may be preferred 

Bachelor’s degree in any field, work experience may be preferred 

What is MA HRM? 

MA HRM stands for Master of Arts in Human Resource Management. It’s a postgraduate degree program designed to equip you with advanced knowledge and skills in managing people within an organization. Here’s a breakdown of the key aspects: 

  • Master’s Level: An MA HRM is a postgraduate program, typically requiring a bachelor’s degree for admission. It builds upon your existing knowledge of HR and provides a deeper understanding of the field. 
  • Focus on Human Resource Management: The program delves specifically into the various aspects of HR, including recruitment, training, performance management, compensation and benefits, and employee relations. 
  • Advanced Curriculum: Compared to a bachelor’s degree in HR, an MA HRM program offers a more advanced curriculum. You’ll explore strategic aspects of HR, delve into specialized areas, and develop leadership skills necessary for senior HR roles. 
  • Career Advancement: An MA HRM can significantly enhance your career prospects. It qualifies you for more senior HR positions, opens doors to leadership roles in HR departments, and equips you to handle complex HR challenges within organizations. 

What is meant by IHRM? 

This table provides a clear comparison between Human Resource Management (HRM) and International Human Resource Management (IHRM) defining the scope of ihrm. It highlights the key differences in their focus, scope, and how they handle various HR functions in a globalized context.scope of ihrm and hrm are given in brief.  

The key takeaway in scope of ihrm is that IHRM builds upon traditional HR practices but expands them to address the complexities of managing a diverse workforce across different countries.This table provides a clear comparison between Human Resource Management (HRM) and International Human Resource Management (IHRM). The scope of hrm includes mainly the key differences in their focus, scope of ihrm, and how they handle various HR functions in a globalized context. 


Human Resource Management (HRM) 

International Human Resource Management (IHRM) 


Domestic workforce within a single country 

Global workforce across multiple countries 


Traditional HR functions (recruitment, compensation, performance management) 

Broader scope encompassing cultural considerations, global talent management, and international compliance 

Workforce Diversity 

Relatively homogenous workforce 

Highly diverse workforce with varying cultures, languages, and legal systems 


Focuses on attracting talent within the national boundaries 

Considers global talent pool, adapts recruitment strategies for different cultures 

Training and Development 

Training programs may not address cultural differences 

Training emphasizes cross-cultural communication, cultural sensitivity, and global awareness 

Performance Management 

Performance metrics may not be adaptable to different cultures 

Establishes culturally appropriate performance metrics and provides culturally sensitive feedback 

Compensation and Benefits 

Compensation packages are designed for the domestic market 

Designs competitive and culturally appropriate compensation and benefits packages for different locations 

Employee Relations 

Manages employee relations within national labor laws 

Manages employee relations adhering to local labor laws across different countries, handles complex international issues (transfers, repatriation) 

Talent Development 

Focuses on developing talent within the domestic workforce 

Identifies and develops high-potential employees from the global workforce, promotes international assignments and career mobility 

HR Strategy and Policy 

Develops HR policies and practices for the domestic context 

Develops adaptable HR policies that comply with international regulations while aligning with the organization’s global strategy 


Technology utilization may be limited to domestic applications 

Utilizes technology for global recruitment, virtual training, and cross-border communication 

Geopolitical Risks 

Not a major consideration 

Needs to consider and mitigate potential risks associated with political instability, economic fluctuations, and legal changes in different countries 

Ethics and CSR 

Ethical practices comply with domestic labor standards 

Ensures ethical HR practices comply with international labor standards and contribute to the organization’s CSR initiatives globally 

What is HR management in MBA?  

An MBA in HR Management (HR) equips you with the knowledge and skills to become a strategic business partner within the realm of Human Resources. While traditional HR focuses on administrative tasks like recruitment and payroll, an MBA in HR or the scope of hrm in MBA takes a broader view. 

Here’s what an MBA in HR Management typically entails: 

  • Business Fundamentals: You’ll gain a strong foundation in business disciplines like finance, marketing, and accounting, providing a well-rounded perspective for strategic HR decision-making. 
  • Advanced HR Practices: The program delves into advanced HR topics like talent management, compensation and benefits design, performance management, and employee relations. 
  • Leadership and Strategic Thinking: An MBA in HR cultivates your leadership skills and strategic thinking abilities, enabling you to align HR initiatives with the organization’s overall goals. 
  • Data Analysis and HR Metrics: You’ll learn to leverage data analytics to measure the effectiveness of HR programs and make data-driven decisions. 
  • Change Management: Navigating organizational change is a crucial skill for HR professionals, and an MBA in HR equips you with the necessary change management strategies. 

Amrita AHEAD MBA Online Program has multitudes of advantages when compared to any other online MBA program as it is available for various other specialisations as well.An MBA can be a valuable asset for those seeking leadership positions, career advancement, or a switch to a different business function.Amrita ahead is one of the top MBA in finance programs offered by Amrita University in world-class standards. 

 The cost of an MBA can be substantial when compare to benefits of MBA in Finance. Consider scholarships, financial aid options, and the potential return on investment before enrolling. MBA programs are typically rigorous and require a significant time commitment.Here are some online MBA programs:- 

  • Online MBA Finance: An MBA in Finance equips you with advanced knowledge of financial markets, investment analysis, financial modeling, and corporate finance. This specialization is ideal for those aspiring to careers in investment banking, corporate finance, financial planning, or wealth management. 
  • Online MBA Marketing: An MBA in Marketing provides you with a deep understanding of consumer behavior, marketing strategy, market research, branding, and digital marketing. This specialization is a great choice for those interested in careers in product marketing, brand management, market research, or digital marketing. 
  • Online MBA Human Resources: An MBA in Human Resources teaches you about talent management, recruitment, employee relations, compensation and benefits, and training and development. This specialization is well-suited for those who want to pursue careers in HR management, talent acquisition, or employee relations. 
  • Online MBA Operations Management: MBA Operations includes modules such as supply chain management, project management, and operations strategy. 
  • Online MBA Artificial Intelligence: MBA Artificial Intelligence includes other modules such as machine learning, data visualization, and natural language processing. 
  • Online MBA ACCA: MBA ACCA includes modules such as Marketing and Business Environment, Accounting and Managerial Finance, Financial Management, Systems and Operations Management, Strategic Management and Leadership, and Business Analysis. 

What is the Scope of HRM in MBA? 

An MBA in HR Management opens doors to a variety of career opportunities.An MBA can equip you with the advanced knowledge, leadership skills, and strategic thinking necessary to excel in these roles and propel your HR career to new heights. The table given below summarizes the expanded scope of HRM covered in an MBA program. It highlights three key areas such as Area of Focus that specifies the core subject matter within HRM that the MBA program emphasizes.The Description column provides a brief explanation of what’s involved in each area of focus.The scope section details how an MBA expands your understanding and expertise within each HRM area. It explains how the program broadens your perspective on HR’s impact on the organization and prepares you for specialized HR roles. 

Area of Focus 



Business Fundamentals 

Gain a strong foundation in finance, marketing, and accounting to make strategic HR decisions. 

Broadens understanding of how HR impacts the organization’s financial health and overall business strategy. 

Advanced HR Practices 

Deepen understanding of complex HR topics like talent management, compensation & benefits design, performance management, and employee relations. 

Deepens expertise in core HR functions and prepares for specialized HR roles. 

Talent Management 

Attracting, developing, and retaining top talent. 

Focuses on the entire employee lifecycle, from recruitment to development and retention strategies. 

Compensation & Benefits Design 

Create competitive packages to attract and retain employees. 

Analyzes market trends and internal needs to design compensation structures that attract and motivate employees. 

Performance Management 

Set clear expectations, provide feedback, and evaluate employee performance. 

Creates a system for ongoing performance improvement and development. 

Employee Relations 

Foster positive relationships and manage conflict. 

Maintains a harmonious work environment and addresses employee concerns. 

Leadership & Strategic Thinking 

Develop leadership skills and strategic thinking to align HR initiatives with organizational goals, advocate for HR programs, and solve complex HR challenges. 

Positions HR as a strategic partner driving organizational success. 

Data Analysis & HR Metrics 

Leverage data analytics to measure HR program effectiveness, identify trends, and use metrics to demonstrate HR’s value. 

Uses data to make informed HR decisions, justify HR programs, and measure their impact on business outcomes. 

Change Management 

Equip yourself with skills to navigate organizational change effectively by developing and implementing change management strategies, managing employee resistance, and ensuring smooth transitions during restructuring or mergers. 

Expands HR’s role beyond daily operations to managing and supporting organizational change initiatives. 


The ever-expanding scope of HRM or scope of hrm in mba reflects the growing recognition of the critical role employees play in an organization’s success. By adopting a strategic and comprehensive approach to talent management, HR professionals can empower employees, foster a positive work environment, and drive organizational effectiveness in the ever-changing world of work. 

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