About GIMS College, Greater Noida

The GNIOT Institute of Management Studies (GIMS) College was founded with the goal of offering high-quality management education. It is known for its academic excellence and industry-focused approach. The college provides a range of Post Graduate Diploma in Management (PGDM) programs, one of which is the Human Resource Management (HRM) program, which is quite popular.

One of the things that makes GIMS College unique is its dedication to offering a comprehensive education that equips students for the demands of the business world. The faculty team at the institution is made up of seasoned educators and business experts who provide pertinent and useful knowledge and skills. Students gain a thorough comprehension of the subject thanks to this synthesis of theoretical ideas and practical insights.

Why Pursue PGDM in HRM at GIMS College?

GIMS College enjoys a well-established reputation in the management education industry due to its accreditation. High standards of education and industrial relevance are ensured by the AICTE approval of the PGDM program in HRM.

Curriculum With an Emphasis on Industry: The PGDM in HRM at GIMS College is made to give students a combination of academic understanding and practical skills that are pertinent to the HRM sector. Important topics including employee interactions, organizational behaviour, talent management, and human resource planning are covered in the curriculum.

Proficient Faculty: The GIMS College faculty is made up of experienced academicians and business professionals who infuse the classroom with a plethora of information and experience. Giving students the greatest learning experience possible is their main goal.

Modern classrooms: A well-stocked library, computer labs, and recreational areas are just a few of the state-of-the-art amenities that make GIMS College’s infrastructure ideal for studying.

Opportunities for Placement: Students from GIMS College have a proven track record of getting placed in prestigious companies worldwide. To help students improve their employability skills and get jobs, the college maintains a specialized placement cell that works directly with them.

Alumni Network: The robust alumni network of GIMS College helps students succeed in their HRM professions by offering them useful industry insights, networking opportunities, and mentorship.

Curriculum for PGDM in HRM at GIMS College

The goal of GIMS College’s PGDM in HRM program is to give students the information and abilities needed to succeed in the HRM industry. Core classes, elective courses, and hands-on training are all part of the program. Here is a quick rundown of the essential elements:

Core Courses: These cover basic HRM ideas like hiring, performance management, compensation management, human resource planning, and labour regulations.

Elective Courses: Students can select electives according to their professional aspirations and areas of interest. HR analytics, employee relations, organizational growth, and training and development are a few examples of topics covered in elective courses.

Practical Training: The curriculum involves projects or internships in companies, giving students exposure to real-world HR procedures and practical experience.

Skills Required:

Communication Skills: Effective communication is crucial while working with managers, staff, and external stakeholders.

Strong skills in problem-solving are essential for HRM since it entails handling a variety of employee-related concerns.

Interpersonal Skills: Having excellent interpersonal skills is essential for establishing and preserving connections with coworkers.

Analytical Skills: Possessing outstanding analytical skills can be advantageous because HR analytics is becoming more and more significant in HRM.

Making Ethical Decisions: Since HR workers frequently handle sensitive data, making ethical decisions is essential.

Career Prospects:

HR Manager: Responsible for supervising all aspects of an organization’s HR department, such as hiring, training, and employee relations.

In responsible of finding, vetting, and choosing applicants for different positions inside the company is the recruitment specialist.

Training Coordinator: In responsible for creating and carrying out training initiatives to improve workers’ abilities.

The person in charge of the organization’s benefits and compensation plans makes sure they are competitive and in line with the organization’s objectives.

Manager of Organizational Development: This role is dedicated to enhancing the efficacy of organizations by implementing strategic plans such employee engagement and change management.

CONCLUSION:

A PGDM in HRM at GIMS College in Greater Noida can be a life-changing opportunity for someone looking to advance in the HRM field. With GIMS College’s excellent academic record, industry-focused curriculum, knowledgeable professors, and robust placement opportunities, students are equipped with the skills and knowledge necessary to succeed in the HRM area.

GNIOT Institute of Management Studies
Best Management Institutes
Website: www.gims.net.in
Email: admission@gims.net.in
Toll Free No.: 18002746969

The post Pursuing PGDM in Human Resource Management college: Your Career Guide  appeared first on Best PGDM colleges in Delhi NCR.

Marketing Management:

Students who specialize in this field will gain the knowledge and abilities necessary to comprehend consumer behaviour, create marketing plans, and successfully market goods and services. To prepare them for careers as marketing managers, brand managers, or market research analysts, students’ study about branding, advertising, and digital marketing.

Financial Planning, Investment Analysis, Risk Management, and Corporate Finance are the main areas of concentration for the Finance Management specialization. To make wise judgments and efficiently manage their finances, students must learn how to interpret financial data. Graduates may choose to work as investment bankers, financial managers, or financial analysts.

Human Resource Management (HRM): This field of study focuses on managing an organization’s Human resources. Recruitment, training, performance reviews, and employee relations are among the topics covered in class. With this concentration, students can get ready for positions like talent acquisition specialist, training and development manager, or HR manager.

Information Technology (IT) Management: The strategic application of IT in business is the emphasis of the IT Management specialization. IT project management, database management, systems analysis, and infrastructure are all taught to students. Students that pursue this concentration are prepared for positions like those of IT manager, systems analysts, or consultant.

International business:

The specialization of international business addresses the worldwide facets of corporate operations. International marketing, cross-cultural management, finance in other countries, and global supply chain management are among the topics covered for students. Graduates can find employment in international consulting organizations, export-import companies, or global enterprises.

The concentration in entrepreneurship focuses on acquiring the abilities required to launch and oversee a profitable company enterprise. Pupils gain knowledge of entrepreneurial finance, creativity, opportunity recognition, and company planning. Graduates can work in innovation centres, venture capital firms, or startup incubators, or they can launch their own companies.

Business Analytics:

The focus of the Business Analytics specialization is on applying data analysis to inform corporate choices. Predictive modelling, statistical analysis, data mining, and data visualization are taught to students. Graduates can pursue careers as analytics managers, data scientists, or business analysts.

The specialization of Retail Management pertains to the management of retail operations and consumer relations. Retail marketing, customer service, merchandising, and shop operations are among the topics covered in class. Graduates can pursue careers as customer experience managers, retail managers, or merchandising managers.

Managing healthcare organizations and services is the focus of the Healthcare Management specialization. Healthcare systems, financing, policy, and quality control are among the topics covered in class. Graduates can pursue careers as consultants, administrators, or managers of health information.

CONCLUSION:

To sum up, choosing the appropriate specialization is an essential first step toward building a prosperous commercial career. Students can discover their specialty and start a fulfilling career in the business sector by investigating the different PGDM specialization and comprehending their distinctive features.

GNIOT Institute of Management Studies
Best Management Institutes
Website:www.gims.net.in
Email:admission@gims.net.in
Toll Free No.:18002746969

The post Exploring PGDM Specializations: Finding Your Niche in Business. appeared first on Best PGDM colleges in Delhi NCR.

Redefining the Role of HR

Traditionally, human resource management has often been seen as a predominantly administrative function dealing with payroll, benefits, and compliance. However, the pandemic has shed light on the pivotal role HR plays in driving an organization’s adaptability and resilience. SHRM has now evolved, encompassing strategic planning, workforce development, and fostering a culture of agility and innovation.

1. Remote Work and Hybrid Models

One of the most profound changes brought about by the pandemic has been the widespread acceptance and adoption of remote work. Organizations that were once hesitant about remote work had to adapt quickly to ensure business continuity. This transition has made it necessary for HR departments to reimagine their strategies for recruiting, onboarding, and employee engagement in a remote or hybrid work environment.

Effective SHRM in a Post-Pandemic World requires:

a. Digital Proficiency

HR professionals must now possess a deep understanding of the digital tools and technologies that enable remote work. Whether it’s video conferencing platforms, collaborative software, or employee monitoring systems, HR needs to be tech-savvy.

b. Employee Engagement

Maintaining employee engagement in a virtual world is a challenge that HR must address. Strategies for ensuring that remote workers feel connected, recognized, and valued are essential.

c. Talent Acquisition

Recruiting and onboarding employees remotely require a different set of skills and tools. SHRM now involves the use of AI-driven tools and digital platforms to source and evaluate candidates.

2. Employee Well-being and Mental Health

The pandemic has taken a considerable toll on mental health. The boundaries between work and personal life have blurred, and individuals are dealing with increased stress and anxiety. Organizations are realizing the importance of prioritizing employee well-being as a strategic component of SHRM.

Effective SHRM now involves:

a. Flexible Work Arrangements

Flexible work hours, compressed workweeks, or job-sharing arrangements have become vital for maintaining employee well-being.

b. Mental Health Support

Providing access to counselling services and promoting mental health awareness in the workplace are key elements of post-pandemic SHRM.

c. Work-Life Balance

Promoting work-life balance and preventing burnout is crucial. HR departments are now involved in creating policies and initiatives that foster a healthier work-life equilibrium.

3.Diversity, Equity, and Inclusion (DEI)

The pandemic exposed and exacerbated inequalities in society, prompting organizations to acknowledge the need for a deeper commitment to diversity, equity, and inclusion. HR is at the forefront of creating an inclusive workplace, addressing unconscious bias, and promoting diversity at all levels of the organization.

Effective SHRM must now focus on:

a. Inclusive Leadership

HR departments are tasked with training leaders to understand the importance of diversity and inclusion and how it contributes to organizational success.

b. Recruitment Practices

Revamping recruitment practices to ensure a diverse pool of candidates and addressing unconscious bias are key components of SHRM in the post-pandemic era.

c. Diversity Metrics

Setting and monitoring diversity metrics helps organizations hold themselves accountable and track progress in creating more inclusive workplaces.

Adapting to a Dynamic Workforce

The workforce has become more dynamic and diverse in the post-pandemic world. SHRM must evolve to address these changes:

 Skills-Based Hiring

The skills required to thrive in the post-pandemic world are different from those needed in the past. HR professionals must now be adept at identifying the skills and competencies that will drive success in this new era.

SHRM strategies include:

a. Skills Assessment

HR departments should focus on skills-based hiring, where the emphasis is on an applicant’s abilities rather than traditional qualifications.

b. Continuous Learning

With rapidly changing technology and work environments, organizations are placing a premium on continuous learning. HR is central to implementing reskilling and upskilling initiatives for employees.

c. Agile Workforce Planning

The ability to adapt quickly to changing circumstances is now a competitive advantage. SHRM is focused on creating a workforce that is agile and responsive to changes in the business environment.

The Role of Leadership

Leadership is critical in shaping the future of SHRM. The post-pandemic world calls for empathetic, visionary leaders who understand the importance of human capital and the role of HR in achieving organizational goals. Effective leaders prioritize communication, adaptability, and fostering a culture that encourages innovation and resilience.

Leadership qualities that are integral to SHRM in a Post-Pandemic World include:

a. Empathy

Empathetic leaders understand the challenges employees face and work to create a supportive environment.

b. Vision

Leadership with a clear vision for the future is essential to guide organizations through uncertainty and change.

c. Adaptability

Leaders must be agile and open to adjusting strategies and practices as the situation evolves.

Conclusion

Strategic Human Resource Management in a post-pandemic world is a complex and evolving field. The challenges of remote work, employee well-being, diversity and inclusion, and a dynamic workforce require HR departments to think strategically and innovatively. By embracing these changes and focusing on agility, resilience, and technology, organizations can position themselves to thrive in the new era, with HR at the forefront of driving success.  The future of HR is one where the people are not just the heart of the organization but also its driving force toward growth and adaptability. As we move forward, HR must be more strategic, more tech-savvy, more inclusive, and more empathetic than ever before. The pandemic has reshaped the world, and HR is at the forefront of reshaping how we manage our most valuable resource – our people. In doing so, HR becomes not just the department that handles personnel matters but the architect of an organization’s future success.

GNIOT Institute of Management Studies
Best College in Greater Noida
Website: www.gims.net.in
Email: admission@gims.net.in
Toll Free No.:18002746969

The post Strategic Human Resource Management in a Post-Pandemic World. appeared first on Best PGDM colleges in Delhi NCR.

Change is the only thing constant in this world. In today’s rapidly changing world, organizations must be able to adapt effectively and quickly in order to succeed. HR professionals play a crucial role in helping organizations navigate change successfully (Ulrich, 2013).

Design thinking is a human-centered approach to problem-solving that could  be used to assist HR professionals to change more effectively (Brown, 2010). Design thinking is a process that focuses on understanding the needs of people and  creating solutions that meet  needs.

This blog post will discuss how design thinking can be used to shape HR success in navigating change (Kelley & Kelley, 2013). We will also provide tips for HR professionals on how to use design thinking in their own work.

How Design Thinking Can Shape HR Success in Navigating Change: Comprehending Design Thinking

Design thinking can help HR professionals to go through change in a number of ways. First, design thinking can help HR professionals to understand the impact of change on employees (Dam & Teo, 2019). By understanding the needs and concerns of employees, HR professionals can develop strategies to support employees through the change process (Kotter, 2014).

Secondly, design thinking can help HR professionals to implement change effectively (Martin, 2017). By involving employees in the change process and by providing them with the support they need, HR professionals can increase the likelihood of successful change implementation (Armentrout & Tichy, 2000).

Lastly, design thinking can help HR professionals to develop innovative solutions and be creative to the challenges that change presents (Liedtka & Ogilvie, 2011). By thinking outside the box, HR professionals can come up with solutions that meet the needs of both its employees and organizations (Stickdorn & Schneider, 2011).

Tips for HR Professionals on How to Use Design Thinking in Their Own Work

Here are a few tips for HR professionals on how to use design thinking in their own work:

1. Start by understanding the needs of  employees : What are their problems? What are they want to achieve? What would make their working hours better? This can be achieved through employee interviews,surveys and focus groups,and anonymous feedback.
2. Provide employees with the support which they need to navigate the change. This may include training, access to resources,and coaching. By providing employees with the support they need, one can increase the likelihood of successful change implementation.
3. Involve employees in the change process. Get their input and feedback on the proposed solutions. This will help to ensure that the solutions are feasible and that they meet the needs of employees.
4. Be creative and innovative in  solutions. Don’t be afraid to think outside the box. Consider all possible solutions, even if they seem unconventional.
5. Identify the challenges that change presents. What are the potential risks and opportunities associated with the change? What are the potential impacts on employees? Once you have identified the challenges,you can start to develop solutions.

Case Study: How One company Used Design Thinking to Navigate Change

One company that has successfully used design thinking to navigate change is Google. In 2015, Google decided to move to a new office building. The move presented a number of challenges, including how to minimize disruption to employees and how to create a new workspace that would meet the needs of a growing and changing workforce (Google, 2015).

Google used design thinking to address these issues. The company started by understanding the needs of its employees. What were their concerns about the move? What did they want in their new workspace? Once Google understood the needs of its employees, it began to develop solutions.

Solution that Googles developed was to create a new workspace that would be more adaptable and flexible. The new workspace included a variety of different types of spaces, such as open workspaces, collaboration spaces and quiet spaces. This allowed employees to choose the space that best suited their work style and needs.

Another would be Google developed to create a “transition team” made up of employees from different departments. The transition team was responsible for developing and implementing a plan to minimize disruption to employees during the move.

Conclusion

Design thinking can be a powerful tool for HR professionals to navigate change successfully. By using design thinking, HR professionals can develop a deeper understanding of the impact of change on employees, innovative solutions and develop creativity to the challenges that change presents and implement change effectively.

Prof. Charul Sharma
Assistant Professor

GNIOT Institute of Management Studies
Best College in Greater Noida
Website: www.gims.net.in
Email: admission@gims.net.in
Toll Free No.: 18002746969

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