Part Time MBA in HR Analytics Syllabus 2025: Subjects, Specializations, and Semester-wise Syllabus

Part-Time MBA in HR Analytics Syllabus & Subjects

A Part-Time MBA in HR Analytics program typically offers a well-rounded syllabus that equips students with the knowledge and skills necessary to excel in the field of human resources, with a strong focus on data analysis and analytics. The curriculum often begins with foundational courses in HR management, covering topics such as talent acquisition, performance management, and employee relations. As the program progresses, students delve into the world of analytics, exploring subjects like data collection, statistical analysis, and predictive modelling specific to HR functions. Advanced courses may include workforce planning, HR metrics and reporting, and the use of HR analytics tools and software. The syllabus is designed to prepare graduates for HR leadership roles where they can harness data-driven insights to make informed decisions, optimize talent management strategies, and drive organizational success.

The table below lists some of the subject details for the Part-Time MBA with an HR Analytics Specialization:

Part-Time MBA in HR Analytics Projects

Let's look at some of the most creative Part-Time MBA in HR Analytics project ideas that are suitable for both experts and newcomers:

(i). Using HR analytics, determine how training and development activities affect employee productivity and satisfaction, and then make data-driven suggestions for improving training programs.

(ii). Develop retention strategies based on predictive models and focused interventions by analyzing staff turnover patterns within the company to discover important factors affecting attrition rates.

(iii). Analyze diversity and inclusion to determine the representation and participation of underrepresented groups, and then use HR analytics to develop an action plan to improve inclusivity.

(iv). To find trends and patterns in employee sentiment and to create plans to raise employee engagement and happiness, use sentiment analysis on data from employee feedback.

(v). Analyze data on candidate quality, performance, and retention to determine the efficacy of recruitment channels and selection techniques, and then suggest data-driven changes to the hiring procedure.

(vi). Utilize predictive analytics to foresee labor market demand and pinpoint potential skill gaps, enabling proactive workforce planning and talent acquisition initiatives.

(vii). Utilizing HR data to create fair and competitive compensation structures, conduct a compensation analysis to assess pay fairness and pinpoint areas for improvement.

(viii). Utilizing HR analytics to gauge the effectiveness of wellness initiatives and create evidence-based wellbeing strategies, investigate the relationship between employee well-being initiatives and productivity outcomes.

(ix). Utilize HR analytics to analyze employee performance data and pinpoint key performance factors to create performance management systems that are in line with organizational objectives.

(x). Utilize predictive analytics to determine which high-potential employees are at flight risk and create specialized retention measures to promote their development and engagement inside the company.

Reference Books for a Part-Time MBA in HR Analytics

Part-Time MBA in HR Analytics books provide students with both a thorough general review of the subject matter and a close examination of their specific area of expertise. The following are some of the books for reference: