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Human Resources/Poor marks in masters


Hi Sir,
I am atul from pune i am currently working in BPO with operations i wanna change my feild and want to make a career jn hr feild i am a commerce grad with 62 % marks but i am not confident enough that whether i can secure first class in my masters as well because i am working an supporting my self financially so cant leave current job an cant take up other HR job until my MBA is completed i have two questions if i perform bad in my MBA that means if i just pass with pass class or 40 - 45% will i get a good job in the market will these poor remarks on degree effect my entire life long career an if i gain some experience in HR in consultancy will that help an cover up my poor performance in my masters will things remain the same or change as i gain experience

HR career is dependent on 2 things a Good Degree with higher percentage of marks couple with a good understanding on concepts / principles of Human Resources Management.

There are plenty of jobs available in the recruitment side of HR which is a good entry point to enter the HR Domain.

You can pursue Executive MBA program of Symbiosis Pune while continuing to work in your present job.  This should be pretty useful to begin your HR Career

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Professional Experience & Achievements HR Policy Design & Implementation Involved in Policy making & manuals Comparative Industry study, Gap Analysis Updating and introduction of new ones Design and implementation of HR trackers relating to policies and practices Comp & Benefits and Rewards management Design and implementation Compensation and Benefits Policy Periodic Benchmarking Compensation and restructured Compensation / Levels Updating Grades and designations Advising Management on current trends in C & B with respect to annual increases. Financial impact analysis and creation of budgets for the year. Presenting Reports to Management effective cost control, Manpower cost budgets, and forecasting incremental changes for implementation. Presenting on Quarterly C&B data based on the reports from professional bodies Hewitt / Mercer supplemented by collecting informal data from other companies Parity analysis for new hires vis--vis the existing employees in similar grades / level Designed and implemented a robust and transparent Rewards Recognition system Performance Management Talent Acquisition Part of Project Team for composition and positioning of team members. Documented the level / grade and budgets for open positions, project estimation with respect to manpower costs and hiring costs. Designed and implemented cost effective hiring solutions maximizing Employee referrals with innovative campaigns. Career Management: Learning & Development Initiatives Communication and change management Employee Engagement Employee Retention

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