Overview of the Course BSBA HR Maj.

A Bachelor of Science in Business Administration (BSBA) with a major in Human Resource Management is an undergraduate degree
program that focuses on preparing students for careers in the field of human resources (HR). This program combines general business
administration principles with specialized coursework in human resource management. Here are some key aspects of this program:

1. Core Business Courses

• Students pursuing a BSBA in Human Resource Management will typically take core business courses covering areas such as
accounting, finance, marketing, management, and organizational behavior. These courses provide a broad understanding of
business principles.
2. Human Resource Management Courses
• The major in Human Resource Management includes specific courses that delve into HR-related topics. These courses may
cover subjects such as recruitment and selection, employee training and development, compensation and benefits, labor
relations, employment law, and strategic HR management.
3. Organizational Behavior
• Understanding the behavior of individuals and groups within an organization is crucial for effective HR management. Courses in
organizational behavior explore topics such as motivation, communication, leadership, and team dynamics.
4. Labor Laws and Regulations
• Given the legal and regulatory aspects of HR, students in this program often study employment law, labor relations, and other
relevant regulations. This knowledge is essential for HR professionals to ensure compliance and fair practices in the workplace.
5. Internships and Practical Experience
• Many programs include internships or practical experiences that allow students to apply theoretical knowledge in real-world HR
settings. This hands-on experience can be valuable in preparing students for their future careers.
6. Strategic HR Management
• Some programs emphasize strategic HR management, helping students understand how HR functions can align with overall
business goals and contribute to the success of an organization.

The Bachelor of Science in Business Administration (BSBA) with a major in Human Resource Management is typically structured as a
four-year undergraduate degree program. The course's years are organized as follows:

First Year:

Foundational courses in business principles.

Introductory courses in accounting, economics, mathematics, and communication.
General business studies to establish a basic understanding.

Second Year:

Continued core business courses.

Introduction to more specialized areas related to human resource management.
Courses may include organizational behavior and business ethics.

Third Year:

Advanced coursework in human resource management.

Topics may include recruitment and selection, compensation and benefits, labor relations, and employment law.
Deepening understanding of HR practices and principles.

Fourth Year:

Capstone courses integrating knowledge acquired throughout the program.

Projects, case studies, or simulations to showcase skills and strategic thinking.
Internships or practical experiences to provide hands-on exposure to the field.

Jobs for a BSBA HR Maj. Graduate

1. Human Resources Specialist/Generalist
Salary:
• Entry Level: PHP 20,000 - PHP 30,000
• Mid-Career: PHP 30,000 - PHP 50,000
• Experienced: PHP 50,000 - PHP 80,000+

Role:
Handle various HR functions, including recruitment, onboarding, employee relations, performance management, and HR
administration. Serve as a point of contact for employees regarding HR-related matters.

Responsibilities:

Recruitment and onboarding of employees.

Employee relations and conflict resolution.
Performance management and appraisal processes.
HR administration and record-keeping.

2. Recruitment Coordinator/Recruiter
Salary:
• Entry Level: PHP 20,000 - PHP 30,000
• Mid-Career: PHP 30,000 - PHP 50,000
• Experienced: PHP 50,000 - PHP 80,000+

Role:
Responsible for sourcing, interviewing, and hiring candidates. Collaborate with hiring managers to understand staffing needs, create
job descriptions, conduct job fairs, and manage the entire recruitment process.

Responsibilities:

Source and identify qualified candidates.

Conduct interviews and assessments.
Collaborate with hiring managers to define job requirements.
Manage the recruitment process from start to finish.

3. Employee Relation Specialist

Salary:
• Entry Level: PHP 25,000 - PHP 35,000
• Mid-Career: PHP 35,000 - PHP 60,000
• Experienced: PHP 60,000 - PHP 90,000+

Role:
Address workplace conflicts, conduct investigations into employee complaints, and implement policies and procedures to maintain
positive employee-employee relationships. Provide guidance on employee discipline and dispute resolution.

Responsibilities:

Address workplace conflicts and employee concerns.

Investigate complaints and disputes.
Implement policies and procedures to foster positive relationships.
Provide guidance on disciplinary actions.

4. Labor Relations Specialist

Salary:
• Entry Level: PHP 30,000 - PHP 40,000
• Mid-Career: PHP 40,000 - PHP 65,000
• Experienced: PHP 65,000 - PHP 90,000+

Role:
Manage relationships between the organization and labor unions. Negotiate labor agreements, address labor-related disputes, and
ensure compliance with labor laws and regulations.

Responsibilities:

Manage relationships with labor unions.

Negotiate and administer labor agreements.
 Address labor-related disputes.
Ensure compliance with labor laws.

5. Organizational Development Specialist

*Salary:
• Entry Level: PHP 30,000 - PHP 40,000
• Mid-Career: PHP 40,000 - PHP 70,000
• Experienced: PHP 70,000 - PHP 100,000+

Role:
Work on initiatives to improve organizational effectiveness. Implement strategies for change management, leadership development,
and employee engagement.

Responsibilities:

Develop and implement strategies for organizational improvement.

Facilitate change management initiatives.
Assess organizational needs and recommend interventions.
Foster a positive organizational culture.

6. Employee Engagement Specialist

Salary:
• Entry Level: PHP 25,000 - PHP 35,000
• Mid-Career: PHP 35,000 - PHP 60,000
• Experienced: PHP 60,000 - PHP 90,000+

Role:
Develop and implement programs to enhance employee satisfaction, motivation, and overall engagement. Conduct surveys, analyze
feedback, and recommend strategies to improve the work environment.

Responsibilities:

Develop and implement programs to enhance employee satisfaction.

Conduct employee surveys and feedback sessions.
Implement initiatives to boost motivation and morale.
Foster a positive and inclusive workplace culture.

7. Corporate Trainer
Salary:
• Entry Level: PHP 25,000 - PHP 35,000
• Mid-Career: PHP 35,000 - PHP 60,000
• Experienced: PHP 60,000 - PHP 90,000+

Role:
Conduct training sessions to enhance employee skills and knowledge. Develop training materials assess training needs, and deliver
effective learning experiences.

Responsibilities:

Design and develop training materials.

Deliver training sessions to employees.
Assess training needs and evaluate program effectiveness.
Facilitate learning and development initiatives.

8. HR Information Systems (HRIS) Specialist

Salary:
• Entry Level: PHP 25,000 - PHP 35,000
• Mid-Career: PHP 35,000 - PHP 60,000
• Experienced: PHP 60,000 - PHP 90,000+
Role:
Administer and optimize HR software and systems. Manage employee data, generate reports, and ensure the smooth functioning of
HR information systems.

Responsibilities:

Administer HR software and systems.

Manage employee data and records.
Ensure the accuracy and security of HR information.
Provide technical support for HRIS.

Increase chances to be hired through:

1. Gain Relevant Skills
• Acquire and enhance skills relevant to the specific HR role I am interested in.
2. Internships and Practical Experience
• Secure internships or participate in co-op programs to gain practical experience. Look for opportunities to work in HR
departments or related roles to build a foundation on hands-on experience.
3. Certifications
• Consider obtaining relevant HR-certifications such as Professional in Human Resources (PHR), Senior Professional in Human
Resources (SPHR), or other specialized certifications based on my career goals.
4. Networking
• Attend HR conferences, seminars, and networking events to connect with professionals in the field.
5. Professional Memberships
• Join HR professional organizations such as the Society for Human Resource Management (SHRM) or local HR associations.
Membership can provide access to resources and networking opportunities.
6. Tailor My Resume
• Highlighting relevant skills and experiences. Tailoring the resume to the specific job description.
7. Develop a Strong Cover Letter
• Writing a compelling cover letter that expresses my interest in the position and demonstrate how my skills and experiences align
with the job requirements.
8. Practice Interviewing
• Practicing common HR interview questions and be ready to discuss experiences and how they relate to the position. Showcase
my understanding of HR principles and my ability to contribute to the organization.

Pros & Cons

Pros
1. Diverse Career Opportunities:

HR encompasses various roles, from recruitment and training to employee relations and strategic management, providing
opportunities for specialization and career growth.

2. Impact on Organizational Culture:

HR professionals play a crucial role in shaping and maintaining a positive organizational culture. They contribute to employee
engagement, satisfaction, and overall well-being.

3. Facilitating Professional Development:

HR departments often oversee training and development programs, helping employees enhance their skills and advance in their
careers.

4. Problem-Solving and Conflict Resolution:

HR professionals have the opportunity to address workplace issues, mediate conflicts, and contribute to a harmonious work
environment.

5. Strategic Business Contribution:

HR professionals are increasingly seen as strategic partners, contributing to business planning, talent management, and
organizational development.
 6. Understanding Legal and Regulatory Compliance:

HR specialists are well-versed in employment laws and regulations, ensuring the organization complies with legal requirements
and avoids legal issues.

7. Building Relationships:

HR professionals often serve as liaisons between employees and management, fostering positive relationships and
communication.

8. Continuous Learning:

The dynamic nature of HR requires professionals to stay informed about industry trends, employment laws, and best practices,
fostering a culture of continuous learning.

Cons
1. Dealing with Workplace Conflicts:

HR professionals often handle employee conflicts, which can be emotionally challenging and require effective problem-solving
skills.

2. Managing Employee Layoffs or Terminations:

Conducting layoffs or terminations is a difficult aspect of HR that can be emotionally draining and requires sensitivity.

3. Handling Employee Complaints:

HR may be tasked with investigating and addressing employee complaints, which can be time-consuming and emotionally
demanding.

4. Balancing Employee and Employer Interests:

HR professionals often need to find a balance between employee needs and organizational goals, which can be challenging when
interests conflict.

5. Navigating Workplace Politics:

HR may have to navigate organizational politics and manage competing interests, requiring diplomatic skills.

6. Maintaining Confidentiality:

HR professionals must handle sensitive employee information while maintaining confidentiality, which can be challenging when
balancing transparency with privacy.

7. Enforcing Policies and Procedures:

HR is responsible for enforcing company policies, which can create tension, especially when unpopular decisions must be
communicated and implemented.

8. High Expectations for Conflict Resolution:

There may be unrealistic expectations for HR to resolve all conflicts, and the inability to do so can lead to frustration.