Comprehensive Course Breakdown
| Semester | Course Code | Course Title | Credits (L-T-P-C) | Prerequisites |
|---|---|---|---|---|
| 1 | HUM-101 | Introduction to Human Resources Management | 3-0-0-3 | None |
| 1 | BMS-101 | Business Communication Skills | 2-0-0-2 | None |
| 1 | MAT-101 | Mathematics for Business | 3-0-0-3 | None |
| 1 | ELE-101 | Electronics and Communication Fundamentals | 3-0-0-3 | None |
| 1 | LAB-101 | Business Communication Lab | 0-0-2-1 | None |
| 2 | HUM-201 | Organizational Behavior and Psychology | 3-0-0-3 | HUM-101 |
| 2 | MAT-201 | Statistics for Management | 3-0-0-3 | MAT-101 |
| 2 | BMS-201 | Management Principles and Practices | 3-0-0-3 | BMS-101 |
| 2 | LAB-201 | Business Analytics Lab | 0-0-2-1 | MAT-201 |
| 3 | HUM-301 | Recruitment and Selection Strategies | 3-0-0-3 | HUM-201 |
| 3 | BMS-301 | Human Capital Development | 3-0-0-3 | BMS-201 |
| 3 | LAB-301 | HR Technology Lab | 0-0-2-1 | HUM-301 |
| 4 | HUM-401 | Performance Management and Appraisal | 3-0-0-3 | HUM-301 |
| 4 | BMS-401 | Employee Relations and Labor Law | 3-0-0-3 | BMS-301 |
| 4 | LAB-401 | HR Analytics Workshop | 0-0-2-1 | HUM-401 |
| 5 | HUM-501 | Compensation and Benefits Design | 3-0-0-3 | HUM-401 |
| 5 | BMS-501 | Diversity and Inclusion in Organizations | 3-0-0-3 | BMS-401 |
| 5 | LAB-501 | HR Innovation Lab | 0-0-2-1 | HUM-501 |
| 6 | HUM-601 | Strategic Human Resource Planning | 3-0-0-3 | HUM-501 |
| 6 | BMS-601 | Change Management and Organizational Development | 3-0-0-3 | BMS-501 |
| 6 | LAB-601 | Leadership Simulation Lab | 0-0-2-1 | HUM-601 |
| 7 | HUM-701 | Global Human Resource Management | 3-0-0-3 | HUM-601 |
| 7 | BMS-701 | HR Technology and Innovation | 3-0-0-3 | BMS-601 |
| 7 | LAB-701 | Research Methodology Lab | 0-0-2-1 | HUM-701 |
| 8 | HUM-801 | Final Year Capstone Project | 0-0-6-6 | HUM-701 |
| 8 | BMS-801 | Internship in HR | 0-0-6-6 | BMS-701 |
| 8 | LAB-801 | HR Consulting Workshop | 0-0-2-1 | HUM-801 |
Advanced Departmental Electives
The department offers a rich array of advanced departmental electives that reflect the evolving nature of HR practices in modern organizations. These courses are designed to deepen students' understanding and equip them with specialized skills required for strategic roles.
Advanced Recruitment Techniques: This course explores cutting-edge recruitment methods including AI-powered screening tools, social media sourcing strategies, and predictive analytics for identifying high-potential candidates. Students learn how to design and implement effective recruitment campaigns aligned with organizational goals.
Employee Engagement and Retention Strategies: This elective focuses on understanding employee motivations, designing engagement initiatives, and developing retention frameworks that reduce turnover rates. It includes hands-on workshops on conducting employee surveys, analyzing feedback, and implementing targeted interventions.
Workforce Analytics and Data Mining: Students gain proficiency in using data analytics tools to extract insights from HR databases. Topics include predictive modeling for performance assessment, identifying patterns in attrition, and leveraging big data for decision-making in talent management.
Global Talent Management: This course addresses the complexities of managing human capital across different cultures and regions. Students examine international labor laws, expatriate management, cross-cultural communication strategies, and global compensation frameworks.
Organizational Development and Change Management: This elective delves into methodologies for driving organizational transformation. It covers models like Kotter's 8-Step Process, ADKAR model, and change readiness assessments. Students learn how to facilitate organizational change through effective communication, stakeholder management, and implementation strategies.
Diversity and Inclusion in the Workplace: This course examines the legal and ethical dimensions of diversity initiatives. It explores unconscious bias, inclusive leadership styles, and the impact of diversity on innovation and productivity. Students engage in case studies from Fortune 500 companies to understand best practices in fostering inclusive environments.
HR Technology and Innovation: This subject introduces students to emerging technologies in HR, including virtual reality training, blockchain applications for credential verification, and AI-powered chatbots for employee support. It also covers digital transformation strategies and ethical considerations in tech adoption within HR.
Compensation and Benefits Design: Students study various compensation models, including merit-based pay, profit-sharing plans, equity options, and retirement benefits. The course emphasizes designing fair and competitive packages that attract and retain top talent while aligning with organizational budgets and strategic objectives.
Employee Relations and Labor Law: This course provides a comprehensive overview of labor laws and regulations governing employment relationships. It covers topics such as collective bargaining, dispute resolution, workplace safety standards, and compliance frameworks to ensure legal adherence in HR practices.
Strategic Human Resource Planning: This elective focuses on aligning HR strategies with organizational objectives. Students learn how to forecast future talent needs, conduct workforce planning analyses, and develop succession plans that support long-term business goals.
Talent Acquisition and Retention in the Digital Age: This course explores how digital platforms, social media, and mobile technologies are reshaping recruitment practices. It covers online branding strategies, candidate experience optimization, and leveraging technology to enhance retention efforts.
Leadership Development and Coaching: Students examine various leadership theories and coaching models. The course emphasizes practical skills in mentoring, performance feedback, and developing leadership capabilities across different organizational levels.
Performance Management Systems: This subject focuses on designing and implementing effective performance evaluation systems. It includes training on setting SMART goals, conducting performance reviews, and integrating performance data into strategic decision-making processes.
Cross-Cultural Negotiation in HR: Students learn negotiation strategies tailored for international contexts. The course covers cultural differences in negotiation styles, conflict resolution techniques, and building consensus across diverse teams.
Corporate Social Responsibility and Ethics in HR: This elective explores ethical dilemmas in HR decision-making and the role of CSR in shaping organizational culture. It includes discussions on corporate ethics codes, social accountability frameworks, and stakeholder engagement strategies.
Project-Based Learning Philosophy
The department strongly believes in experiential learning as a means to foster deep understanding and practical application of HR concepts. Project-based learning is integral to the curriculum, with students engaging in both individual and collaborative assignments throughout their academic journey.
Mini-projects are assigned in the second and third years to reinforce core concepts through hands-on experience. These projects typically involve real-world scenarios such as designing a recruitment campaign, conducting an employee satisfaction survey, or implementing a performance management system within a hypothetical organization.
The final-year capstone project allows students to undertake an independent research study or consult with actual organizations on HR-related challenges. Projects are selected based on student interests and aligned with current industry trends, ensuring relevance and impact.
Faculty mentors guide students throughout the project lifecycle, providing feedback, resources, and expertise. The evaluation criteria include conceptual clarity, methodological rigor, presentation quality, and practical applicability of findings.