Comprehensive Course Structure
| Semester | Course Code | Course Title | Credit Structure (L-T-P-C) | Pre-requisites |
|---|---|---|---|---|
| I | HRM101 | Introduction to Human Resource Management | 3-0-0-3 | None |
| I | HRM102 | Organizational Behavior | 3-0-0-3 | None |
| I | HRM103 | Business Economics | 3-0-0-3 | None |
| I | HRM104 | Psychology for HR | 3-0-0-3 | None |
| I | HRM105 | Introduction to Labor Laws | 3-0-0-3 | None |
| I | HRM106 | Communication Skills for HR Professionals | 2-0-0-2 | None |
| II | HRM201 | Human Resource Planning | 3-0-0-3 | HRM101 |
| II | HRM202 | Recruitment and Selection | 3-0-0-3 | HRM101 |
| II | HRM203 | Training and Development | 3-0-0-3 | HRM101 |
| II | HRM204 | Performance Management | 3-0-0-3 | HRM101 |
| II | HRM205 | Compensation and Benefits | 3-0-0-3 | HRM101 |
| III | HRM301 | Employee Relations | 3-0-0-3 | HRM201 |
| III | HRM302 | Organizational Design and Change Management | 3-0-0-3 | HRM201 |
| III | HRM303 | Diversity and Inclusion in Organizations | 3-0-0-3 | HRM101 |
| III | HRM304 | HR Analytics and Data Interpretation | 3-0-0-3 | HRM201 |
| III | HRM305 | Global Human Resource Management | 3-0-0-3 | HRM201 |
| IV | HRM401 | Strategic HR Management | 3-0-0-3 | HRM301 |
| IV | HRM402 | Corporate Governance and Ethics | 3-0-0-3 | HRM301 |
| IV | HRM403 | Leadership and Team Dynamics | 3-0-0-3 | HRM301 |
| IV | HRM404 | HRIS and Technology in HR | 3-0-0-3 | HRM301 |
| IV | HRM405 | Capstone Project | 2-0-0-2 | HRM301 |
| V | HRM501 | Advanced HR Strategy | 3-0-0-3 | HRM401 |
| V | HRM502 | Research Methodology in HR | 3-0-0-3 | HRM401 |
| V | HRM503 | International HR Practices | 3-0-0-3 | HRM401 |
| V | HRM504 | Change Management in Organizations | 3-0-0-3 | HRM401 |
| VI | HRM601 | Advanced Compensation Systems | 3-0-0-3 | HRM501 |
| VI | HRM602 | Employee Engagement and Wellness Programs | 3-0-0-3 | HRM501 |
| VI | HRM603 | Strategic Talent Management | 3-0-0-3 | HRM501 |
| VI | HRM604 | Global Leadership and Cross-cultural HR | 3-0-0-3 | HRM501 |
| VII | HRM701 | Research Thesis | 2-0-0-2 | HRM502 |
| VIII | HRM801 | Internship Program | 2-0-0-2 | HRM701 |
Advanced Departmental Electives
The department offers a wide array of advanced elective courses designed to deepen students' understanding of specialized areas within HRM:
- HR Analytics and Data Interpretation: This course introduces students to tools and techniques used in analyzing workforce data. Students learn how to interpret trends, predict outcomes, and use analytics to inform HR strategy. Topics include predictive modeling, dashboard development, and statistical software applications.
- Employee Engagement and Wellness Programs: Focuses on designing and implementing programs that enhance employee satisfaction and productivity. The course covers stress management, work-life balance initiatives, mental health support, and wellness metrics.
- Strategic Talent Management: Explores how organizations can attract, develop, and retain top talent. Students study succession planning, competency mapping, and strategic workforce forecasting to align HR practices with business objectives.
- Diversity and Inclusion in Organizations: Examines the role of HR in promoting diversity and inclusion. The course addresses unconscious bias, inclusive leadership, and legal frameworks for equal opportunity employment.
- Global Human Resource Management: Prepares students for international HR roles by exploring cross-cultural management, global staffing strategies, expatriate assignments, and international labor laws.
- Change Management in Organizations: Studies how organizations adapt to internal and external changes. Students learn about change theories, resistance management, communication strategies, and implementation frameworks.
- Corporate Governance and Ethics: Provides insights into the ethical dimensions of HR practices. The course discusses corporate social responsibility, ethical leadership, compliance, and integrity in organizational decision-making.
- Leadership and Team Dynamics: Focuses on developing leadership skills within teams. Students explore leadership theories, team effectiveness, conflict resolution, and group development processes.
- HRIS and Technology in HR: Introduces students to Human Resource Information Systems (HRIS) and their role in streamlining HR operations. The course includes hands-on experience with cloud-based platforms, automation tools, and digital transformation strategies.
- Advanced Compensation Systems: Examines complex compensation structures including equity options, performance-based pay, and executive remuneration. Students analyze market data, design competitive packages, and evaluate impact on organizational culture.
Project-Based Learning Philosophy
Our program strongly emphasizes project-based learning as a means to develop practical skills and real-world insights. Projects are structured to mirror actual challenges faced by organizations, encouraging students to apply theoretical knowledge in dynamic environments.
The mini-projects begin in the third year, where students are assigned to work on specific HR issues within simulated or real companies. These projects involve extensive research, stakeholder interviews, data collection, and presentation of findings.
The final-year thesis/capstone project is a comprehensive endeavor that allows students to choose a topic relevant to their interests or industry needs. Students select mentors from faculty members with expertise in their chosen area and work closely under their guidance to produce a publishable-quality report.
Assessment criteria for these projects include clarity of problem definition, research methodology, analytical depth, practical applicability, and presentation quality. The process is designed to foster critical thinking, collaboration, and professional communication skills essential for success in HR roles.