Comprehensive Course Structure
| Semester | Course Code | Course Title | Credit Structure (L-T-P-C) | Pre-requisites |
|---|---|---|---|---|
| 1 | HRM101 | Introduction to Human Resource Management | 3-0-0-3 | - |
| 1 | HRM102 | Organizational Behavior | 3-0-0-3 | - |
| 1 | MAT101 | Mathematics for Management | 3-0-0-3 | - |
| 1 | BIO101 | Basics of Biology | 3-0-0-3 | - |
| 2 | HRM201 | Labour Laws and Regulations | 3-0-0-3 | HRM101 |
| 2 | HRM202 | Performance Management | 3-0-0-3 | HRM101 |
| 2 | ECS201 | Introduction to Economics | 3-0-0-3 | - |
| 2 | PSY201 | Psychology of Organizations | 3-0-0-3 | - |
| 3 | HRM301 | Training and Development | 3-0-0-3 | HRM202 |
| 3 | HRM302 | Compensation and Benefits | 3-0-0-3 | HRM201 |
| 3 | CSE301 | Data Structures and Algorithms | 3-0-0-3 | - |
| 3 | MAT301 | Statistical Methods for Business | 3-0-0-3 | MAT101 |
| 4 | HRM401 | Strategic Human Resource Planning | 3-0-0-3 | HRM302 |
| 4 | HRM402 | Diversity and Inclusion Management | 3-0-0-3 | HRM202 |
| 4 | ECO401 | Industrial Economics | 3-0-0-3 | ECS201 |
| 4 | CSE401 | Business Intelligence and Analytics | 3-0-0-3 | CSE301 |
| 5 | HRM501 | Global Talent Management | 3-0-0-3 | HRM401 |
| 5 | HRM502 | Change Leadership | 3-0-0-3 | HRM401 |
| 5 | HRM503 | Employee Relations | 3-0-0-3 | HRM201 |
| 5 | MAT501 | Advanced Statistics for HR | 3-0-0-3 | MAT301 |
| 6 | HRM601 | Digital HR Transformation | 3-0-0-3 | HRM502 |
| 6 | HRM602 | Corporate Social Responsibility | 3-0-0-3 | HRM401 |
| 6 | HRM603 | Human Capital Analytics | 3-0-0-3 | MAT501 |
| 6 | CSE601 | Machine Learning for Business | 3-0-0-3 | CSE401 |
| 7 | HRM701 | Internship in HRM | 0-0-0-6 | - |
| 8 | HRM801 | Final Year Capstone Project | 0-0-0-12 | - |
Advanced Departmental Elective Courses
The department offers several advanced elective courses that provide in-depth knowledge in specialized areas of Human Resource Management. These courses are designed to give students exposure to cutting-edge trends and real-world applications.
Global Talent Management: This course explores strategies for attracting, developing, and retaining top talent across borders. Students learn about international labor laws, cross-cultural negotiation, expatriate management, and global mobility programs. The curriculum includes case studies from multinational corporations such as Google, Microsoft, and Siemens.
Diversity & Inclusion Analytics: This course focuses on measuring and improving diversity within organizations using data analytics. Students learn how to collect, analyze, and interpret demographic data to create inclusive policies and practices. The course also covers unconscious bias training, inclusive leadership models, and impact assessment frameworks.
Change Leadership & Organizational Development: This course prepares students to lead organizational transformations effectively. Topics include change management models, stakeholder engagement strategies, crisis communication, and innovation management. Students participate in simulations and real-world projects with partner organizations.
Digital HR Transformation: In this course, students examine how emerging technologies like AI, blockchain, and IoT are reshaping HR practices. They explore digital recruitment platforms, virtual onboarding systems, smart workforce analytics, and automated performance evaluation tools. The course includes hands-on labs with industry partners.
Employee Engagement & Well-being: This course delves into the psychology of employee satisfaction and mental health. Students learn about stress management techniques, work-life balance programs, wellness initiatives, and psychological safety in the workplace. Guest speakers from top HR firms share insights on building thriving cultures.
Labor Relations & Industrial Psychology: This course provides a deep dive into the legal, ethical, and psychological aspects of labor dynamics. Students study collective bargaining, dispute resolution, union relations, and labor market economics. The curriculum includes interactive sessions with labor advocates and union leaders.
HR Analytics & Business Intelligence: This course equips students with skills in data analysis and business intelligence. They learn to use tools like SQL, Python, and Tableau to extract insights from HR datasets. Students also develop dashboards for tracking key performance indicators (KPIs) such as retention rates, recruitment efficiency, and training ROI.
Corporate Social Responsibility & Sustainability: This course examines the role of organizations in promoting social good and environmental sustainability. Students study CSR frameworks, stakeholder theory, sustainable business practices, and impact investing. Case studies include companies like Unilever, Patagonia, and Tesla.
Strategic Human Capital Management: This course explores how HR functions align with overall business strategy. Students learn about talent mapping, competency modeling, succession planning, and organizational design. The course includes strategic planning exercises and presentations to senior executives.
International HR Practices: This course compares HR practices across different cultures and countries. Students study labor laws, compensation systems, performance management, and leadership styles in various regions. Field trips to international companies provide practical insights into global HR challenges.
HRM in Startups and SMEs: Focused on small and medium enterprises, this course addresses unique HR challenges faced by startups. Topics include agile HR practices, founder-led culture building, lean recruitment strategies, and scaling HR processes. Students interact with startup founders and HR leaders from successful ventures.
Cross-cultural Leadership: This course emphasizes leadership in multicultural environments. Students develop skills in cross-cultural communication, conflict resolution, and adaptive leadership. The curriculum includes role-playing exercises, cultural immersion activities, and mentorship from global leaders.
HRM Innovation and Future Trends: This forward-looking course discusses emerging trends in HR such as remote work, artificial intelligence, blockchain applications, and the gig economy. Students engage in research projects on future scenarios and develop innovative solutions for evolving HR needs.
Employee Retention Strategies: This course focuses on identifying factors that influence employee turnover and implementing effective retention strategies. Students analyze data from real companies and design retention programs tailored to specific organizational contexts.
Human Capital Risk Management: This course addresses potential risks in human capital management, including legal compliance issues, cyber threats, and reputational risks. Students learn risk assessment frameworks and mitigation strategies for HR-related challenges.
Project-Based Learning Philosophy
The department's philosophy on project-based learning is centered around experiential education that bridges the gap between theory and practice. Students engage in both mini-projects and a final-year capstone project, which are integral parts of their academic journey.
Mini-projects begin in the second year and involve small teams working on real-world HR challenges submitted by industry partners. These projects typically last 3-4 months and require students to apply theoretical concepts in practical settings. Projects often result in actionable recommendations that organizations can implement immediately.
The final-year capstone project is a comprehensive, long-term endeavor that spans the entire semester. Students select a topic related to their area of interest and work closely with faculty mentors. The project involves extensive literature review, data collection, analysis, and presentation preparation. It culminates in a public defense where students present their findings to peers, faculty, and industry experts.
Project selection is guided by student interests, faculty expertise, and current industry trends. Students are encouraged to propose innovative ideas or address pressing HR issues identified through research and stakeholder interviews. The department provides resources such as access to databases, software tools, and professional development workshops to support project execution.