Comprehensive Course Listing Across 8 Semesters
| Semester | Course Code | Course Title | Credit Structure (L-T-P-C) | Pre-requisites |
|---|---|---|---|---|
| 1 | HRM101 | Introduction to Human Resource Management | 3-0-0-3 | None |
| 1 | BUS102 | Business Communication | 3-0-0-3 | None |
| 1 | PSY103 | Psychology for Managers | 3-0-0-3 | None |
| 1 | ORG104 | Organizational Behavior | 3-0-0-3 | None |
| 2 | HRM201 | Employment Law | 3-0-0-3 | HRM101 |
| 2 | COMP202 | Compensation and Benefits | 3-0-0-3 | HRM101 |
| 2 | TRAIN203 | Training and Development | 3-0-0-3 | None |
| 2 | PERS204 | Performance Management | 3-0-0-3 | ORG104 |
| 3 | STRAT301 | Strategic Human Resource Management | 3-0-0-3 | HRM201 |
| 3 | DIVERSITY302 | Diversity and Inclusion in Organizations | 3-0-0-3 | ORG104 |
| 3 | LBR303 | Labor Relations | 3-0-0-3 | HRM201 |
| 3 | INTL304 | International HR Practices | 3-0-0-3 | None |
| 4 | HRANALYTICS401 | Human Resource Analytics | 3-0-0-3 | COMP202 |
| 4 | CHANGE402 | Change Management | 3-0-0-3 | STRAT301 |
| 4 | CORP403 | Corporate Governance | 3-0-0-3 | HRM201 |
| 4 | WELLNESS404 | Employee Well-being and Health Management | 3-0-0-3 | PSY103 |
| 5 | HRTECH501 | HR Technology and Innovation | 3-0-0-3 | STRAT301 |
| 5 | LEADERSHIP502 | Leadership in Practice | 3-0-0-3 | ORG104 |
| 5 | Negotiation503 | Negotiation Techniques | 3-0-0-3 | None |
| 5 | RESEARCH504 | Research Methods in HR | 3-0-0-3 | None |
| 6 | ADVANCED601 | Advanced Topics in HR Management | 3-0-0-3 | HRANALYTICS401 |
| 6 | HRPROJECT602 | Capstone Project | 3-0-0-3 | None |
| 6 | GLOBAL603 | Global HR Consulting | 3-0-0-3 | INTL304 |
| 6 | ETHICS604 | Ethics in Human Resource Management | 3-0-0-3 | None |
| 7 | HRINTERNSHIP701 | Internship Program | 3-0-0-3 | HRPROJECT602 |
| 7 | SEMINAR702 | HR Seminar Series | 3-0-0-3 | None |
| 8 | FINALPROJECT801 | Final Year Thesis | 3-0-0-3 | HRPROJECT602 |
| 8 | HRPLACEMENT802 | Placement Preparation Workshop | 3-0-0-3 | None |
Detailed Overview of Advanced Departmental Electives
Advanced departmental electives in the Human Resource program at Brd College are designed to provide students with in-depth knowledge and specialized skills relevant to contemporary HR challenges. These courses build upon foundational principles learned in earlier semesters and prepare students for advanced roles or further academic pursuits.
The course Human Resource Analytics delves into the application of statistical methods, data mining, and machine learning techniques in HR decision-making. Students learn how to collect, analyze, and interpret HR data to improve recruitment, performance management, and retention strategies. This course is particularly valuable in today's data-driven business environment where predictive analytics play a crucial role in workforce planning.
Another elective, Change Management, explores the processes involved in implementing organizational transformations. Students study various models of change, including Kotter’s 8-Step Model and Lewin’s Force Field Analysis, and apply these frameworks to real-world scenarios. The course emphasizes the importance of communication, stakeholder engagement, and resistance management during organizational transitions.
The Corporate Governance elective focuses on ethical standards, regulatory compliance, and board responsibilities within organizations. It covers topics such as fiduciary duties, conflict of interest, transparency in reporting, and corporate social responsibility. This course prepares students to navigate complex legal landscapes and ensure ethical practices in HR roles.
The Employee Well-being and Health Management course addresses the physical and mental health aspects of workforce management. Students examine stress management techniques, wellness programs, occupational safety, and work-life balance strategies. The curriculum includes modules on mental health awareness, resilience building, and creating supportive workplace cultures.
In HR Technology and Innovation, students explore how emerging technologies like AI, blockchain, and IoT are transforming HR functions. They learn about automated recruitment systems, digital onboarding platforms, and virtual reality training simulations. This course bridges the gap between traditional HR practices and technological innovation.
The Leadership in Practice course provides a practical approach to leadership development through case studies, role-playing exercises, and reflective practice. Students engage with real-world leadership challenges and develop personal leadership styles that align with organizational values. The course emphasizes emotional intelligence, influence tactics, and team dynamics.
Negotiation Techniques equips students with tools and strategies for effective negotiation in various HR contexts. From salary negotiations to conflict resolution, this course teaches both theoretical frameworks and practical skills needed to achieve win-win outcomes. Students practice negotiation scenarios using role-play and peer feedback.
The Research Methods in HR course introduces students to qualitative and quantitative research methodologies specific to HR studies. It covers survey design, interview techniques, experimental design, and data analysis using SPSS or R. This foundational knowledge is essential for students planning to pursue postgraduate studies or conduct independent research.
Advanced Topics in HR Management allows students to explore niche areas such as global talent management, sustainability in HR, and HR in startups. The course content varies each semester based on faculty expertise and current industry trends. It encourages critical thinking and fosters innovation in HR practices.
The Capstone Project serves as the culmination of students' academic journey, where they apply integrated knowledge to solve a real-world HR problem. Working under faculty supervision, students develop a comprehensive project proposal, execute research or implementation plans, and present findings to industry experts. This experience builds confidence, enhances teamwork skills, and prepares students for professional careers.
The Global HR Consulting course exposes students to international HR practices through simulations, case studies, and cross-cultural analysis. It explores how HR strategies differ across cultures and regulatory environments, preparing students for global career opportunities. The course includes guest lectures from multinational corporations and alumni working abroad.
Ethics in Human Resource Management examines ethical dilemmas in HR practices and develops frameworks for moral decision-making. Topics include workplace discrimination, privacy concerns, and fair treatment of employees. This course ensures students understand the moral dimensions of HR roles and uphold professional integrity.
Project-Based Learning Framework
The Human Resource program at Brd College adopts a robust project-based learning framework that encourages active participation, critical thinking, and real-world application of knowledge. This approach is embedded throughout the curriculum from the first semester onwards.
Mini-projects begin in the second semester with assignments designed to reinforce core concepts taught in courses like Performance Management and Compensation and Benefits. For example, students might be tasked with designing a compensation plan for a hypothetical organization or conducting an employee satisfaction survey using appropriate tools and methodologies.
The third semester introduces more complex projects such as analyzing labor relations issues in a selected industry or evaluating the effectiveness of diversity initiatives in a company. These projects are typically done in small groups, promoting collaboration and communication skills essential in HR roles.
By the fourth semester, students engage in advanced mini-projects related to HR analytics and change management. They might analyze employee turnover data using statistical software, create presentations on organizational culture assessments, or develop training modules for specific departments. These tasks require students to integrate knowledge from multiple courses and demonstrate proficiency in research and presentation skills.
The final year includes a capstone project that serves as a culmination of all learning experiences. Students select a topic aligned with their interests and career goals, conduct original research or implement a practical solution, and present it to faculty members and industry experts. Projects often involve partnerships with real organizations, ensuring relevance and impact.
Project selection is facilitated through a structured process involving faculty mentorship and alignment with industry needs. Students can propose topics based on current HR challenges or collaborate with existing research initiatives led by faculty members. The evaluation criteria include innovation, feasibility, depth of analysis, clarity of presentation, and contribution to the field of HR.
Faculty mentors play a crucial role in guiding students through the project lifecycle, from initial brainstorming to final submission. Regular meetings, feedback sessions, and peer reviews ensure that projects meet academic standards and provide meaningful learning experiences. The mentorship system ensures personalized attention and professional growth for each student.