Course Structure Overview
The Human Resource program at Doon Business School is structured over eight semesters to provide students with a progressive and well-rounded education. The curriculum balances foundational courses, specialized electives, laboratory sessions, and real-world applications to ensure that students are equipped for both immediate employment and long-term career growth.
| Semester | Course Code | Course Title | Credits (L-T-P-C) | Prerequisites |
|---|---|---|---|---|
| 1 | HR-101 | Introduction to Human Resource Management | 3-0-0-3 | - |
| 1 | HR-102 | Organizational Behavior | 3-0-0-3 | - |
| 1 | HR-103 | Business Communication | 2-0-0-2 | - |
| 1 | HR-104 | Psychology for HR Professionals | 3-0-0-3 | - |
| 1 | HR-105 | Introduction to Economics | 3-0-0-3 | - |
| 1 | HR-106 | Computer Applications for HR | 2-0-0-2 | - |
| 1 | HR-107 | Entrepreneurship & Innovation | 2-0-0-2 | - |
| 2 | HR-201 | Recruitment and Selection | 3-0-0-3 | HR-101 |
| 2 | HR-202 | Training & Development | 3-0-0-3 | HR-101 |
| 2 | HR-203 | Performance Management | 3-0-0-3 | HR-101 |
| 2 | HR-204 | Compensation & Benefits | 3-0-0-3 | HR-105 |
| 2 | HR-205 | Labor Relations | 3-0-0-3 | HR-101 |
| 2 | HR-206 | HR Information Systems | 2-0-0-2 | HR-106 |
| 2 | HR-207 | Workplace Psychology | 3-0-0-3 | HR-104 |
| 3 | HR-301 | Strategic HR Management | 3-0-0-3 | HR-201, HR-202, HR-203 |
| 3 | HR-302 | Organizational Development | 3-0-0-3 | HR-102 |
| 3 | HR-303 | Change Management | 3-0-0-3 | HR-201, HR-203 |
| 3 | HR-304 | Diversity & Inclusion in Organizations | 3-0-0-3 | HR-104 |
| 3 | HR-305 | Corporate Governance | 3-0-0-3 | HR-204 |
| 3 | HR-306 | Employee Relations | 3-0-0-3 | HR-205 |
| 3 | HR-307 | Global HR Practices | 3-0-0-3 | HR-102 |
| 4 | HR-401 | Advanced Performance Analytics | 3-0-0-3 | HR-203 |
| 4 | HR-402 | HR Metrics & Reporting | 3-0-0-3 | HR-106 |
| 4 | HR-403 | Human Capital Strategy | 3-0-0-3 | HR-301 |
| 4 | HR-404 | HR Technology & Innovation | 3-0-0-3 | HR-206 |
| 4 | HR-405 | Sustainable HR Practices | 3-0-0-3 | HR-102 |
| 4 | HR-406 | Leadership & Ethics in HR | 3-0-0-3 | HR-301 |
| 4 | HR-407 | HR in Startups & SMEs | 3-0-0-3 | HR-201, HR-301 |
| 5 | HR-501 | Internship I | 4-0-0-4 | - |
| 6 | HR-601 | Internship II | 4-0-0-4 | - |
| 7 | HR-701 | Capstone Project I | 4-0-0-4 | - |
| 8 | HR-801 | Capstone Project II | 4-0-0-4 | - |
Advanced Departmental Electives
Students in their third and fourth years can choose from a range of advanced departmental electives that offer specialized knowledge in niche areas of HR management. These courses are designed to deepen understanding, encourage critical thinking, and prepare students for advanced roles or research opportunities.
- HR Analytics & Predictive Modeling: This course introduces students to data analytics tools used in HR, including Python, R, SQL, and machine learning techniques applied to talent forecasting, attrition prediction, and workforce planning. Students learn how to interpret HR datasets, build predictive models, and derive actionable insights for decision-making.
- Diversity & Inclusion Strategy: This elective explores the design and implementation of inclusive policies and practices in diverse work environments. Topics include unconscious bias, cultural competency, intersectionality, and creating psychologically safe spaces for all employees.
- Global Talent Management: Students examine how HR strategies vary across different countries and cultures. The course covers international labor laws, expatriate management, cross-cultural communication, and global workforce integration techniques.
- HR in Crisis Management: This course prepares students to manage organizational challenges such as mergers, acquisitions, layoffs, or natural disasters. It focuses on crisis communication, stakeholder engagement, and recovery planning in HR contexts.
- Employee Wellbeing & Mental Health: Focused on promoting employee health and reducing burnout, this course discusses stress management, resilience building, mental health awareness, and designing workplace wellness programs.
- Corporate Social Responsibility (CSR) & Ethics: This elective explores the role of HR in driving ethical practices within organizations. It covers CSR frameworks, stakeholder expectations, ethical dilemmas, and integrating sustainability into HR strategy.
- HR Technology Innovation: Students explore emerging technologies like AI, blockchain, VR/AR, and IoT in HR processes. They engage with simulations and real-world case studies to understand how these tools are transforming recruitment, training, and performance management.
- Leadership Development & Coaching: This course trains students in leadership styles, coaching techniques, mentoring frameworks, and personal development strategies. It includes hands-on workshops on emotional intelligence, communication skills, and team dynamics.
- Workforce Planning & Talent Forecasting: Designed for strategic HR planning, this course teaches students how to predict future workforce needs based on business objectives, demographic trends, and skill gaps.
- Cross-Cultural Negotiation & Conflict Resolution: This elective provides students with skills in resolving disputes across cultures, understanding negotiation styles, and navigating complex intercultural negotiations within global teams.
Project-Based Learning Framework
Our program places a strong emphasis on project-based learning to ensure that students gain practical experience beyond textbooks. Projects are assigned at various stages of the curriculum, starting from foundational mini-projects in the first two years and culminating in capstone projects in the final year.
Mini-Projects: These are smaller-scale assignments completed during the second and third semesters. Students work individually or in small groups to solve real-world HR problems under faculty supervision. Examples include designing an employee engagement survey, creating a training module for new hires, or analyzing turnover trends in a specific industry.
Final-Year Capstone Project: The capstone project is a significant component of the program and typically spans two semesters. Students choose a topic relevant to current HR challenges and conduct extensive research, often collaborating with external organizations or industry partners. Projects may involve developing an HR policy framework for a startup, conducting an organizational audit, or proposing innovative solutions to workforce retention issues.
Each project is evaluated based on multiple criteria including depth of analysis, relevance to industry practices, clarity of presentation, and potential impact. Faculty mentors guide students throughout the process, offering feedback and ensuring that projects meet academic rigor while remaining practical and applicable.