Course Structure and Academic Framework
The curriculum for the Human Resource Management program is meticulously structured to provide a balanced blend of theoretical knowledge and practical application. Students progress through eight semesters, each designed to build upon the previous one and prepare them for professional success in the field.
| Semester | Course Code | Course Title | Credit Structure (L-T-P-C) | Pre-requisites |
|---|---|---|---|---|
| I | HRM101 | Introduction to Human Resource Management | 3-0-0-3 | - |
| I | HRM102 | Business Communication | 3-0-0-3 | - |
| I | HRM103 | Psychology for Business | 3-0-0-3 | - |
| I | HRM104 | Applied Mathematics and Statistics | 4-0-0-4 | - |
| I | HRM105 | Introduction to Organizational Behavior | 3-0-0-3 | - |
| I | HRM106 | Business Ethics and Values | 2-0-0-2 | - |
| I | HRM107 | Computer Applications in HR | 2-0-0-2 | - |
| II | HRM201 | Human Resource Planning | 3-0-0-3 | HRM101, HRM103 |
| II | HRM202 | Training and Development | 3-0-0-3 | HRM101 |
| II | HRM203 | Performance Appraisal Systems | 3-0-0-3 | HRM201 |
| II | HRM204 | Labor Relations and Employment Law | 3-0-0-3 | HRM101 |
| II | HRM205 | Organizational Theory | 3-0-0-3 | HRM101, HRM105 |
| II | HRM206 | Business Research Methods | 3-0-0-3 | HRM104 |
| II | HRM207 | Introduction to HR Analytics | 2-0-0-2 | HRM104 |
| III | HRM301 | Strategic Human Resource Management | 3-0-0-3 | HRM201, HRM205 |
| III | HRM302 | Diversity and Inclusion in Organizations | 3-0-0-3 | HRM101 |
| III | HRM303 | Employee Relations Management | 3-0-0-3 | HRM204 |
| III | HRM304 | Compensation and Benefits Design | 3-0-0-3 | HRM201 |
| III | HRM305 | Organizational Change Management | 3-0-0-3 | HRM205 |
| III | HRM306 | Workplace Conflict Resolution | 3-0-0-3 | HRM101 |
| IV | HRM401 | Global Human Resource Management | 3-0-0-3 | HRM301, HRM302 |
| IV | HRM402 | Leadership and Team Development | 3-0-0-3 | HRM205 |
| IV | HRM403 | Advanced HR Analytics | 3-0-0-3 | HRM207, HRM104 |
| IV | HRM404 | Human Capital Strategy | 3-0-0-3 | HRM301 |
| IV | HRM405 | Employee Wellness and Mental Health | 3-0-0-3 | HRM103 |
| V | HRM501 | Advanced Talent Acquisition Strategies | 3-0-0-3 | HRM301, HRM304 |
| V | HRM502 | Corporate Social Responsibility in HR | 3-0-0-3 | HRM301 |
| V | HRM503 | HRIS and Technology Integration | 3-0-0-3 | HRM207 |
| V | HRM504 | Ethical Leadership in Organizations | 3-0-0-3 | HRM101 |
| VI | HRM601 | Capstone Project I | 4-0-0-4 | All previous semesters |
| VI | HRM602 | Internship | 0-0-0-3 | HRM501, HRM502 |
| VII | HRM701 | Capstone Project II | 4-0-0-4 | HRM601 |
| VIII | HRM801 | Advanced Research in HRM | 3-0-0-3 | HRM206, HRM403 |
| VIII | HRM802 | Industry Consulting Project | 4-0-0-4 | HRM701 |
Advanced Departmental Elective Courses
These advanced elective courses are designed to deepen students' understanding of specialized areas within HRM and prepare them for niche roles in the industry:
Strategic Human Resource Management
This course explores how HR strategies align with business objectives to create sustainable competitive advantages. Students learn to develop strategic frameworks for talent acquisition, retention, and development that drive organizational success.
Diversity and Inclusion in Organizations
Focusing on creating inclusive environments, this course covers policies, practices, and interventions aimed at fostering diversity while ensuring equity among all employees. It includes case studies from global organizations implementing DEI initiatives.
Employee Relations Management
This course delves into the legal and ethical aspects of managing employee relations. Students examine labor laws, collective bargaining processes, grievance handling, and conflict resolution techniques used in various organizational contexts.
Compensation and Benefits Design
Students gain insights into designing fair and competitive compensation packages that attract and retain top talent. Topics include salary structures, performance-based incentives, retirement benefits, and healthcare plans tailored to employee needs.
Organizational Change Management
This course teaches students how to plan, implement, and evaluate organizational changes. It emphasizes the role of leadership in change processes and equips students with tools for managing resistance and promoting adaptation.
Workplace Conflict Resolution
Students learn conflict resolution techniques and mediation skills applicable in workplace settings. The course covers negotiation strategies, restorative justice approaches, and creating peaceful work environments.
Global Human Resource Management
This course addresses the challenges of managing diverse workforces across cultures. Students study cross-cultural communication, international labor laws, expatriate management, and global HR strategies used by multinational corporations.
Leadership and Team Development
Focusing on leadership theories and practices, this course helps students understand how to develop effective teams and lead them successfully. It includes experiential learning modules on team dynamics, emotional intelligence, and transformational leadership.
Advanced HR Analytics
This course introduces advanced analytical methods for evaluating workforce data. Students use statistical software to analyze employee performance, engagement, turnover rates, and predictive modeling for talent management decisions.
Human Capital Strategy
This course emphasizes strategic planning in human capital management. Students learn to integrate HR strategies with organizational goals, assess the value of human capital, and develop metrics for measuring HR impact.
Employee Wellness and Mental Health
Exploring mental health in the workplace, this course covers stress management, resilience building, and creating supportive work environments. It includes practical sessions on mindfulness, counseling techniques, and wellness program design.
Advanced Talent Acquisition Strategies
This elective focuses on innovative recruitment methods, including social media sourcing, gamification, and artificial intelligence in talent acquisition. Students learn to design effective sourcing strategies for diverse roles and industries.
Corporate Social Responsibility in HR
Students explore how CSR initiatives can be integrated into HR practices to build responsible organizations. The course covers sustainability reporting, ethical hiring, community engagement, and impact measurement of corporate HR programs.
HRIS and Technology Integration
This course examines how technology enhances HR processes through HRIS systems. Students learn about cloud-based platforms, data integration, automation, and user experience design for HR software applications.
Ethical Leadership in Organizations
Addressing ethical dilemmas in leadership, this course explores moral reasoning, integrity in decision-making, and corporate governance. It prepares students to navigate complex ethical situations while maintaining organizational values.
Project-Based Learning Philosophy
The department strongly advocates for project-based learning as a means of fostering critical thinking, problem-solving, and practical skills among students. Projects are designed to mirror real-world challenges faced by HR professionals in various industries.
The mandatory mini-projects in early semesters help students apply basic concepts learned in class to simulated scenarios. These projects typically involve analyzing organizational structures, developing training programs, or designing performance evaluation systems.
For the final-year capstone project, students choose a topic relevant to current HR challenges and collaborate closely with faculty mentors and industry partners. The scope of these projects often leads to publishable research or actionable recommendations that organizations can implement directly.
Faculty mentors guide students throughout their project journey, providing feedback on methodology, data collection techniques, and presentation skills. Evaluation criteria include innovation, relevance, feasibility, impact, and professionalism in execution.