Course Structure Overview
The Human Resource program at Gurukul Kangri Vishwavidyalaya Faculty Of Management Studies spans eight semesters over four years. The curriculum is designed to provide a balanced mix of foundational knowledge, specialized skills, and practical experience.
| Year | Semester | Course Code | Course Title | Credit Structure (L-T-P-C) | Prerequisites |
|---|---|---|---|---|---|
| 1 | I | HR101 | Introduction to Human Resource Management | 3-0-0-3 | - |
| 1 | I | HR102 | Organizational Behavior | 3-0-0-3 | - |
| 1 | I | HR103 | Business Communication | 3-0-0-3 | - |
| 1 | I | HR104 | Introduction to Psychology | 3-0-0-3 | - |
| 1 | I | HR105 | Mathematics for Business | 3-0-0-3 | - |
| 1 | I | HR106 | Introduction to Economics | 3-0-0-3 | - |
| 1 | I | HR107 | Management Information Systems | 3-0-0-3 | - |
| 1 | I | HR108 | Computer Applications | 2-0-2-2 | - |
| 1 | II | HR109 | Human Resource Planning | 3-0-0-3 | HR101, HR102 |
| 1 | II | HR110 | Recruitment and Selection | 3-0-0-3 | HR101, HR102 |
| 1 | II | HR111 | Compensation Management | 3-0-0-3 | HR101, HR106 |
| 1 | II | HR112 | Training and Development | 3-0-0-3 | HR101, HR102 |
| 1 | II | HR113 | Labor Relations | 3-0-0-3 | HR101, HR106 |
| 1 | II | HR114 | Employment Law | 3-0-0-3 | HR101, HR106 |
| 1 | II | HR115 | Human Resource Information Systems | 3-0-0-3 | HR107 |
| 1 | II | HR116 | Statistics for Business | 3-0-0-3 | HR105 |
| 2 | III | HR201 | Performance Management | 3-0-0-3 | HR101, HR110 |
| 2 | III | HR202 | Employee Relations | 3-0-0-3 | HR101, HR113 |
| 2 | III | HR203 | Organizational Behavior | 3-0-0-3 | HR102 |
| 2 | III | HR204 | HR Analytics and Data Science | 3-0-0-3 | HR116, HR115 |
| 2 | III | HR205 | Global Human Resources | 3-0-0-3 | HR101, HR106 |
| 2 | III | HR206 | Leadership Development | 3-0-0-3 | HR101, HR102 |
| 2 | III | HR207 | Corporate Governance | 3-0-0-3 | HR101, HR106 |
| 2 | III | HR208 | Human Resource Technology | 3-0-0-3 | HR107, HR115 |
| 2 | IV | HR209 | Employee Wellness and Engagement | 3-0-0-3 | HR102, HR201 |
| 2 | IV | HR210 | Diversity and Inclusion Strategies | 3-0-0-3 | HR101, HR202 |
| 2 | IV | HR211 | Organizational Change Management | 3-0-0-3 | HR203, HR204 |
| 2 | IV | HR212 | Talent Acquisition and Retention | 3-0-0-3 | HR110, HR111 |
| 2 | IV | HR213 | Corporate Social Responsibility | 3-0-0-3 | HR101, HR207 |
| 2 | IV | HR214 | HR Consulting Projects | 3-0-0-3 | HR201, HR202 |
| 2 | IV | HR215 | Internship Preparation | 3-0-0-3 | - |
| 3 | V | HR301 | Advanced HR Analytics | 3-0-0-3 | HR204 |
| 3 | V | HR302 | Strategic Human Capital Management | 3-0-0-3 | HR201, HR205 |
| 3 | V | HR303 | Advanced Organizational Behavior | 3-0-0-3 | HR203 |
| 3 | V | HR304 | Cross-Cultural HR Practices | 3-0-0-3 | HR205 |
| 3 | V | HR305 | Workplace Psychology | 3-0-0-3 | HR104 |
| 3 | V | HR306 | Training and Learning Technologies | 3-0-0-3 | HR208, HR202 |
| 3 | V | HR307 | HR Law and Compliance | 3-0-0-3 | HR114 |
| 3 | V | HR308 | Leadership in HR | 3-0-0-3 | HR206, HR201 |
| 3 | VI | HR309 | Advanced Performance Management | 3-0-0-3 | HR201, HR301 |
| 3 | VI | HR310 | HR Ethics and Standards | 3-0-0-3 | HR207, HR307 |
| 3 | VI | HR311 | Advanced Compensation Design | 3-0-0-3 | HR111, HR301 |
| 3 | VI | HR312 | Change Management Strategy | 3-0-0-3 | HR211, HR302 |
| 3 | VI | HR313 | Global Talent Management | 3-0-0-3 | HR205, HR304 |
| 3 | VI | HR314 | Employee Engagement Strategies | 3-0-0-3 | HR209, HR303 |
| 3 | VI | HR315 | Research Methods in HR | 3-0-0-3 | HR116 |
| 4 | VII | HR401 | Capstone Project I | 3-0-0-3 | All previous courses |
| 4 | VII | HR402 | Capstone Project II | 3-0-0-3 | HR401 |
| 4 | VII | HR403 | Industry Internship | 3-0-0-3 | All previous courses |
| 4 | VII | HR404 | Thesis Writing | 3-0-0-3 | HR315 |
| 4 | VIII | HR405 | Final Thesis Presentation | 3-0-0-3 | HR402, HR404 |
| 4 | VIII | HR406 | Professional Practice Workshop | 3-0-0-3 | All previous courses |
| 4 | VIII | HR407 | Career Planning and Placement Preparation | 3-0-0-3 | All previous courses |
| 4 | VIII | HR408 | Entrepreneurship in HR | 3-0-0-3 | - |
Advanced Departmental Elective Courses:
- HR301 - Advanced HR Analytics: This course explores the application of advanced analytics in human resource management. Students learn to use statistical tools and machine learning algorithms for predictive modeling, workforce planning, and performance optimization.
- HR302 - Strategic Human Capital Management: Focuses on aligning HR strategies with organizational goals. Students study frameworks for building competitive advantages through talent management, innovation, and organizational design.
- HR303 - Advanced Organizational Behavior: Delves into complex theories of group dynamics, organizational culture, leadership styles, and behavioral interventions in modern workplaces.
- HR304 - Cross-Cultural HR Practices: Examines how cultural differences impact HR policies and practices globally. Students explore international HR challenges and develop culturally sensitive solutions.
- HR305 - Workplace Psychology: Integrates psychological principles with HR applications. Topics include motivation, stress management, decision-making processes, and cognitive biases in workplace settings.
- HR306 - Training and Learning Technologies: Explores emerging technologies in learning and development including virtual reality, gamification, artificial intelligence, and mobile learning platforms.
- HR307 - HR Law and Compliance: Provides a comprehensive understanding of legal frameworks governing employment relationships. Students analyze case studies involving discrimination, harassment, safety regulations, and labor contracts.
- HR308 - Leadership in HR: Prepares students for leadership roles by studying transformational leadership theories, ethical decision-making, and change management in human resource contexts.
- HR309 - Advanced Performance Management: Focuses on designing effective performance evaluation systems, using feedback mechanisms, and integrating performance data into strategic planning processes.
- HR310 - HR Ethics and Standards: Addresses ethical dilemmas in HR practice and professional standards. Students examine codes of conduct, corporate governance, transparency issues, and responsible leadership practices.
- HR311 - Advanced Compensation Design: Analyzes compensation structures and policies that attract, motivate, and retain top talent. Includes equity analysis, incentive design, benefits optimization, and pay equity studies.
- HR312 - Change Management Strategy: Students learn to plan, implement, and evaluate organizational change initiatives. Focus areas include resistance management, stakeholder engagement, and communication strategies.
- HR313 - Global Talent Management: Explores global recruitment, international assignment management, expatriate support systems, and cross-border talent development programs.
- HR314 - Employee Engagement Strategies: Investigates factors that drive employee engagement and retention. Students study survey methodologies, engagement measurement tools, and intervention strategies.
- HR315 - Research Methods in HR: Introduces quantitative and qualitative research methods specifically tailored for human resource studies. Students develop research proposals, conduct surveys, analyze data sets, and write scholarly reports.
Project-Based Learning Philosophy
Our department believes that project-based learning is essential for developing practical skills and applying theoretical knowledge in real-world contexts. Projects are designed to mirror actual HR challenges faced by organizations today.
Mini-projects begin in the second year, where students work in teams to analyze a specific HR issue within a company or organization. These projects typically last 6-8 weeks and require students to gather data, conduct research, propose solutions, and present findings to faculty and peers.
The final-year capstone project is a significant undertaking that involves collaboration with industry partners. Students select a topic aligned with their interests or career goals, work under the supervision of a faculty mentor, and produce either a comprehensive report or an innovative solution to a pressing HR challenge.
Project Selection Process
Students begin selecting projects in their third year by attending project fair events where faculty members present potential research topics. They may also propose their own ideas or choose from pre-approved themes.
The selection process involves interviews with potential mentors, proposal submissions, and approval by the departmental committee. Projects are assigned based on student interests, mentor availability, and resource constraints.
Evaluation Criteria
Mini-projects are evaluated based on the quality of research, clarity of presentation, relevance to HR practices, team collaboration, and adherence to timelines. Final-year capstone projects involve multiple stages of evaluation including progress reports, mid-term reviews, and final presentations.