Comprehensive Course Structure
| Semester | Course Code | Course Title | Credit Structure (L-T-P-C) | Pre-requisites |
|---|---|---|---|---|
| 1 | HRM101 | Introduction to Human Resource Management | 3-1-0-4 | None |
| 1 | HRM102 | Principles of Psychology | 3-1-0-4 | None |
| 1 | HRM103 | Business Communication | 2-0-0-2 | None |
| 1 | HRM104 | Organizational Behavior | 3-1-0-4 | None |
| 1 | HRM105 | Introduction to Management | 3-1-0-4 | None |
| 1 | HRM106 | Mathematics for Business | 3-1-0-4 | None |
| 2 | HRM201 | Human Resource Planning | 3-1-0-4 | HRM101, HRM104 |
| 2 | HRM202 | Recruitment and Selection | 3-1-0-4 | HRM101, HRM104 |
| 2 | HRM203 | Training and Development | 3-1-0-4 | HRM101, HRM104 |
| 2 | HRM204 | Compensation Management | 3-1-0-4 | HRM101, HRM104 |
| 2 | HRM205 | Labor Relations | 3-1-0-4 | HRM101, HRM104 |
| 2 | HRM206 | Research Methodology | 2-1-0-3 | None |
| 3 | HRM301 | Talent Management | 3-1-0-4 | HRM201, HRM202 |
| 3 | HRM302 | Employee Engagement Strategies | 3-1-0-4 | HRM101, HRM201 |
| 3 | HRM303 | Change Management | 3-1-0-4 | HRM101, HRM201 |
| 3 | HRM304 | Diversity and Inclusion in Organizations | 3-1-0-4 | HRM101, HRM201 |
| 3 | HRM305 | HR Analytics and Data Interpretation | 3-1-0-4 | HRM206, HRM204 |
| 3 | HRM306 | Advanced Organizational Behavior | 3-1-0-4 | HRM104, HRM201 |
| 4 | HRM401 | Strategic Human Resource Management | 3-1-0-4 | HRM301, HRM302 |
| 4 | HRM402 | Corporate Governance and Ethics | 3-1-0-4 | HRM101, HRM201 |
| 4 | HRM403 | Global Human Resources | 3-1-0-4 | HRM301, HRM302 |
| 4 | HRM404 | HRIS and Digital Transformation | 3-1-0-4 | HRM305, HRM204 |
| 4 | HRM405 | Entrepreneurial Human Resources | 3-1-0-4 | HRM301, HRM302 |
| 4 | HRM406 | Final Year Capstone Project | 0-0-6-6 | HRM301, HRM302, HRM305 |
Detailed Departmental Elective Courses
Human Resource Planning: This course explores the strategic planning processes involved in forecasting workforce needs, analyzing current capabilities, and developing long-term HR strategies aligned with organizational goals. Students engage with case studies from multinational corporations to understand best practices in HR planning.
Recruitment and Selection: Focused on designing effective recruitment strategies and selection techniques, this course covers methods for sourcing candidates, conducting interviews, and evaluating performance. Practical exercises include mock interviews, competency modeling, and job analysis techniques.
Training and Development: This course delves into the design, implementation, and evaluation of training programs that enhance employee skills and competencies. Students learn about adult learning theories, instructional design principles, and how to measure program effectiveness through performance assessments.
Compensation Management: Students study various compensation systems including base pay, bonuses, benefits, equity plans, and incentive structures. The course includes discussions on legal compliance, market analysis, and designing fair and competitive compensation packages.
Labor Relations: This course examines the relationships between employers, employees, and unions in the context of labor law and collective bargaining. Students explore topics such as dispute resolution, union recognition, grievance handling, and labor negotiations.
Performance Management: This course focuses on establishing performance standards, conducting evaluations, providing feedback, and developing improvement plans. It integrates theories from psychology, management science, and organizational behavior to create effective performance systems.
Talent Management: Students learn about identifying high-potential employees, creating succession planning strategies, and developing talent pipelines. The course emphasizes the importance of employee retention, career development, and leadership grooming in organizational success.
Employee Engagement Strategies: This elective explores the factors that influence employee engagement and satisfaction. Through interactive sessions and real-world examples, students develop skills in designing engagement initiatives, conducting surveys, and implementing change programs to improve workplace culture.
Change Management: Focused on managing organizational transitions, this course teaches students how to lead change processes effectively. Topics include resistance management, communication strategies, stakeholder analysis, and change implementation models.
Diversity and Inclusion in Organizations: This course investigates the role of diversity and inclusion in creating innovative and effective work environments. Students examine policies, practices, and cultural shifts necessary for fostering inclusive workplaces.
HR Analytics and Data Interpretation: Students learn to use data analytics tools and techniques to inform HR decisions. The course covers statistical methods, predictive modeling, dashboard creation, and interpreting HR metrics to drive business outcomes.
Advanced Organizational Behavior: This advanced course deep-dives into complex organizational dynamics including power structures, group behavior, organizational culture, and ethical decision-making. Students analyze real-world cases to understand how these elements influence organizational performance.
Strategic Human Resource Management: Integrating strategic thinking with HR practices, this course prepares students for leadership roles in human resources. It covers strategic alignment, competitive advantage through people, and organizational transformation.
Corporate Governance and Ethics: Students explore the legal, ethical, and regulatory frameworks governing corporate behavior. Topics include board governance, compliance, transparency, and corporate social responsibility.
Global Human Resources: This course examines HR practices in international contexts, focusing on cross-cultural management, global workforce strategies, expatriate management, and international labor laws.
HRIS and Digital Transformation: Students learn about implementing and managing HR information systems, leveraging technology to streamline processes, and using digital tools for strategic decision-making.
Project-Based Learning Philosophy
Our department strongly believes in project-based learning as a means to bridge the gap between theoretical knowledge and practical application. Projects are designed to mirror real-world challenges faced by organizations, ensuring that students gain hands-on experience while developing critical thinking skills.
The project journey begins with an orientation phase where students learn about the project structure, expectations, and evaluation criteria. Each student selects a relevant topic under the guidance of a faculty mentor, ensuring alignment with their interests and career aspirations.
Mini-projects are undertaken during the second year to build foundational research and presentation skills. These projects involve literature review, data collection, analysis, and reporting. Students present their findings to peers and faculty members for feedback and improvement.
The final-year capstone project is a comprehensive endeavor that integrates all learning outcomes from the program. Students collaborate with industry partners or academic institutions to solve complex HR problems using advanced methodologies and tools.
Evaluation criteria include innovation, relevance, methodology, presentation quality, peer feedback, and mentor evaluation. The process encourages collaboration, creativity, and professional maturity, preparing students for real-world challenges in their careers.