Course Structure Overview
The Human Resource Management program at INDORE INTERNATIONAL COLLEGE is structured over 8 semesters, combining core academic subjects, departmental electives, science electives, and hands-on laboratory experiences. This comprehensive framework ensures students gain both theoretical knowledge and practical skills essential for success in the HR field.
Semester-wise Course Breakdown
| Year/Semester | Course Code | Course Title | Credit Structure (L-T-P-C) | Pre-requisites |
|---|---|---|---|---|
| First Year / Semester I | HRM101 | Introduction to Human Resource Management | 3-0-0-3 | - |
| First Year / Semester I | HRM102 | Organizational Behavior | 3-0-0-3 | - |
| First Year / Semester I | HRM103 | Business Communication Skills | 2-0-0-2 | - |
| First Year / Semester I | HRM104 | Introduction to Psychology | 3-0-0-3 | - |
| First Year / Semester I | HRM105 | Business Mathematics & Statistics | 3-0-0-3 | - |
| First Year / Semester I | HRM106 | Computer Applications in HRM | 2-0-0-2 | - |
| First Year / Semester II | HRM201 | Human Resource Planning | 3-0-0-3 | HRM101, HRM102 |
| First Year / Semester II | HRM202 | Recruitment & Selection | 3-0-0-3 | HRM101, HRM102 |
| First Year / Semester II | HRM203 | Training & Development | 3-0-0-3 | HRM101, HRM102 |
| First Year / Semester II | HRM204 | Performance Management | 3-0-0-3 | HRM101, HRM102 |
| First Year / Semester II | HRM205 | Compensation & Benefits | 3-0-0-3 | HRM101, HRM102 |
| First Year / Semester II | HRM206 | Employee Relations & Labor Laws | 3-0-0-3 | HRM101, HRM102 |
| Second Year / Semester III | HRM301 | Human Resource Information Systems | 3-0-0-3 | HRM201, HRM202 |
| Second Year / Semester III | HRM302 | International Human Resource Management | 3-0-0-3 | HRM101, HRM201 |
| Second Year / Semester III | HRM303 | Organizational Culture & Climate | 3-0-0-3 | HRM201, HRM202 |
| Second Year / Semester III | HRM304 | Change Management | 3-0-0-3 | HRM201, HRM202 |
| Second Year / Semester III | HRM305 | Leadership & Team Dynamics | 3-0-0-3 | HRM201, HRM202 |
| Second Year / Semester III | HRM306 | HR Analytics & Data Science | 3-0-0-3 | HRM105, HRM201 |
| Second Year / Semester IV | HRM401 | Strategic Human Resource Management | 3-0-0-3 | HRM301, HRM302 |
| Second Year / Semester IV | HRM402 | Global Talent Management | 3-0-0-3 | HRM301, HRM302 |
| Second Year / Semester IV | HRM403 | Diversity & Inclusion in Organizations | 3-0-0-3 | HRM301, HRM302 |
| Second Year / Semester IV | HRM404 | Employee Engagement & Motivation | 3-0-0-3 | HRM301, HRM302 |
| Second Year / Semester IV | HRM405 | Workplace Safety & Health Management | 3-0-0-3 | HRM301, HRM302 |
| Third Year / Semester V | HRM501 | Advanced Topics in HRM | 3-0-0-3 | HRM401, HRM402 |
| Third Year / Semester V | HRM502 | Research Methodology & Statistics | 3-0-0-3 | HRM105, HRM401 |
| Third Year / Semester V | HRM503 | Corporate Governance & Ethics | 3-0-0-3 | HRM401, HRM402 |
| Third Year / Semester V | HRM504 | HR Innovation & Technology Trends | 3-0-0-3 | HRM401, HRM402 |
| Third Year / Semester V | HRM505 | Capstone Project in HRM | 3-0-0-3 | All previous semesters |
| Fourth Year / Semester VI | HRM601 | Internship & Industry Exposure | 2-0-0-2 | HRM501, HRM502 |
| Fourth Year / Semester VI | HRM602 | Final Year Thesis/Project | 4-0-0-4 | HRM501, HRM502 |
| Fourth Year / Semester VI | HRM603 | Advanced Leadership & Change | 3-0-0-3 | HRM401, HRM402 |
| Fourth Year / Semester VI | HRM604 | Strategic Talent Management | 3-0-0-3 | HRM401, HRM402 |
| Fourth Year / Semester VI | HRM605 | Global HR Challenges & Solutions | 3-0-0-3 | HRM301, HRM302 |
Detailed Departmental Elective Courses
Advanced departmental electives provide students with specialized knowledge in niche areas of Human Resource Management. These courses are designed to deepen understanding and offer practical insights into emerging trends and challenges within the field.
- HR Analytics & Data Science: This course introduces students to statistical methods, data visualization tools, and predictive modeling techniques used in HR decision-making. Students learn how to collect, analyze, and interpret HR-related data to support strategic initiatives. The course includes hands-on projects using real-world datasets from Fortune 500 companies.
- International Human Resource Management: Focused on managing people across borders, this course explores cultural differences, international labor laws, expatriate management, and global talent strategies. Students engage in case studies involving multinational corporations and participate in simulations of international HR challenges.
- Organizational Culture & Climate: This course examines how organizational culture influences employee behavior, productivity, and organizational effectiveness. Students study various cultural models, conduct climate assessments, and develop interventions to improve organizational environments.
- Change Management: Designed to equip students with tools and frameworks for managing organizational change, this course covers resistance to change, leadership during transitions, and change communication strategies. Real-world projects from industry partners provide practical application opportunities.
- Leadership & Team Dynamics: This elective explores different leadership styles, team formation processes, and conflict resolution mechanisms. Students engage in experiential learning activities such as leadership simulations, group projects, and peer feedback sessions.
- Human Resource Information Systems (HRIS): Students learn about HRIS software platforms, data integration techniques, system implementation strategies, and digital transformation in HR operations. Practical training includes working with industry-standard tools and developing custom reports for HR decision-making.
- Diversity & Inclusion in Organizations: This course addresses the importance of creating inclusive workplaces, understanding unconscious bias, and implementing diversity initiatives. Students analyze real-world diversity programs and develop strategies to promote inclusion across different organizational contexts.
- Employee Engagement & Motivation: Focused on understanding factors that drive employee engagement and motivation, this course covers intrinsic and extrinsic motivators, recognition systems, and engagement measurement techniques. Students work on designing engagement campaigns for actual organizations.
- Workplace Safety & Health Management: This course explores legal frameworks, risk assessment methodologies, safety protocols, and health management practices in modern workplaces. Students learn how to develop comprehensive safety programs and conduct workplace audits.
- Corporate Governance & Ethics: Designed to instill ethical awareness and understanding of corporate governance principles, this course examines stakeholder responsibilities, transparency issues, and ethical decision-making frameworks. Case studies from real organizations highlight ethical dilemmas in HR practice.
Project-Based Learning Framework
The Human Resource Management program at INDORE INTERNATIONAL COLLEGE emphasizes project-based learning to bridge the gap between theory and practice. This approach encourages students to apply their knowledge to solve real-world organizational challenges.
Mini-projects are assigned in the second and third years, allowing students to work in teams on specific HR issues faced by companies. These projects involve research, data collection, analysis, and presentation of findings to faculty mentors and industry partners. The scope of these mini-projects is typically limited to a single semester and focuses on one aspect of HR practice.
The final-year thesis/capstone project is a comprehensive endeavor that spans the entire fourth year. Students select a topic related to HRM, conduct extensive research, collect primary data, and develop actionable recommendations for an organization or industry sector. This project requires significant independent work and is supervised by faculty mentors with expertise in the chosen area.
Students are encouraged to choose projects that align with their interests and career goals, ensuring relevance and motivation throughout the process. The evaluation criteria include research quality, originality of approach, clarity of presentation, impact analysis, and adherence to ethical standards.