Curriculum Overview
The Human Resource program at Prayaga Institute of Management Studies follows a carefully structured curriculum that balances foundational knowledge with specialized skills. The program spans eight semesters and includes core courses, departmental electives, science electives, and hands-on lab experiences.
Course Breakdown by Semester
| Semester | Course Code | Course Title | Credit Structure (L-T-P-C) | Pre-requisites |
|---|---|---|---|---|
| I | HR101 | Introduction to Human Resource Management | 3-0-0-3 | - |
| I | HR102 | Organizational Behavior | 3-0-0-3 | - |
| I | HR103 | Business Communication | 3-0-0-3 | - |
| I | HR104 | Psychology for Managers | 3-0-0-3 | - |
| I | HR105 | Introduction to Sociology | 3-0-0-3 | - |
| I | HR106 | Mathematics for Business | 3-0-0-3 | - |
| I | HR107 | Computer Applications in HR | 2-0-2-3 | - |
| I | HR108 | Workshop on Resume Writing and Interview Skills | 2-0-0-2 | - |
| II | HR201 | Labour Laws and Employment Relations | 3-0-0-3 | HR101, HR102 |
| II | HR202 | Recruitment and Selection Techniques | 3-0-0-3 | HR101, HR102 |
| II | HR203 | Training and Development | 3-0-0-3 | HR101, HR102 |
| II | HR204 | Performance Management Systems | 3-0-0-3 | HR101, HR102 |
| II | HR205 | Compensation and Benefits Management | 3-0-0-3 | HR101, HR102 |
| II | HR206 | Human Resource Information Systems | 3-0-0-3 | HR107 |
| II | HR207 | Research Methodology | 3-0-0-3 | - |
| II | HR208 | Industry Interaction Workshop | 2-0-0-2 | - |
| III | HR301 | Strategic Human Resource Management | 3-0-0-3 | HR201, HR202 |
| III | HR302 | Organizational Culture and Climate | 3-0-0-3 | HR102 |
| III | HR303 | Diversity and Inclusion in Organizations | 3-0-0-3 | HR102 |
| III | HR304 | Change Management | 3-0-0-3 | HR201, HR202 |
| III | HR305 | Global Human Resource Management | 3-0-0-3 | HR201, HR202 |
| III | HR306 | Leadership Development and Coaching | 3-0-0-3 | HR102 |
| III | HR307 | Employee Wellness and Engagement | 3-0-0-3 | HR102 |
| III | HR308 | Capstone Project Preparation | 2-0-0-2 | - |
| IV | HR401 | Advanced Topics in HR Analytics | 3-0-0-3 | HR207 |
| IV | HR402 | HR Technology and Innovation | 3-0-0-3 | HR107 |
| IV | HR403 | International Labor Relations | 3-0-0-3 | HR201, HR202 |
| IV | HR404 | Talent Acquisition and Retention Strategies | 3-0-0-3 | HR202 |
| IV | HR405 | Corporate Governance and Ethics in HR | 3-0-0-3 | HR102, HR201 |
| IV | HR406 | HR Research Proposal and Writing | 3-0-0-3 | HR207 |
| IV | HR407 | Internship and Industry Exposure | 2-0-0-2 | - |
| V | HR501 | Advanced Research Techniques in HR | 3-0-0-3 | HR406 |
| V | HR502 | Strategic Planning and Decision Making in HR | 3-0-0-3 | HR301 |
| V | HR503 | Cross-Cultural Management Practices | 3-0-0-3 | HR305 |
| V | HR504 | Organizational Behavior and Leadership | 3-0-0-3 | HR102 |
| V | HR505 | HR Analytics and Data Visualization | 3-0-0-3 | HR401 |
| V | HR506 | Human Capital Strategy | 3-0-0-3 | HR301 |
| V | HR507 | Capstone Project Implementation | 4-0-0-4 | HR308, HR406 |
| V | HR508 | HR Consulting and Project Management | 2-0-0-2 | - |
Advanced Departmental Electives
The department offers several advanced departmental elective courses that allow students to specialize in specific areas of interest. These courses are designed to provide in-depth knowledge and practical skills relevant to current industry trends.
- Advanced Topics in HR Analytics: This course explores advanced statistical methods and data analysis techniques specific to HR functions. Students learn how to interpret complex datasets, build predictive models, and use analytics tools like Python, R, and Tableau for decision-making in human resources.
- HR Technology and Innovation: Focused on emerging technologies such as AI, machine learning, and blockchain in HR, this course prepares students to leverage technology for optimizing HR processes and improving workforce outcomes.
- International Labor Relations: This course delves into the legal frameworks governing labor relations across different countries. It includes comparative analysis of labor laws, collective bargaining practices, and conflict resolution mechanisms in international contexts.
- Talent Acquisition and Retention Strategies: Students learn how to design effective recruitment strategies, assess candidate fit using behavioral assessments, and implement retention programs that reduce turnover and enhance employee satisfaction.
- Corporate Governance and Ethics in HR: This course emphasizes the ethical responsibilities of HR professionals within corporate governance structures. It covers topics such as compliance with regulations, transparency in decision-making, and stakeholder accountability.
- HR Research Proposal and Writing: Designed to equip students with research skills necessary for advanced academic or professional pursuits, this course teaches how to formulate hypotheses, design studies, and write scholarly papers.
- Human Capital Strategy: This course examines how HR functions can align with overall business strategy to create sustainable competitive advantages. Students learn how to develop talent strategies that support organizational goals and drive performance.
- Organizational Behavior and Leadership: Combining insights from psychology, sociology, and management theory, this course explores how individual and group behaviors influence organizational effectiveness and leadership dynamics.
- Cross-Cultural Management Practices: This elective addresses the challenges and opportunities of managing diverse teams in multicultural environments. Students analyze case studies and develop strategies for cross-cultural communication and team building.
- Strategic Planning and Decision Making in HR: Students learn how to integrate HR planning with broader business objectives, using strategic frameworks like SWOT analysis, balanced scorecards, and scenario planning to guide HR decisions.
Project-Based Learning Approach
The department's philosophy on project-based learning is rooted in experiential education and real-world problem-solving. Mini-projects are assigned during the second year, where students work in teams to analyze a specific HR challenge faced by an organization. These projects culminate in presentations to faculty and industry experts.
Each mini-project requires students to identify a relevant HR issue, gather data through primary and secondary sources, conduct analysis using appropriate tools, and propose actionable solutions. This process fosters critical thinking, research skills, and collaborative learning.
Final-Year Thesis/Capstone Project
The final-year thesis/capstone project involves developing a comprehensive HR solution for a real company or addressing a pressing issue in the field. Students select their projects based on their interests and career goals, working closely with faculty mentors who guide them through the research process, data collection, analysis, and presentation phases.
The capstone project is evaluated based on originality, depth of research, clarity of presentation, and contribution to HR practice or theory. Projects often result in publications, patents, or implementation in actual organizations, providing students with tangible achievements that enhance their professional profiles.