Comprehensive Course Structure
The Human Resource Management program at RKDF Institute of Management is structured over eight semesters, ensuring a progressive and comprehensive understanding of the field. The curriculum integrates foundational knowledge with specialized expertise, preparing students for real-world challenges in HR.
Semester-wise Course List
| SEMESTER | COURSE CODE | COURSE TITLE | CREDIT STRUCTURE (L-T-P-C) | PRE-REQUISITES |
|---|---|---|---|---|
| 1 | HRM101 | Introduction to Human Resources | 3-0-0-3 | - |
| 1 | HRM102 | Organizational Behavior | 3-0-0-3 | - |
| 1 | BUS101 | Business Communication | 2-0-0-2 | - |
| 1 | PSY101 | Introduction to Psychology | 3-0-0-3 | - |
| 1 | MAT101 | Quantitative Methods in Business | 3-0-0-3 | - |
| 1 | HRM103 | Introduction to HRM Lab | 0-0-2-1 | - |
| 2 | HRM201 | Human Resource Planning and Staffing | 3-0-0-3 | HRM101, HRM102 |
| 2 | HRM202 | Training and Development | 3-0-0-3 | HRM101, HRM102 |
| 2 | HRM203 | Performance Management | 3-0-0-3 | HRM101, HRM102 |
| 2 | LAW201 | Labor Relations and Employment Law | 3-0-0-3 | HRM101, HRM102 |
| 2 | HRM204 | Compensation and Benefits | 3-0-0-3 | HRM101, HRM102 |
| 2 | HRM205 | HRM Lab II | 0-0-2-1 | HRM103 |
| 3 | HRM301 | Diversity and Inclusion in Organizations | 3-0-0-3 | HRM201, HRM202 |
| 3 | HRM302 | Change Management | 3-0-0-3 | HRM201, HRM202 |
| 3 | HRM303 | Strategic Human Resource Management | 3-0-0-3 | HRM201, HRM202 |
| 3 | HRM304 | HR Analytics and Data-Driven Decision Making | 3-0-0-3 | HRM201, MAT101 |
| 3 | HRM305 | Global HR Management | 3-0-0-3 | HRM201, HRM202 |
| 3 | HRM306 | HRM Lab III | 0-0-2-1 | HRM205 |
| 4 | HRM401 | Advanced Topics in HRM | 3-0-0-3 | HRM301, HRM302 |
| 4 | HRM402 | Research Methodology in HRM | 3-0-0-3 | HRM301, MAT101 |
| 4 | HRM403 | Internship Preparation | 2-0-0-2 | All prior courses |
| 4 | HRM404 | HRM Lab IV | 0-0-2-1 | HRM306 |
| 5 | HRM501 | Advanced HR Analytics | 3-0-0-3 | HRM402 |
| 5 | HRM502 | Digital HR Tools and Platforms | 3-0-0-3 | HRM401 |
| 5 | HRM503 | Leadership and Coaching in HR | 3-0-0-3 | HRM401 |
| 5 | HRM504 | Employee Experience Design | 3-0-0-3 | HRM401 |
| 5 | HRM505 | HRM Internship | 0-0-6-3 | All prior courses |
| 6 | HRM601 | Capstone Project in HRM | 0-0-4-3 | HRM501, HRM502 |
| 6 | HRM602 | Research Proposal Writing | 3-0-0-3 | HRM402 |
| 6 | HRM603 | Advanced Case Studies in HRM | 3-0-0-3 | HRM501, HRM502 |
| 6 | HRM604 | HRM Thesis | 0-0-8-6 | HRM602 |
| 7 | HRM701 | Global HR Practices | 3-0-0-3 | HRM501, HRM502 |
| 7 | HRM702 | Advanced Organizational Behavior | 3-0-0-3 | HRM501, HRM502 |
| 7 | HRM703 | Workplace Ethics and Social Responsibility | 3-0-0-3 | HRM501, HRM502 |
| 7 | HRM704 | Strategic HR Consulting | 3-0-0-3 | HRM501, HRM502 |
| 7 | HRM705 | HRM Capstone Seminar | 2-0-0-2 | HRM604 |
| 8 | HRM801 | Advanced HR Research and Publication | 3-0-0-3 | HRM701, HRM702 |
| 8 | HRM802 | HRM Industry Exposure and Networking | 2-0-0-2 | HRM701, HRM702 |
| 8 | HRM803 | Final HRM Project | 0-0-6-4 | HRM705 |
Detailed Departmental Elective Courses
The department offers a range of advanced elective courses designed to deepen students' understanding and prepare them for specialized roles in HR:
Advanced Topics in HRM
This course explores contemporary issues in human resource management, including emerging trends such as remote work dynamics, gig economy implications, and evolving talent strategies. Students will engage with case studies from global organizations to understand how HR practices adapt to changing business environments.
Research Methodology in HRM
This course introduces students to various research methodologies used in HRM, including quantitative and qualitative approaches. Emphasis is placed on designing effective research proposals, conducting literature reviews, and analyzing empirical data to inform HR strategies.
Digital HR Tools and Platforms
Students learn about the latest tools and platforms used in modern HR practices, such as AI-powered recruitment systems, employee engagement software, and performance management tools. The course includes hands-on training with industry-standard platforms.
Leadership and Coaching in HR
This course focuses on developing leadership competencies specifically relevant to HR professionals. Topics include coaching techniques, change leadership, and building high-performance teams within organizational contexts.
Employee Experience Design
The focus is on creating positive employee experiences through strategic design thinking. Students learn how to map user journeys, identify pain points, and implement solutions that enhance overall employee satisfaction and productivity.
Global HR Practices
This course examines HR practices across different cultural contexts, exploring how global organizations adapt their HR strategies to local markets while maintaining consistency in core values and practices.
Workplace Ethics and Social Responsibility
The course addresses ethical dilemmas and social responsibility issues in the workplace. Students explore topics such as corporate governance, diversity ethics, and sustainable HR practices that contribute to long-term organizational success.
Strategic HR Consulting
This course simulates consulting engagements where students work with real organizations to identify HR challenges and propose strategic solutions. It emphasizes problem-solving skills and client interaction techniques.
Advanced Organizational Behavior
Building upon foundational knowledge, this course delves into complex organizational dynamics, including team behavior, organizational culture, and leadership theories that influence contemporary workplace environments.
HR Analytics and Data Science
This course combines statistical analysis with HR applications, teaching students how to interpret data trends, predict workforce needs, and drive evidence-based decision-making in HR functions.
Project-Based Learning Philosophy
The department strongly believes in project-based learning as a means to bridge theory and practice. Students engage in both mini-projects and a final-year capstone project that reflect real-world challenges faced by organizations:
Mini-Projects
Students complete two mini-projects during their academic journey:
- First-Year Mini-Project: Focuses on basic HR analysis, including employee satisfaction surveys or recruitment process reviews.
- Second-Year Mini-Project: Involves developing a comprehensive HR strategy for a hypothetical organization, applying learned concepts to practical scenarios.
Final-Year Capstone Project
The capstone project is an extensive, multi-phase initiative that allows students to apply all their learning to a real organizational challenge. Students can either choose a topic related to their specialization or propose an innovative research question with faculty mentorship.
Evaluation Criteria
Projects are evaluated based on:
- Research Quality: Depth and relevance of literature review, methodology, and data analysis.
- Practical Application: Feasibility and impact of proposed solutions or recommendations.
- Presentation Skills: Clarity and professionalism in communicating findings to diverse audiences.
- Collaboration: Teamwork and effective communication throughout the project lifecycle.
Project Selection Process
Students select projects based on:
- Faculty Mentor Availability: Each student is paired with a faculty member who has expertise in their chosen area.
- Industry Alignment: Projects often originate from actual client requests or industry challenges identified by partners.
- Research Interest: Students' personal interests and future career goals guide project selection.