Comprehensive Course Structure
The Human Resource program at Roorkee College Of Management And Computer Applications Roorkee is structured over 8 semesters, ensuring a progressive and holistic learning experience. The curriculum combines core subjects with departmental electives, science electives, and hands-on laboratory sessions to provide students with both theoretical knowledge and practical skills.
| Semester | Course Code | Course Title | Credit Structure (L-T-P-C) | Pre-requisites |
|---|---|---|---|---|
| 1 | HR101 | Introduction to Human Resource Management | 3-0-0-3 | - |
| 1 | HR102 | Organizational Behavior | 3-0-0-3 | - |
| 1 | HR103 | Psychology for Managers | 3-0-0-3 | - |
| 1 | HR104 | Business Communication | 3-0-0-3 | - |
| 1 | HR105 | Introduction to Labor Law | 3-0-0-3 | - |
| 2 | HR201 | Human Resource Planning | 3-0-0-3 | HR101 |
| 2 | HR202 | Recruitment and Selection | 3-0-0-3 | HR101 |
| 2 | HR203 | Training and Development | 3-0-0-3 | HR101 |
| 2 | HR204 | Performance Management | 3-0-0-3 | HR101 |
| 2 | HR205 | Compensation and Benefits | 3-0-0-3 | HR101 |
| 3 | HR301 | Employee Relations | 3-0-0-3 | HR201 |
| 3 | HR302 | Change Management | 3-0-0-3 | HR201 |
| 3 | HR303 | Diversity and Inclusion | 3-0-0-3 | HR201 |
| 3 | HR304 | International Human Resource Management | 3-0-0-3 | HR201 |
| 3 | HR305 | HR Analytics | 3-0-0-3 | HR201 |
| 4 | HR401 | Strategic Human Resource Management | 3-0-0-3 | HR301 |
| 4 | HR402 | Organizational Development | 3-0-0-3 | HR301 |
| 4 | HR403 | Talent Acquisition | 3-0-0-3 | HR301 |
| 4 | HR404 | Workforce Planning | 3-0-0-3 | HR301 |
| 4 | HR405 | HR Technology | 3-0-0-3 | HR301 |
| 5 | HR501 | Advanced Performance Management | 3-0-0-3 | HR401 |
| 5 | HR502 | HR Research Methodology | 3-0-0-3 | HR401 |
| 5 | HR503 | HR Ethics and Corporate Governance | 3-0-0-3 | HR401 |
| 5 | HR504 | Global HR Practices | 3-0-0-3 | HR401 |
| 5 | HR505 | Leadership and Team Development | 3-0-0-3 | HR401 |
| 6 | HR601 | HR Project Management | 3-0-0-3 | HR501 |
| 6 | HR602 | Advanced Compensation Strategies | 3-0-0-3 | HR501 |
| 6 | HR603 | Employee Engagement | 3-0-0-3 | HR501 |
| 6 | HR604 | HR in Startups and SMEs | 3-0-0-3 | HR501 |
| 6 | HR605 | HR Policy Analysis | 3-0-0-3 | HR501 |
| 7 | HR701 | HR Innovation Lab | 0-0-6-3 | - |
| 7 | HR702 | Internship Program | 0-0-0-6 | - |
| 8 | HR801 | Final Year Thesis/Capstone Project | 0-0-0-9 | - |
Advanced Departmental Elective Courses
Advanced departmental electives in Human Resource provide students with specialized knowledge and skills that enhance their career prospects. These courses are designed to reflect current industry trends and emerging challenges in the field of HR.
The course on HR Analytics introduces students to statistical methods, data visualization, and predictive modeling techniques used in HR decision-making. Students learn how to analyze employee data to improve retention rates, optimize recruitment strategies, and measure training effectiveness. The course includes hands-on sessions with real datasets from Fortune 500 companies.
Change Management explores how organizations adapt to external and internal changes while maintaining productivity and morale. Students study theories of organizational change, learn to design change interventions, and develop skills in managing resistance. Case studies from global companies like General Electric and IBM are used to illustrate practical applications.
Diversity and Inclusion delves into the importance of creating equitable workplaces that value differences. The course covers unconscious bias, inclusive leadership practices, and strategies for building diverse teams. Students engage in simulations and role-playing exercises to understand the impact of diversity on organizational performance.
International Human Resource Management examines how HR practices vary across cultures and countries. Students explore legal frameworks, expatriate management, and cross-cultural communication challenges. Guest lectures from international HR professionals provide insights into global HR strategies used by multinational corporations.
Employee Relations and Labor Law provides students with a deep understanding of employment contracts, collective bargaining, and labor disputes. The course includes practical sessions on drafting policies, handling grievances, and ensuring compliance with labor regulations. Students also study landmark cases in labor law and their implications for modern HR practices.
Strategic Human Resource Management focuses on aligning HR functions with organizational goals. Students learn to develop HR strategies that support business objectives, conduct workforce planning exercises, and evaluate the impact of HR interventions on organizational performance.
Organizational Development covers the principles and practices of organizational change and improvement. The course explores OD models, diagnostic tools, and intervention techniques used by consultants and internal practitioners. Students work on real cases from organizations seeking to improve their structures, processes, or cultures.
Talent Acquisition teaches students how to attract and hire top talent in competitive markets. The course covers sourcing strategies, interview techniques, assessment methods, and employer branding. Students also learn about the latest trends in recruitment technology and automation.
Workforce Planning addresses the challenges of forecasting future staffing needs and developing strategies to meet those needs. Students study succession planning, skills gap analysis, and workforce modeling techniques. The course includes projects where students develop workforce plans for real organizations.
HR Technology explores how digital tools and platforms are transforming HR practices. Students learn about HRIS systems, AI applications in recruitment, mobile apps for employee engagement, and blockchain for credential verification. The course includes lab sessions with industry-standard software and tools.
Project-Based Learning Philosophy
Our department's philosophy on project-based learning is rooted in the belief that experiential education is essential for developing competent HR professionals. Projects are designed to mirror real-world challenges, ensuring that students gain practical skills while applying theoretical knowledge.
The mini-projects undertaken in the third and fourth years provide students with opportunities to work on specific HR issues faced by organizations. These projects are supervised by faculty members who have extensive industry experience, ensuring that students receive guidance from experts in the field.
Students can select their own projects or be assigned topics based on current organizational needs. Each project is evaluated using a rubric that assesses research quality, analytical skills, presentation abilities, and practical relevance. Students are encouraged to collaborate with industry partners to ensure that their work has real-world impact.
The final-year thesis or capstone project represents the culmination of students' learning journey. They work closely with faculty mentors to develop a comprehensive study or intervention plan addressing a significant HR challenge. This project often leads to publications, presentations at conferences, or implementation in actual organizations.
Faculty mentors are selected based on their expertise and availability. Students are paired with mentors who align with their interests and career goals. The mentorship process includes regular meetings, feedback sessions, and guidance throughout the project development phase.