Course Structure Overview
The Human Resource Management program at SAM College of Management and Technology is structured over eight semesters, with a balanced mix of core courses, departmental electives, science electives, and laboratory work. The curriculum emphasizes both theoretical understanding and practical application to ensure students are well-prepared for real-world challenges.
| Semester | Course Code | Course Title | Credits (L-T-P-C) | Prerequisites |
|---|---|---|---|---|
| 1 | HRM101 | Introduction to Human Resource Management | 3-0-0-3 | - |
| 1 | HRM102 | Psychology of Organizational Behavior | 3-0-0-3 | - |
| 1 | MAT101 | Mathematics for Business Applications | 3-0-0-3 | - |
| 1 | ENG101 | English Communication Skills | 2-0-0-2 | - |
| 1 | HSS101 | Sociology of Organizations | 3-0-0-3 | - |
| 1 | LAW101 | Introduction to Labor Law | 2-0-0-2 | - |
| 2 | HRM201 | Recruitment and Selection Techniques | 3-0-0-3 | HRM101 |
| 2 | HRM202 | Training and Development Programs | 3-0-0-3 | HRM101 |
| 2 | ECON101 | Microeconomics | 3-0-0-3 | MAT101 |
| 2 | HRM203 | Performance Appraisal Systems | 3-0-0-3 | HRM101 |
| 2 | LAB201 | HR Lab: Recruitment Simulation | 0-0-3-1 | - |
| 3 | HRM301 | Compensation and Benefits Management | 3-0-0-3 | HRM201 |
| 3 | HRM302 | Organizational Behavior Theory | 3-0-0-3 | HRM102 |
| 3 | HRM303 | Employee Relations and Labor Law | 3-0-0-3 | LAW101 |
| 3 | STAT101 | Statistics for Business Applications | 3-0-0-3 | MAT101 |
| 3 | HRM304 | Leadership and Team Dynamics | 2-0-0-2 | HRM101 |
| 3 | LAB301 | HR Lab: Performance Management | 0-0-3-1 | - |
| 4 | HRM401 | Strategic Human Resource Management | 3-0-0-3 | HRM301 |
| 4 | HRM402 | Diversity and Inclusion in Organizations | 3-0-0-3 | HRM302 |
| 4 | HRM403 | Global Human Resource Practices | 3-0-0-3 | HRM301 |
| 4 | HRM404 | Corporate Governance and Ethics | 2-0-0-2 | HRM101 |
| 4 | LAB401 | HR Lab: Strategic Planning | 0-0-3-1 | - |
| 5 | HRM501 | Talent Analytics and Data Science | 3-0-0-3 | STAT101 |
| 5 | HRM502 | Change Management in Organizations | 3-0-0-3 | HRM401 |
| 5 | HRM503 | Human Capital Analytics | 3-0-0-3 | STAT101 |
| 5 | HRM504 | Workplace Psychology and Motivation | 2-0-0-2 | HRM102 |
| 5 | LAB501 | HR Lab: Analytics Project | 0-0-3-1 | - |
| 6 | HRM601 | Advanced Organizational Development | 3-0-0-3 | HRM502 |
| 6 | HRM602 | HR Technology Solutions | 3-0-0-3 | HRM401 |
| 6 | HRM603 | International HR Practices | 3-0-0-3 | HRM403 |
| 6 | HRM604 | Cross-Cultural Management | 2-0-0-2 | HRM302 |
| 6 | LAB601 | HR Lab: Technology Implementation | 0-0-3-1 | - |
| 7 | HRM701 | Capstone Project in HR | 2-0-6-4 | All previous semesters |
| 7 | HRM702 | HR Consulting Practicum | 2-0-6-4 | HRM601 |
| 8 | HRM801 | Final Thesis in Human Resource Management | 4-0-0-4 | HRM701 |
| 8 | HRM802 | HR Innovation Workshop | 2-0-6-4 | HRM602 |
Advanced Departmental Electives
Students can choose from a range of advanced departmental electives that allow them to specialize in areas such as talent analytics, organizational development, global HR practices, and more. These courses are designed to provide deeper insights into specific domains within HRM.
- Talent Analytics and Data Science: This course explores how data-driven approaches can be used to make informed decisions about talent acquisition, retention, and development. Students learn to use statistical tools, machine learning algorithms, and predictive analytics models to identify trends and optimize HR processes.
- Change Management in Organizations: Focuses on the strategies and techniques required to implement organizational changes effectively. Topics include resistance management, communication planning, stakeholder engagement, and change leadership frameworks.
- Human Capital Analytics: Delivers a comprehensive understanding of how HR data can be leveraged to measure performance, predict outcomes, and drive strategic decisions. Students work with real datasets to analyze workforce trends and develop actionable insights.
- Workplace Psychology and Motivation: Examines psychological theories and their application in workplace settings. The course covers motivation theories, cognitive biases, emotional intelligence, and interpersonal dynamics that influence productivity and job satisfaction.
- Advanced Organizational Development: Explores advanced models of organizational change and development. Students learn about organizational culture, systems theory, and intervention strategies used by consultants to address complex challenges in large organizations.
Project-Based Learning Philosophy
The program adopts a project-based learning approach that integrates academic knowledge with practical experience. Students engage in both individual and group projects throughout their studies, culminating in a final-year capstone project and thesis.
Mini-projects are assigned in the second and third years to help students apply concepts learned in class to real-world scenarios. These projects often involve working with local organizations or participating in case competitions that simulate actual business situations.
The final-year thesis is a significant component of the program, where students conduct independent research under faculty supervision. The project allows students to explore a specific area of interest within HRM and contribute original insights to the field.