Comprehensive Course Listing and Structure
| Semester | Course Code | Full Title | Credit Structure (L-T-P-C) | Prerequisites |
|---|---|---|---|---|
| 1 | HRM101 | Introduction to Human Resource Management | 3-0-0-3 | - |
| 1 | PSY102 | Psychology for Business | 3-0-0-3 | - |
| 1 | BUS103 | Business Communication | 3-0-0-3 | - |
| 1 | ECO104 | Introduction to Economics | 3-0-0-3 | - |
| 1 | LIT105 | English for Professional Development | 3-0-0-3 | - |
| 2 | HRM201 | Organizational Behavior | 3-0-0-3 | HRM101 |
| 2 | HRE202 | Human Resource Planning | 3-0-0-3 | HRM101 |
| 2 | LAB203 | Research Methodology Lab | 0-0-3-1.5 | - |
| 2 | MGT204 | Management Principles | 3-0-0-3 | - |
| 2 | HRM205 | Introduction to Labor Laws | 3-0-0-3 | - |
| 3 | HRM301 | Recruitment and Selection | 3-0-0-3 | HRM201 |
| 3 | HRM302 | Training and Development | 3-0-0-3 | HRM201 |
| 3 | ELE303 | Employee Relations | 3-0-0-3 | HRM201 |
| 3 | HRM304 | Performance Appraisal Systems | 3-0-0-3 | HRM201 |
| 3 | LIT305 | Technical Writing for HR | 3-0-0-3 | - |
| 4 | HRM401 | Compensation Management | 3-0-0-3 | HRM301 |
| 4 | HRM402 | Strategic HR Planning | 3-0-0-3 | HRM201 |
| 4 | ELE403 | Global HR Practices | 3-0-0-3 | HRM201 |
| 4 | HRM404 | Diversity and Inclusion in Organizations | 3-0-0-3 | HRM201 |
| 4 | LAB405 | HR Analytics Lab | 0-0-3-1.5 | - |
| 5 | HRM501 | Advanced Employee Relations | 3-0-0-3 | ELE303 |
| 5 | HRM502 | HR Analytics and Data Science | 3-0-0-3 | LAB203 |
| 5 | ELE503 | Change Management | 3-0-0-3 | HRM201 |
| 5 | HRM504 | Labor Relations and Collective Bargaining | 3-0-0-3 | HRM205 |
| 5 | LIT505 | HR Communication Strategies | 3-0-0-3 | - |
| 6 | HRM601 | Leadership and Organizational Culture | 3-0-0-3 | HRM201 |
| 6 | ELE602 | International HR Practices | 3-0-0-3 | HRM402 |
| 6 | HRM603 | HR Technology and Innovation | 3-0-0-3 | - |
| 6 | LAB604 | Capstone Project Lab | 0-0-3-1.5 | - |
| 7 | HRM701 | Advanced Strategic HRM | 3-0-0-3 | HRM402 |
| 7 | ELE702 | Corporate Governance and Ethics | 3-0-0-3 | - |
| 7 | HRM703 | Advanced Compensation Design | 3-0-0-3 | HRM401 |
| 7 | HRM704 | Employee Wellness and Retention Strategies | 3-0-0-3 | - |
| 8 | HRM801 | Final-Year Thesis/Capstone Project | 0-0-6-6 | LAB604 |
| 8 | HRM802 | HR Consulting Internship | 0-0-3-3 | - |
Detailed Course Descriptions for Advanced Departmental Electives
HR Analytics and Data Science (HRM502): This course introduces students to the application of data analytics in human resource management. It covers techniques such as predictive modeling, machine learning algorithms, and statistical analysis tools used in HR decision-making. Students will learn how to extract insights from employee data, measure workforce performance, and optimize HR processes using advanced analytics.
Change Management (ELE503): This course explores the theories and practices of managing organizational change effectively. Topics include resistance to change, leadership during transitions, communication strategies, and implementation frameworks. Students will analyze case studies from various industries to understand how to lead change initiatives successfully.
International HR Practices (ELE602): Designed for students interested in global business, this course examines the challenges and opportunities of managing human resources across different cultures and legal systems. It covers cross-cultural communication, expatriate management, international labor relations, and global talent strategies.
Employee Wellness and Retention Strategies (HRM704): This elective focuses on designing and implementing wellness programs that improve employee health, satisfaction, and retention. Students will study stress management techniques, mental health support systems, work-life balance initiatives, and organizational culture transformation strategies.
Corporate Governance and Ethics (ELE702): This course delves into the ethical responsibilities of organizations and their impact on HR practices. It covers corporate governance frameworks, compliance requirements, anti-corruption measures, and ethical decision-making processes in the context of human resource management.
Advanced Compensation Design (HRM703): This advanced course explores modern compensation strategies, including equity-based pay, profit-sharing plans, and performance-linked rewards. Students will learn how to design fair and competitive compensation structures that attract and retain top talent while aligning with organizational goals.
Leadership and Organizational Culture (HRM601): This course examines the role of leadership in shaping organizational culture. It covers transformational leadership styles, cultural intelligence, team dynamics, and influence strategies. Students will engage in simulations and group projects to develop their leadership competencies.
HR Technology and Innovation (HRM603): This elective introduces students to emerging technologies in HR, such as AI-powered recruitment tools, virtual reality training platforms, blockchain-based credential verification systems, and digital employee experience solutions. Students will explore how these innovations can enhance HR operations and decision-making.
Advanced Strategic HRM (HRM701): This course explores the intersection of HR strategy and business strategy. It covers strategic alignment models, value creation through human capital, organizational design, and competitive advantage strategies that leverage HR capabilities.
Labor Relations and Collective Bargaining (HRM504): This course provides a comprehensive understanding of labor relations in the Indian context. Students will study labor laws, collective bargaining processes, dispute resolution mechanisms, union-management dynamics, and industrial conflict management techniques.
Project-Based Learning Philosophy
The Human Resource program at Satyendra Chandra Guria Institute Of Management Andtechnology embraces a project-based learning approach that emphasizes real-world application and experiential understanding. From the second year onwards, students are encouraged to engage in both mini-projects and capstone projects that reflect current industry challenges and opportunities.
Mini-projects are assigned during the third and fourth years, allowing students to apply theoretical knowledge to practical scenarios under faculty supervision. These projects may involve analyzing HR practices at a local company, developing recruitment strategies for a specific role, or designing training programs for employees with different skill levels.
The final-year capstone project is a significant component of the program, requiring students to undertake an in-depth research study or consultancy assignment that addresses a critical HR issue. Students select their projects based on personal interest and industry relevance, working closely with faculty mentors who provide guidance throughout the process.
Evaluation criteria for these projects include originality, relevance, methodology, presentation quality, and impact potential. Projects are assessed using rubrics developed in consultation with industry experts to ensure alignment with professional standards and expectations.