We Offer

NexGen HRPro Course

Net Fees: Rs. 145000 Rs. 105000

TOTAL 17 8
No. Course Name Credit Hours
1 Human Resource Management 1 15
2 Compensation Management 4 60
3 Strategic Human Resource Management 4 60
4 Employment Relations 4 60
5 Human Resource Information System 4 60

NexGen HR Course

Net Fees: Rs. 105000 Rs. 85000

TOTAL 17 8
No. Course Name Credit Hours
1 Human Resource Management 1 15
2 Compensation Management 4 60
3 Human Resource Information System 4 60

1. Importance from the Corporate Scenario

a) Building a Future-Ready HR Workforce

  • Modern organizations need HR professionals who can combine traditional people management skills with strategic business insight.
  • This course trains participants in core HR functions, strategic HR alignment, HR technology (HRIS), analytics, and legal compliance, making them job-ready from day one.

b) Strategic HR as a Business Partner

  • HR is no longer just an administrative department; it plays a critical role in driving business outcomes, culture, and innovation.
  • The course emphasizes strategic integration of HR with business goals, enabling HR teams to contribute directly to productivity and profitability.

c) Digital Transformation in HR

  • Covers HR technology, analytics, and digital tools, which are essential for modern talent acquisition, performance tracking, and workforce planning.
  • Corporates can benefit from hiring graduates who can immediately leverage HRIS and data-driven decision-making.

d) Risk Management and Compliance

  • Ensures proficiency in labor law compliance, ethical HR practices, and employee rights protection, reducing corporate legal risks.

e) Employee Engagement and Retention

  • Focus on employee relations, communication, and conflict resolution directly impacts retention rates, morale, and employer branding.

2. Importance from the Candidate’s Perspective

a) High Employability in Multiple Sectors

  • Skills are applicable across industries — IT, manufacturing, BFSI, healthcare, retail, startups, and MNCs.
  • Roles include HR Generalist, Talent Acquisition Specialist, HR Business Partner, Compensation Analyst, HRIS Manager, and Employee Relations Officer.

b) Balanced Learning: Operational + Strategic

  • Learns both hands-on HR functions (payroll, hiring, benefits) and strategic elements (succession planning, HR transformation), preparing for both entry and mid-management roles.

c) Technology-Driven HR Competence

  • Gains competitive advantage with HR analytics, digital HR tools, and systems integration skills, which are in high demand.

d) Long-Term Career Growth

  • Builds a foundation for professional certifications like SHRM, HRCI, CIPD, or higher studies in HR and Organizational Development.

e) Workplace Influence and Impact

  • Training in employee engagement and organizational culture enables candidates to make a meaningful difference in employee well-being and company performance.

Program Educational Objectives (PEOs)

PEO No. Title Explanation
PEO1 HRM Functional Expertise Build core knowledge in recruitment, compensation, employee relations, and HR planning.
PEO2 Strategic and Organizational Thinking Equip students to align HR strategies with organizational goals.
PEO3 Technological Integration in HR Enable students to use HRIS and digital tools in human resource management.
PEO4 Ethics and Employee-Centric Culture Foster ethical practices, employee rights, and inclusive work environments.
PEO5 Professional Growth and Lifelong Learning Encourage continual development through certifications, research, and learning.

Program Professional Objectives (PPOs)

PPO No. Title Explanation
PPO1 Talent Acquisition & Workforce Planning Develop strong recruitment, selection, and workforce planning abilities.
PPO2 Compensation and Benefits Structuring Design and manage competitive and equitable compensation systems.
PPO3 Strategic HR Leadership Lead HR initiatives that contribute to organizational performance and culture.
PPO4 HR Analytics and Systems Use HRIS and analytics tools for informed HR decision-making.
PPO5 Employee Relations & Legal Compliance Promote healthy employee relations and ensure compliance with labor laws.

Program Outcomes (POs)

PO No. Outcome Explanation
PO1 Knowledge of Core HR Functions Understand HRM principles in staffing, training, performance, and compensation.
PO2 Strategic HR Integration Align HR with business strategy for enhanced organizational effectiveness.
PO3 HR Technology and Information Systems Apply HRIS and digital tools for operational efficiency.
PO4 Legal and Ethical HR Practices Ensure fairness, ethics, and compliance in employee management.
PO5 Communication and Conflict Resolution Skills Handle workplace communication, negotiations, and grievances effectively.

Matrix: PEOs vs Graduate Attributes

Graduate Attributes PEO1 PEO2 PEO3 PEO4 PEO5
HR domain knowledge ✅ ✅ ✅ ✅
Strategic and leadership mindset ✅ ✅ ✅ ✅
Ethical and employee-focused values ✅ ✅ ✅ ✅
Technology adoption in HR ✅ ✅ ✅
Continuous learning and adaptability ✅ ✅ ✅ ✅ ✅

Matrix: POs vs PEOs

POs / PEOs PEO1 PEO2 PEO3 PEO4 PEO5
PO1: Core HR Knowledge ✅ ✅ ✅
PO2: Strategic HR Integration ✅ ✅ ✅ ✅ ✅
PO3: HR Tech & Information Systems ✅ ✅ ✅
PO4: Legal & Ethical Practices ✅ ✅ ✅ ✅
PO5: Communication & Conflict Resolution ✅ ✅ ✅ ✅ ✅

Matrix: POs vs PPOs

POs / PPOs PPO1 PPO2 PPO3 PPO4 PPO5
PO1: Core HR Knowledge ✅ ✅ ✅ ✅ ✅
PO2: Strategic HR Integration ✅ ✅ ✅ ✅ ✅
PO3: HR Tech & Information Systems ✅ ✅ ✅ ✅
PO4: Legal & Ethical Practices ✅ ✅ ✅ ✅ ✅
PO5: Communication & Conflict Resolution ✅ ✅ ✅ ✅ ✅

Bibliography (Books & Journals)

Type Title / Author / Publisher
Book Human Resource Management – Gary Dessler
Book Strategic Human Resource Management – Jeffrey Mello
Book Compensation – George Milkovich & Jerry Newman
Book Employment Law for Human Resource Practice – David J. Walsh
Book Human Resource Information Systems – Michael Kavanagh & Mohan Thite
Book Managing Human Resources – Luis R. Gomez-Mejia
Journal Human Resource Management Review – Elsevier
Journal The International Journal of Human Resource Management – Taylor & Francis
Journal Journal of Organizational Behavior
Journal Personnel Psychology
Journal Harvard Business Review - HR & Leadership Section