Holymeal Logo

The Career Track in Digital HR is a structured intervention that is designed to equip our PGDM students with the necessary competencies that will enable them to excel in their first role in the organizations that they join. The program is thoughtfully crafted involving a larger exposure to the industry’s cutting-edge practices. During the program, the students get to apply their learnings from the concepts acquired during their foundational courses to the latest Human Resource practices in the Industry.

To make this happen, this year, we have partnered with the top-notch organizations who are known for the best-in-class people practices in this domain: Darwinbox Digital Solutions, Dun & Bradstreet, Schneider Electric & RapidValue. The course was designed carefully based on the inputs from (i) industry experts in the field (ii) the requirement placed by the Corporate Houses during their campus recruitment program (iii) theme of various industry forums such as NHRD Network that reviews the skill-gap requirement. The final curated course (given below) was driven largely by senior practitioners from Industry.

  • Technology in HR by Prof. Poojitha Balachandran, Implementation Director, Darwinbox Digital Solutions.
  • Data Driven HR with AI by Prof. Vishwanadh Raju, Head India Talent Acquisition, Dun & Bradstreet.
  • Organizational Development and Change Management by Prof. Prem Oscar, Senior General Manager, Schneider Electric.
  • Agile Project Management in HR by Prof. Aravind Warrier, Director HR, RapidValue.

As a part of the Career Track program, the students also received exposure to live-projects from Corporates. These were Consulting Assignments (routed through the Request-for-Problem (RFP) intervention that we run for our students each year). The students are currently mentored by faculty and industry leaders on concurrent topics: employee engagement in hybrid work setting, performance management, and compensation benchmarking. It is therefore, not a surprise, that the students rated these courses as some of their best learning experiences in our campus.

By meeting these students, I am confident that you will see professionally groomed and young smart minds who are curious to learn and contribute to your needs.

We welcome you and look forward to working with you in areas of mutual interest.

  • Dr. Vittal Rangan

    Associate Professor,
    Human Resources Area,


JAGSoM is distinguished by a unique Curriculum 4.0 aligned to the needs of Industry 4.0. The Curriculum is designed to groom ‘T-shaped professionals’ for new-age roles in new-age companies and is delivered through the unique pedagogy of ‘Learning by Solving’.

The PGDM program at JAGSoM is delivered by domain specialist faculty, with professional experience in the industry.

JAGSoM conducteda joint study in collaboration with the National Human Resource Development Network (NHRDN) to identify the unmet needs of the industry and the skills required for Industry 4.0.

CURRICULUM 4.0 – Moulding T-Shaped Professionals

The culmination and analysis of the results of the JAGSoM-NHRDN study revealed that successful professionals of the future will be ‘T’ shaped professionals, combining both a l wide breadth of knowledge across areas and in-depth knowledge in a specialised area.

The main focus of Curriculum 4.0 is to groom T-shaped professionals for new age roles in new age industries.

As illustrated in the figure above, the top bar of the ‘T’ represents the broad skills such as the people skills, the social skills, and an appreciation of multi-functional capabilities and how the functional areas play among themselves.

The Practice Courses at JAGSoM form an important part of the pedagogical interventions and are accorded great priority. Almost one third of the total credits in the entire PGDM program is assigned to practice courses. The Practice Courses are ‘Hands – On’ and serve to ensure that students get ready for Industry 4.0.

The Majors, Minors and the Career Tracks make up the Vertical bar of the ‘T’.

In order to ensure that studentsare ready for Industry 4.0,Curriculum 4.0 includesCareer Tracks aligned to their professional goals. Students do a deep dive immersion in their Career Tracks to acquire the required competencies and critical skills to become industry ready.The Career Tracks enable the students to achieve depth of knowledge and skills in a specific area pertaining to Industry 4.0.

The Curriculum 4.0 of JAGSoM includes 4 Majors – Marketing, Finance, Analytics & Digital Business and HR, as well as 7 Career Tracks in MarTech, Sales & Service, FinTech, Capital Markets, Banking, Business Analytics and Digital HR.

Integrated Pathway for ‘Learning by Solving’

JAGSoM’sCurriculum 4.0 is delivered through the unique pedagogy of ‘Learning by Solving’ where students work in groups to solve real life problems supported by Industry partners and mentored by domain specialist faculty.

The pedagogy of ‘Learning by Solving’ is operationalized by an integrated pathway consisting of 3 Key Interventions, in which every student at JAGSoM’s PGDM program participates.

Research/Innovation Incubation (RI/II): Students work in small groups either on Research Projects or Start-Up Ideas, under the guidance of faculty mentors.

In the Research Incubation practice course, the focus is on research topics that impact practice where students get an in-depth understanding of various domains through sector and company analysis. The Innovation Incubation practice course is aimed at developing the entrepreneurial mindset of students and at providing them a structured path to creating and launching their own startups.

Career Track Program & Request for Problem (RFP) Project: The same student groups from the Research Incubation and Innovation Incubation practice courses then move on to work on a live industry project in the Career Track program. Students select a Career Track aligned to their professional goals and do a deep dive immersion to acquire the required competencies and critical skills to become industry ready. Career Tracks are offered to students in MarTech, Sales & Service, FinTech, Capital Markets, Banking, Business Analytics and HR-Digital Transformation.

The ‘Request for Problem’ (RFP) project is an integral component of the ‘Career Track’ Program. Each year, JAGSoM invites industry partners to refer business problems that they are currently facing which student consulting teams help to solve, each led by a fulltime faculty member (or an interdisciplinary team of faculty members).

Industry Internship Program (IIP): The final step in the pathway is a 3-month long Industry Internship where the students intern with new-age companies to get hands-on experience. The IIP is an intensive immersion, enabling the students to apply the domain knowledge acquired in Research/Innovation Incubation, Career Track and RFP projects, while also understanding real-world industry applications.


Personality Enhancement Program

A life-skill and lifestyle-oriented course that addresses issues of wellness and essential skills, like communication, negotiation, and cross-cultural orientation, to groom a holistic individual.

Personality Enhancement Program
Corporate Mentoring

Corporate Mentoring

Corporate mentors guide students in goal setting and realization of their professional aspirations.

Effective Execution

This course aims at enhancing the ability of students to address the challenges of collaboration, conflict resolution, timely and cost-effective execution of critical activities to achieve specific milestones in institution building activities.

Effective Execution
Social Immersion Program

Social Immersion Program

Students undertake immersions with NGOs in rural areas. Students learn to design solutions for social problems through a Techno Economic Viability study, thereby enabling sustainable, socially positive, and measurable impact on UN Sustainable Development Goals.

Research Incubation

In the Research Incubation practice course, students work in small groups on Research Projects under the guidance of faculty mentors. The focus is on research topics that impact practice where students get an in-depth understanding of various domains through sector and company analysis.Thispractice course is featured by AACSB in the list of best practices in the Asia Pacific.


Design Thinking and Innovation Incubation

This course empowers the participants to develop an entrepreneurial mindset and enables them to tackle business problems & challenges through creativity and innovation.Students work in small groups on Start-Up Ideas under the guidance of faculty mentors.The Innovation Incubation practice course is aimed at developing the entrepreneurial mindset of students and at providing them a structured path to creating and launching their own startups.

Industry Internship Program

The PGDM program concludes with this 3-month long internship providing a transitioning bridge between theory and practice. The Industry Internship Program (IIP) is the final component of the RI-RFP-IIP Integrated Pathway for ‘Learning by Solving’.



The HR Career Track program consists of 5 courses and 1 capstone project.

  • Organizational Development &
    Change Management

  • Technology in HR
    (HRMS implementation)

  • Data Driven HR with
    Artificial Intelligence

  • Agile Project Management
    for HR

  • One Certification from AI HR recommended list of courses

  • Capstone Project - Real-Life Problem Solving with Industry

Prerequisite Courses
The following courses are prerequisites for the Career Track in Digital HR.
• Human Capital Management
• HR Metrics & Scorecard
• Strategic Staffing

Course Content

The course outlines for the five courses offered under the Digital HR Career Track are as follows:

  • Organizational Development & Change Management

    Session No.
    Session Title
    Preparatory Classes
    • Analyzing questionable companies, Company Analysis and Global Macro, Analyzing Company Debt
    • Difference between OD and HR and intro to change (Planned and forced)
    • 5 phases of OD
    • Org Development initiatives- HR processes, Techno-structural, HR management and Strategic issues
    • Skills for an OD practitioner
    • Skills for an OD practitioner (Appreciative inquiry)
    • Culture and change
    • Managing resistance to change
    • Lewin’s change model
    • Kotter’s model
    • Change Management simulation V5
    • Student Presentation (on Simulation, Project, Book Review)
  • Technology in HR (HRMS Implementation)

    Session No.
    Session Title
    • HR Data and its implications on Organizational Strategy
    • Planning the HRMS implementation
    • Change Management
    • Role of Key Stakeholders
    • Implementation Consulting – The role of a Consultant
    6 – 9
    • Data Migration (Core Master, Recruitment, Training, Performance Management, Compensation, Payroll, Compliance)
    • System Testing
    • User Training
    • HRMS Go-Live
    • Post go-live challenges
    • Defining the Project Success – Measurement and future integrations
  • Data driven HR with Artificial Intelligence

    Session No.
    Session Title
    • Introduction to Data Driven HR
    • Challenges and Opportunity of Data driven HR
    • Understand HR competitive advantage with AI-powered behaviour analytics.
    • Advanced Predictive Analytics with specific cases in HR
    • Design Thinking in HR
    • Create and glance metrices - how your HR organization is performing.
    • Workforce metrics - Use data to paint a clear picture of your most valuable asset: your employees.
    • Recruitment metrics - Discover the metrics that can help you win the war for talent-.
    • Learning and Development Metrics- Develop Metrices and embed for organisational transformation.
    • Analysing Attrition Data and Presenting Recommendations
    • What is AI and how is it impacting HR? How AI is disrupting HR Tech.
    • How can HR benefit from implementing AI and other new technologies?
    • Shaping the Future of Work with AI and Augmentation
    • What do HR professionals need to do to prepare to implement AI solutions in HR?
    • Implementing AI tools within HR (in Recruitment, Selection, Learning & Development)
    • Implementing AI tools within HR (in Performance Management, Employee Engagement)
    • Glimpse of AI tools
  • Agile Project Management for HR

    Session No.
    Session title
    • Business strategy and project selection
    • The Basics of Project and Project Management (PM) – i.e. “PM for Dummies”
      • The nature of project management
      • How projects differ from line work
      • Project management definitions
      • Project management in a systems context
      • Project typologies
      • Project life cycle / Stages within a project
    • The Basics of the Agile Project management
      • Modernizing Project Management: Introducing Agile Project Management
      • The Agile Manifesto and Principles
      • Changes as a Result of Agile
      • Changing Team Philosophy: Working in Agile
    • Project design
    • Complexity
    • Activities and Outputs
    • Projects, Programs and Portfolios
    • The Communication in Project
    • Managing Team Dynamics and Communication - Choosing the Right Project team
    • Managing-Risks
    • The project organization / The influence of the management structure
    • Project Execution
    Control Mechanisms
    • Capital Costs and Budgeting
    • Costs and Estimates (Human Resources, Time-scale, Costs)
    • Cost Control
    • Quality Assurance
    • Change Control
    • Summary
  • HRMS Implementation Associate


    • Proficiency in HRMS
    • Proficiency in at least one HR ERP, preferable.
    • HR functional and Process Knowledge
    • Flexibility to adapt to the needs of the clients
    • Process mapping capabilities

    Critical Skills

    • ERP skills
    • HRIS development skill
    • Proposal writing skill
    • Proposal writing skill
    • Project Management Skills
    • Problem Solving


    • Course on Technology in HR
    • Certifications prescribed under HR AI
  • HR Business Partner


    • Identify and manage employee competencies
    • Review talent and develop an applicable workforce plan
    • Ensure employee experience through employee value proposition
    • Partner with business in delivering business led HR strategies

    Critical Skills

    • Business acumen
    • Communication and negotiation skills
    • Interviewing skills
    • Employee relationship skills


    • Human capital management
    • Employee Laws
  • Talent Acquisition Associate


    • Familiarity with Microsoft Office Applications
    • Knowledge with HR Tools and processes

    Critical Skills

    • Communication Skills
    • Plan and strong execution skills
    • Social skills


    • Competency based Strategic Staffing
  • HR Associate - Change Management


    • Familiarity with Change related challenges
    • Strong relationship management capabilities with key stakeholders

    Critical Skills

    • Strategic Thinking cells
    • Effective Communication skills
    • Empathy, Emotional Intelligence & self-motivation


    • Organizational Change & Change Management
  • HR Area Courses - Catalogue

S.No. Course Type Course Name Course Objectives
1 Core Behavioral Science
  • This course focuses on individual behaviour, group behaviour and organisational behaviour.
  • Behavioural aspects are discussed from employee context and customer context.
2 Core Human Capital Management Covers knowledge, competencies and skills required to be an effective human resource manager broadly include manpower planning, recruitment, selection, employee motivation, appraisal of employee performance, industrial relations, employee training and development, development of a HR strategy among other things.
3 Elective People Management in Entrepreneurial Firms
  • Focus on methods and practices to acquire, engage, and develop talent; development of leaders within an organization; and examines how executive succession is managed.
4 Elective Managerial Psychology in Action The course is predominantly practical in nature applying the psychological framework for managerial action and is learnt predominantly through exercises and simulations and practical community engagements. Course aim to hone people skills and leadership skills.
5 Elective Competency Based Strategic Staffing Apply subject-related concepts, models and theories to real life hiring and retaining situations. Evaluate a talent acquisition plan and design a talent development plan.
6 Elective Learning & Development
  • Understand the latest trends and technologies in instructional design and course development
  • Develop a comprehensive learning eco system based on the specific requirements of the business.
7 Elective Employee Relations & Labor Laws Course is concerned primarily with the conceptual and practical dimensions of Industrial Relations in the Indian context and to promote a critical understanding of substantive procedural labor laws
8 Elective Strategic Human Resource Management Develop competencies as a ‘strategic partner’, helping the organisation to analyse its external environment and internal capabilities and develop a strategic HR plan to enhance its long-run performance.
9 Elective Total Rewards Management Total Reward Management from a Strategic and Operations perspective. Through employee Compensation, Rewards benefits etc. course covers the value propositions of employees.
10 Elective Human Resource Analytics Understand what People Analytics is and how it can help HR increase its strategic value. Assemble HR data and generate a report that can be of strategic value.
11 Elective Assessment Centre and Psychometric Testing Create a basic interpretation output of an integrated leadership psychometric test consisting of Big 5, Self-efficacy, Locus on control, emotional quotient, FIRO-B and Multidimensional Leadership Questionnaire (MLQ 5).
12 Elective HR Metrics and Score Card Course aims at providing students with an understanding of the financial & business impact of human resource related initiatives & interventions at a basic level.
13 Elective Performance Management Course aims at horning the skills of most powerful tools for ensure productivity and performance in an organisation. Course uses, cotemporary and modern performance management tools and trains the students on feedback
  • Core Courses - Catalogue

S.No. Name of Core Course Course Snapshot
1 Decision Making Science The course covers both the qualitative and quantitative aspects of decision-making. Students learn to applythe basics of decision making to defining a decision problem, generating alternatives and choosing a viable alternative; to perform decision making under uncertainty; to differentiate between different types of sampling and apply them using appropriate tools; to use simple modelling and predictive analytics using appropriate automated tools; to generate a hypothesis, to test and enable making appropriate decisions through different types of statistical tests; and to Generate optimal solutions to business decision problems.
2 Introduction to Digital Business This course covers the topic of how digital technology drives business transformation. In addition, the participants learn about the platform economy and non-linear processes to unlock customer value; and about various models to build digital leadership. Participants also learn about the transformation challenge and about the reasons why digital transformations fail.
3 Financial Accounting and Financial Statement Analysis The objective of this course is to introduce the student to accounting concepts and regulations. The participants are familiarized with the financial statements. The participants learn how to analyze and interpret financial statements. Participants understand rules, concepts, and key accounting standards; and they learn to interpret the Income statement and apply appropriate methods to arrive at the value of select Assets and liabilities. They learn to Interpret Balance sheet items and cash flow statement items to understand them; to analyze financial statements, and to evaluate the quality of financial statements.
4 Managerial Accounting The objectives of this course are to demonstrate the role of Cost Accounting and Management Accounting as means to ascertain costs and take some key decisions for taking the business towards profitability, and to lay a foundation for developing their skills in decision making using financial data. The course acquaints participants in brief with cost and management accounting mechanics, processes, and systems, but the emphasis is laid on sound concepts and their managerial implications that will help in reducing the cost and increasing profits. Participants learn about Decision making skills regarding costing; arriving at the Break Even Point; makeor buy decisions; budgeting; and implementing ABC in a company.
5 Corporate Finance This is an introductory course for management professionals to understand the basic functions of finance. It introduces the different financial decisions to be taken by managers and their impact on the organization. Participants understand the Finance function vis-à-vis business goals and shareholder value creation; learn to apply the discounted cash flow techniques and their various applications, including applications for capital investment decisions; and learn to understand Capital Asset Pricing Model and apply the skills in estimating the Cost of Equity.
6 Business Economics This course teaches participants to do a sectoral analysis and about the cointegration between business and economics. The course also helps the participants to understand the microeconomic concepts and theories in business decision making; to understand the importance of economic theory, principles, methodologies, and analytical tools for strategic decision making; to develop critical thinking ability to become a strategist; to understand the business implications of Macroeconomic and International Business Environment, and to understand business transformation through technology.
7 Behavioral Science The course enables participants to understand how employee and consumer behaviors are driven by perceptions, attitudes, and individual personalities; to evaluate biases and how they impact decision making given the values, beliefs, and attitudes of each employee/customer are different; to examine consumers in their social and cultural settings. Participants understand the fundamentals of leadership; learn to apply the concepts of EI to managing own EI; and to apply the concepts of culture, and ethics to change behaviour in the organization and consumer behaviour.
8 Human Capital Management This course teaches participants about the best practices of human capital management and how to apply them in an increasingly globalized world so as to positively impact business. Participants understand the analysis underlying the human resource /human capital strategy formulation; learn to evaluate various aspects of HR process and improve the experiences in employee life cycle; and learn to critique performance management and compensation systems, tools and techniques aligned with business strategy.
9 Marketing Management The objectives of this course are to demonstrate the role of marketing in the company, and to show how effective marketing builds on a thorough understanding of buyer behaviour to create value for customers. This is an introductory course for management professionals to explore relationship of marketing with other functions. Students learn how to make marketing decisions in the context of general management; to control the elements of the marketing mix—product policy, channels of distribution, communication, and pricing—to satisfy customer needs profitably; to understand the analysis underlying the marketing strategy formulation; to identify consumer needs, design value propositions and deliver value to create customer relationships; to understand differences in consumers, consumer behaviour, to comprehend ways and means to develop and manage brand equity over time; to understand the development of product strategy, pricing strategy and communication strategy; to understand the development of an effective sales and channel plan; and to analyse the challenges in entering a new market and developing a marketing program for it.
10 Business Strategy and Simulations This is an introductory course to the field of strategy and strategic management. The course is designed to make participants appreciate various tools, frameworks and concepts in strategy analysis. The course is designed to make participants understand firm related strategic choices and how these choices enable some firms to outperform others and maintain sustained success. This course also helps participants in appreciating and aligning their decisions and strategies with the overall strategy of the organization.

Participants learn to differentiate between Strategic and Operational Decisions; to evaluate the attractiveness of industries and assess their profit potential; to assess the resources/competences of the firm and its linkages with competitive advantage; to develop strategies to create and sustain competitive advantage in a particular industry; and to understand the shift in Businesses from pipelines to platforms.
11 Service Operations Management This is an introductory course that exposes management graduates to the ‘World of Services’. Participants learn about the service industry and its various functions. Participants learn about different tools and techniques which were once applied solely to manufacturing, but which are now used extensively in services industries. Participants learn about the nature of services and aligning service strategy to competitiveness. They learn to manage demand and capacity in service organizations; to design Service processes, process selection, and service facility layout; to measure service quality – SERVQUAL model; to manage queueing and waiting line problems in service organizations; to manage inventory in services set-up, and to understand ‘Project Management’ in service organizations.
12 Design Thinking This is an introductory course for students to learn and appreciate the various tools associated with problem identification and coming up with feasible innovative solutions to those problems. Participants learn to use Design Thinking frameworks, tools, and techniques; to design and formulate a Design Thinking solution for business, through a comprehensive project- for a business idea/product concept/ customer experience; to develop a Design Thinking ‘mindset’ towards innovative problem solving; to frame actionable problem/possibility statements using analysis & syntheses of data, and to create a prototype.

Core Faculty

  • Dr. Shaji Kurian

    Professor, HR Area,


    Post-Doctoral Research, School of Technology and Management, Portugal. Research topic: Millennial workforce

    Ph.D., Management Studies, Visvesvaraya Technological University, India

    MBA, Canara Bank School of Management Studies, India

    Prof. Shaji Kurian has over 22 years of experience both in industry and academics. Prior to joining JAGSoM, he was the talent head in Indian Semiconductor Association.

  • Mr. Vishwanadh Raju

    Head- India Talent,
    Dun & Bradstreet.

    A seasoned Human resource - Talent Acquisition professional with over 18 years of experience in managing Talent Acquisition in Product Development and Investment Banking Captive organizations. Managed Business transformation with talent acquisition Strategy. Managed Global Talent Branding, Candidate Experience and University Relations.

  • Mr. Praveen Kamath Kumbla

    GM & HR Head,
    Wipro Limited

    A Senior Industry Professional Praveen Kamath is a Senior HR Professional with 21 years of experience working in strategic and leadership roles in some of the top MNC’s driving the need to search & develop Talent spread across the globe ensuring sound and effective talent practices in alignment with the business goals and objectives.

  • Ms. Poojitha Balachandran

    Implementation Director,
    Darwinbox Digital Solutions


    PG PMIR – XLRI, Jamshedpur

    BA Economics – Stella Maris, Chennai

    An expert industry professional with over 6 years of strong industry experience, Ms. Poojitha, is the Implementation Director of Darwinbox HRMS. She has experience of successful implementation of the system across multiple industries independently. Prior to Darwinbox, she has been part of EY and also, Infosys.

  • Mr. Prem Oscar

    Sr. GM – Talent Mgt & OD,
    Schneider Electric


    PGDM (Strategy & HR), IIM, Calcutta

    M.Sc. (Hons) Chemistry, BITS Pilani

    BE Hons (Comp Science), BITS, Pilani

    Prem is a strategy expert with over 15 years of experience in Consulting and Industry. Prior to Schneider, Prem was Assistant Director with EY. He was also a senior consultant at AoN Hewitt.

  • Mr. Aravind Warrier

    HR Director,


    PGDM (HR and Marketing), Bhavan’s Royal Institute of Management.

    B.Com. HRM, Mahatma Gandhi University

    Aravind is an industry expert with around 20 year experience in the new age industry largely in IT/ITES. He was earlier associated with Novo Nordisk, Infosys and UST Global.

  • Prof. (Colonel) P.S James

    Professor – HRM & OB,
    Jagdish Sheth School of Management.


    Ph.D in Leadership, DAVV

    MBA, UBS, Chandigarh.

    MSc – Defence Studies, Defence Services Staff College, Wellington.

    B.Sc., Loyola College, Chennai

    He is known for establishing the Leadership Assessment and Development Center at TAPMI, Manipal using integrated psychometrics developed through his research.

    As a leadership trainer and corporate consultant, and as an author of organizational behaviour book, Prof. James has made significant contributions to the HR field

  • Dr. Vittal Rangan S

    Associate Professor – HR,


    Ph.D., OB & HR, Indian Institute of Management, Indore, India

    M.B.A., Personnel Management, Symbiosis Institute of Management Studies, Pune, India

    B.Com.(Hons). Shri Ram College of Commerce, Delhi

    Dr. Vittal is a specialist in Employee Engagement. He has played various strategic leadership role with Aditya Birla Life, Asian Paints, ESAF, HDFC, Murugappa Group, Ujjivan. He has been instrumental in making his organization(s) feature among India’s Top 10 Best Places To Work year-on-year. He is a regular speaker in Industry forums such as CII, AKMI, WWB in India and Abroad. His research is published in world’s top journals and he frequently writes in The Economic Times, The People Management and Human Capital Magazine.

  • Mr. Sarthak Daing

    Research Associate – HR,


    Post Graduate Diploma in Management, Management Studies, Human Resource Management, IFIM Business School, India. (2016)

    BA(Honours) Degree, Hospitality Studies, Hotel Management, Institute of Hotel Management, Aurangabad. (2010)

    Mr. Sarthak Daing received the Chairman's Gold Medal and Nest Away Award for 'Best Student in Human Resource Specialisation for Batch 2014-16’.


  • Company

    Dun & Bradstreet

    Project Title

    D&B - To create a HR AI maturity model, evaluate select companies of the maturity based on the model created, and make recommendations to enhance HR AI maturity level.

    Project Description

    The purpose of this project is to create an HR AI maturity model, evaluate select companies on their HR AI maturity level, and create a road map for the companies on how they can enhance their HR AI maturity.   

  • Company:

    Rapid Value

    Project Title:

    Digitalizing Employee Experience: Creating Human Capital Excellence Model for Rapid Value

    Project Description

    The purpose of this project is to create a human capital excellence model in the context of digitalization. Project mapped employee experiences and linked to the metrices and digitalization experiences for creating this model

  • Company:

    Nexus Malls

    Project Title:

    Nexus Malls – Learning Efficiency Study

    Project Description

    The purpose of this project is to improve the learning efficiency in the organization by analyzing the training data for future talent mapping.

  • Company:

    Dun & Bradstreet

    Project Title:

    D&B -Recreating Employee Engagement

    Project Description

    The purpose of this project is to recreating a V-5 Employee Engagement Model at D&B post the Covid under the new normal hybrid work setting.


  • Arasavilli Shanmukha Rao

    Qualification: PGDM – HR, Digital business & Analytics and HR Digital transformation

    Work Experience: NA

    Contact: https://www.linkedin.com/in/shanmukha-rao-101769aa/

    Other Project and Accomplishments:

    1. Human Resource Intern at Biocon Biologics

    2. Operations Lead – External Affairs and PlaceComm, JAGSoM.

    3. White Paper on Blockchain Revolution.

  • Choppavarapu Sruthika

    Qualification: PGDM – HR, Digital business & Analytics and HR Digital transformation

    Work Experience: NA

    Contact: https://www.linkedin.com/in/sruthika-choppavarapu-642a9016a/

    Other Project and Accomplishments:

    1. Human Resource Intern at Tejas Networks. Pvt. Ltd.

    2. Social Media Head – Admission Committee, JAGSoM.

  • Ipsita Mondal

    Qualification: PGDM – HR, Digital business & Analytics and HR Digital transformation

    Work Experience: NA

    Contact: https://www.linkedin.com/in/ipsita-mondal-a998541b9/

    Other Project and Accomplishments:

    1. Consultant - HR System and Dashboard at Quantiphi

    2. HR Committee Head

    3. Coordinator for SIP

    4. Associate HR in Kanaython

  • Lincy Amalin J

    Qualification: PGDM – HR, Digital business & Analytics and HR Digital transformation

    Work Experience: NA

    Contact: https://www.linkedin.com/in/lincy-amalin-0a25a9192/

    Other Project and Accomplishments:

    1. Intern at NIBE Power Solution

    2. Research paper on recalibrating employee experience through digitalization (in- Progress)

  • Master Sai Prasad

    Qualification: PGDM – HR, Digital business & Analytics and HR Digital transformation

    Work Experience: NA

    Other Project and Accomplishments:

    1. HR Intern at Tejas Networks(

    2. Secretary – Innovation& Incubation Committee, JAGSOM.

    3. HR, Registrations Team, Kanyathon – annual charity run of JAGSOM

  • Perala.S.M. Kusuma.Tejaswini

    Qualification: PGDM – HR, Digital business & Analytics and HR Digital transformation

    Work Experience: NA

    Contact: https://www.linkedin.com/in/tejaswini-perala-bb31b7206/

    Other Project and Accomplishments:

    1. Human Resource Intern at Tejas Networks. Pvt. Ltd.

    2. Industry Analysis: Conducted a detailed industry analysis of online food delivery business and recommended strategies.

    3. Data Analytics: Created excel dashboards for recruitment and attrition models on pseudo datasets.

  • Tamanna Bansal

    Qualification: PGDM – HR, Digital business & Analytics and HR Digital transformation

    Work Experience: NA

    Contact: https://www.linkedin.com/in/tamanna-bansal-66402a1b1/

    Other Project and Accomplishments:

    1. Human Resources Intern at Festo India

    2. Head of Innovation& Incubation Committee

    3. Host and consultant at Kanyathon

  • Vineet Kumar Sharma

    Qualification: PGDM – HR, Digital business & Analytics and HR Digital transformation

    Work Experience: NA

    Contact: https://www.linkedin.com/in/vineet-kumar-sharma/

    Other Project and Accomplishments:

    1. Consultant Specialist HRBP at QUANTIPHI Inc.

    2. Certificate of Appreciation by the Country Head (Extra-Miler).

    3. Certificate of Appreciation by the Country Head (Star-Quality).