Over the last few decades, human resources management has been playing a key role in strategy and corporate competitiveness. Hence, this course unit aims to provide students with a set of competencies that allow them to act proactively in employees' management in organizations. Thus, outstanding the characteristics of the relationships between personal and other management functions, developing the concept of psychological contract in the organizations, as a conditioning element of the labor relations. Special emphasis is given to human resources management in small and medium-sized enterprises contexts. Taking into account that the internationalization of markets and the emergence of new technologies are examples of drivers that promote organizational change, this course analyzes the cultural issues and organizational change, assuming that the success of organizations is conditioned by the capacity that different management teams have or do not have to manage the change processes they face. Methods and techniques are developed to attract, retain and develop qualified human resources, including job analysis and description, recruitment and selection, staff development and training, and performance appraisal.
OBJECTIVES AND LEARNING OUTCOMES
a) To understand the scope of the staff planning function and its interactions with other management functions. b) To understand the concept of Psychological Contract in organizations and its relationship with the different human resources management practices. c) To provide knowledge about Human Resources Management in Small and Medium-sized Enterprises. d) To sensitize for the need of flexibility as regards the human resources management planning in contexts of change. e) To provide the knowledge and application of the different techniques of human resources management in the organizations.
COMPETENCES TO DEVELOP It is intended to develop skills that enable students:
a) To understand the impact on human resources of economic, technological, demographic and institutional challenges. b) Evaluate innovative models of human resources planning; c) Characterize the human resources policy, its objectives and scope, identifying the elements that comprise it, such as: recruitment processes, selection processes; integration processes; development processes; training processes, performance evaluation processes; functions planning; career plans and salary plans; d) Understand the factors that trigger organizational change; e) Understand and interpret the psychological contracts of employees in organizations; f) To diagnose and intervene in the management of human resources in contexts of Small and Medium-sized Enterprises. g) Identify and characterize the process of research, recruitment and staff selection, as well as the necessary tools, data and resources; h) Conduct selection interviews; i) Conduct performance evaluation interviews; j) Diagnose needs for retraining, training, and staff development programs; k) Apply staff performance evaluation routines, with the participation and supervision of those responsible; l) To develop initiative, creativity, determination, administrative propensity, willingness to learn, ability to analyze and synthesize, openness to changes and an awareness of the quality and ethical implications of the professional practice.
Programme
1. Organizational framing and human resources planning.
2. The psychological contract in organizations.
3. Human resources management in Small and Medium-sized Enterprises.
4. Organizational culture.
5. Change and development in the organizations.
6. Human resources management methods and techniques:
6.1 Functions analysis and description
6.2 Recruitment and selection
6.3 Development and staff training
6.4 Performance appraisal
Demonstration of the syllabus coherence with the curricular unit's learning objectives
The knowledge of the interactions between the HR function and other management functions contributes to an effective human resource management planning. Taking into consideration that the human resources management moves in contexts which human behavior is a constant, the psychological contract aims to contribute to the human element in organizations is privileged. Being the Portuguese corporate sector mostly composed of SMES, it is important to study what happens in these contexts in relation to human resources management. The deep and constant changes that we have witnessed, make fundamental study of culture and organizational change processes. Finally, the intervention of professionals makes knowledge of the different practices of human resource management a tool of enormous relief.
Main literature
CAETANO, A. & VALA, J. ;Gestão de Recursos Humanos. Contextos, processos e técnicas., Ed. Rh, 2007
REGO, A. [et al.];Manual de Gestão de Pessoas e do Capital Humano, Edições Sílabo, Lda., 2015. ISBN: 978-972-618-813-1
Supplementary Bibliography
CASCÃO, F. & CUNHA, N. ;Gestão de Competências: Novas perspectivas na Gestão de Recursos Humanos, Edições IPAM, 1998
CHIAVENATO, I. ;Recursos Humanos na Empresa, Ed. Atlas, 1989
COWLING, A. & MAILER, C.;Gerir os Recursos Humanos, Publicações Dom Quixote, 1990
Learning Methods
It is intended to encourage students to participate actively in classes and in the ongoing process of (voluntary) continuous assessment, developing their critical skills and their skills for effective personal study. Preference will be given to active methods, notably through the use of case studies, group work, and role-playing. Wherever possible, the theoretical approach to the topics will make use of students' different personal and professional experiences, establishing a direct relationship with the labour market. With the aim of enhancing learning, audiovisual methods may also be used.
Assessment Components
Avaliação distribuída com exame final
Assessment Components
Description
Type
Time (hours)
Conclusion Date
Attendance (estimated)
Lessons
45
Participação Presencial
3
Participação Presencial
6
Teste/Exame
3
Study
103
Total:
160
Continuous Assessment
Individual written test: 2 (35% +35%)
Miniteste: 1 (20%)
Elearning activity: 1 (10%)
Under the terms of the bachelor's degree:
1. The actual presence of the students in the classes will be registered and, if the number of absences per student exceeds 30% of the total number of contact sessions provided for each course unit, it will automatically be transferred to the final evaluation of the normal time. 2. In the written tests and in the evaluation elements referred to in points b) to e) of paragraph 2 of Article 39 it is necessary to obtain a minimum grade of 7.5 (seven point five) values. 3. If the student is absent or has a grade lower than 7.5 points in the tests or evaluation elements referred to in the preceding paragraph, he will be automatically transferred to the final evaluation of the normal season. 4. If the student fails to obtain a grade of less than 7.5 points in the second written test (held on the same date as the final written test of the normal time), he / she may apply for evaluation at the time of appeal.
Final Exam
Individual written test: 100%
Demonstration of the coherence between the teaching methodologies and the learning outcomes
This curricular Unit aims to promote the development of interpersonal skills and techniques, and the use of case studies, role-playing and group work are the more adjusted to the development of these skills.