| Code: | LTU2217 | Acronym: | GRHU |
| Teaching Area: | Management |
| Acronym | Study plan | Curriculum Years | ECTS | Contact hours | Total Hours |
|---|---|---|---|---|---|
| LTU | Aviso nº 9929/2017 & Ret. nº 612/2017 | 2º | 6 | 54 | 160 |
| Theoretical-Practical: | 45,00 |
| Other: | 0,00 |
Teaching - Hours
|
Portuguese
DESCRIPTIVE SUMMARY
Over the past few decades human resources management has taken on a key role at the level of strategy and business competitiveness. With this curricular Unit aims to provide the students a set of skills that allow them to act proactively in managing the employees of a particular organization. Thus, the characterization of the relationship between the personal function and other functions of management, developing the concept of psychological contract in organizations, while labour relations conditioner element. Emphasis is given to human resource management in small and medium-sized enterprises. Taking into consideration that the internationalization of markets and the emergence of new technologies are examples of factors of organizational change enhancers, this course examines the problems of culture and organizational change, assuming assumption that the success of organizations is conditioned by the ability of the different management teams have, or not, to manage the processes of change facing. Are developed methods and techniques which aim to attract, retain and develop qualified human resources, in particular the analysis and job descriptions, recruitment and selection, staff training and development and performance assessment.
OBJECTIVES AND EXPECTED RESULTS OF LEARNING
a) Understand the scope of the function planning of personnel and its interactions with other management functions.
b) Understand the concept of psychological contract in organizations to its relations with the various human resources management practices.
c) Provide knowledge of human resource management in small and medium-sized enterprises.
d) To raise awareness of the need for flexible planning of human resource management in contexts of change.
e) Provide the knowledge and application of different techniques of human resource management in organizations.
COMPETENCIES TO DEVELOP
The aim is to develop skills that enable:
a) Understand the impact on human resources of economic, technological, demographic challenges and institutional.
b) Evaluate innovative models of human resources planning;
c) Characterize the human resources policy, its goals and scope, identifying the elements that compose it, such as: recruitment, selection procedures; integration processes; development processes; training processes, performance review processes; Plan of functions; career plans and salary plan;
d) Understand the factors that trigger the organizational change;
e) Be able to understand and interpret the psychological contracts of employees;
f) To diagnose and to intervene in terms of HRM in SME;
g) Characterize recruitment, selection procedures and integration processes;
h) To make selection interviews;
i) To make appraisal interviews;
j) To diagnose needs of training and personal development;
k) To apply routine procedeurs performance appraisal;
l) To develop initiative, criativity, determination, need to learn and the importance of the quality of the professional work.
Organizational
framing and human resources planning.
The psychological contract in organizations.
Human resources management in small and
medium-sized enterprises.
Organizational culture.
Change and development in the organizations.
Human resources management methods and techniques:
Function analysis and description
Recruitment and selection
Development and staff training
Performance appraisal
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.
| 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 |
| 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;Gerir os Recursos Humanos, Publicações Dom Quixote, 1990 |
The objective is encourage students to participate actively in the classes and in the (voluntary) process of continuous evaluation, developing their critical capacity and their own abilities for a personal and efficient study. The active methods will be privileged through, namely, the use of case studies, group work, and role-playing. The theoretical approach of the subject matter will be made, wherever possible, by having recourse to the different personal and professional experiences of students, establishing a direct relationship with the labour market. With the aim of enhancing learning, audiovisual methods may also be used.
Avaliação distribuída com exame final
| Description | Type | Time (hours) | Conclusion Date |
|---|---|---|---|
| Attendance (estimated) | Lessons | 45 | |
| Tutorial sessions | Participação Presencial | 9 | |
| Test/Exam | Teste/Exame | 3 | |
| Self study | Study | 103 | |
| Total: | 160 |
Individual written test: 2 (45% +45%)
Participation in contact sessions (individual or collective); 10%
According to the Regulations:
1. The students' attendance is monitored. Students are allowed to miss 30% of the classes. After exceeding this limit, students will be automatically transferred to the final evaluation exam;
2. In the written tests (according to subparagraph b) and e), Article 39, number 2), it is necessary to obtain the minimum grade of 7,5 out of 20.;
3. If the student misses the test or if the student is evaluated with less than 7,5 values in the evaluation moments previously described, he/she will be automatically transferred to the final evaluation exam;
4. If the student misses the test or if the student is evaluated with less than 7,5 values in the second written test (which takes place in the same day of the final evaluation exam), he or she can be evaluated in the supplementary exam season.
Individual
written test: 100%
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.