The general objective of this subject is to facilitate the acquisition of a series of competencies and skills, theoretical and practical, necessary for adequate professional performance in the field of human resource management and the management of people in the company. An approach is sought for a global understanding of the company as an organization and the interrelationships between the different systems that comprise it.

For this, the essential issues in the business world are addressed, such as planning, recruitment, selection processes, methods of training and development of personnel, jobs evaluation, and evaluation of job performance. On the other hand, it is about promoting an integrated and dynamic vision of the structure, functions and tasks of the management of people in an organization.

Generic competences: Self-management and information management (goal setting, organization of

activities, effective collection of information, ...).

Generic competences: Communication, teamwork and critical thinking ((Interpretation of intentions,

cooperation, leadership, logical reasoning, ...).

Specific competences: Describe the main psychosocial processes involved in People Management.

Evaluate situational characteristics through job analysis.

Develop a plan for the selection, training and development of the professional

career.

Cross-sectional competence / s:

Transversal Degree Competency (CTG): Ethical behavior: Develop a social attitude that allows understanding and show an informed sensitivity to the social, labor, cultural and gender marginalization, oppression and exclusion that different individuals and social groups suffer.

Specific qualification / s:

Specific Degree Competency (CEG): Manage interrelatedly the set of disciplines that make up

Labor Relations (nº 7).

Specific CEG Degree Competence: Negotiate properly in the different areas of Labor Relations

(nº 9).

Specific CEG Degree Competency: Prepare, develop and evaluate occupational and continuous training plans in theregulated and non-regulated areas that contribute to professional and personal development (nº 14).



Learning outcomes:

At the end of the course, the students will be able to make a situational diagnosis of the organization,from a systemic perspective, in the field of social and organizational psychology.

They will be able to face the preparation of personnel planning and the most appropriate decision-making in each moment, for the development of it.

They will handle, to a certain degree, the tools and methods for a proper functional development of the activities of the people management and human resources management.

UNIT I: Questions of Social, Organizational Psychology and People Management The organization, the open system of organizations, the importance of personnel, the human factor. The management of people, functions, conditions, objectives.

UNIT II: Basic processes of human resources management Job analysis, design, job description, analysis methods. Planning, stages, processes, influencing factors

UNIT III: The incorporation of people into the organization Recruitment, sources, procedures. Decision models for selection, classical method, selection instruments, the interview

UNIT IV: Development of human resources Training of people, analysis of needs, implementation of programs. Career planning, staff development, development policies.

UNIT V: Evaluation and compensation of human resources: Jobs Evaluation, Performance evaluation, performance criteria, evaluation interview. Aspects of remuneration, valuation of jobs, salary structure.

UNIT VI: Current issues of people management The communication process, interpersonal communication, communication flows. Principles of total quality, evolution of the concept, total quality human resources: a strategic dimension.

1. Expository methodology (masterful)through which the theoretical knowledge as recorded in the program will be exposed and developed, with the use of audiovisual and computer means. The type of participation is of the whole group.



2. Expository and debate methodology on the practical applications of the theoretical matter that is developed during the course, with the use of audiovisual and computer means. The type of participation is of the whole group.



3. Methodology of cooperative work in small group (maximum of 4 participants) in order to carry out field practices or research of the practical program, a type of individual and cooperative work will be developed.



The criteria of the continuous evaluation of the subject throughout the course will be based on two factors:

1. Individual and / or small group tutoring for monitoring and directing practical tasks and preparing the corresponding reports and written assignments.



2. Test of theoretical and practical knowledge of declarative and procedural types, to be carried out individually.

• Continuous Assessment System
• Final Assessment System
• Tools and qualification percentages:
  • Written test to be taken (%): 25
  • Multiple-Choice Test (%): 25
  • Oral defense (%): 10
  • Realization of Practical Work (exercises, cases or problems) (%): 10
  • Individual works (%): 5
  • Team projects (problem solving, project design)) (%): 10
  • Exhibition of works, readings ... (%): 5
  • Portfolio (%): 10

The criteria of the continuous evaluation of the subject throughout the course will be based on four factors:



1. Attendance and participation protocol during the lectures and practical debates in the classroom. Attendance protocol and participation in tutorials. The contribution to the final grade will be 15%.



2. Completion of written practical case exercises both in groups and individually, participation in debates and discussion groups. The contribution to the final grade will be 15%.



3. Carrying out field work or research, presenting it in written format both in groups and individually (the characteristics of the work to be carried out will be specified during the course) and an oral presentation of the same, also in groups or individually. The contribution to the final grade will be 30%.



4. Individual written exams or tests (February and / or June). The contribution to the final grade will be 50%.



In the event that the health situation requires it and the final test cannot be done in person, the procedure specified in the eGela student guide (or notebook) will be activated for such situations.

Extraordinary exams and waivers:

a. In extraordinary calls, when it is not possible to maintain the established evaluation system, a system will be established that allows the achievement of knowledge and skills inherent to the subject to be accredited by means of a single final test, which comprises 100% of the grade for the subject.

b. Failure to appear in the individual written test will mean the waiver of the extraordinary call for evaluation and must appear as a No Show.



In the event that the health situation requires it and the final test cannot be done in person, the procedure specified in the eGela student guide (or notebook) will be activated for such situations.



The students will be able to present their resignation to the extraordinary call for evaluation by means of a letter addressed to the professor who teaches the subject within a period not less than ten days before the start date of the official examination period.

Raymond A. Noe, John R. Hollenbeck, Barry Gerhart, & Patrick M. Wright, (2016). Fundamentals of Human Resource Management. (Sixth edition), NY: McGraw-Hill Irwin.

Basic bibliography

Gómez-Mejia, L. R; Balkin, D. B.; y Cardy. R. L. (2001).Human resources management. Madrid:Prentice Hall.



Martínez, E., & Hermosilla, D. (2020). Psicología de los Recursos Humanos: Planificación, Selección y Promoción. UPV/EHU.



Burke, R.J., & Richardsen, A.M. (2019). Creating Psychologically Healthy Workplaces. Edward Publishing, USA.

In-depth bibliography

- Boxal, P., & Purcell, J.(2011). Strategy and Human resource management (3rd edition). Palgrave-Macmillan, UK.
- Chievanato, I. (2007).- Administración de recursos humanos: el capital humano de las organizaciones, McGraw-Hill, México.
- Claver, E., Gascó, J. L., & Llopis, J. (2000).- Los Recursos Humanos en la Empresa: Un Enfoque Directivo, Civitas, Madrid.
- Grant, R. (2004).- Dirección estratégica. Conceptos, técnicas y aplicaciones, Civitas Ediciones, Madrid.
- Heizer, J., & Render, B. (2001).- Dirección de la producción. Decisiones estratégicas, 6ª edición, Prentice Hall, Madrid.
- Ulrich, D.,& Brockbank, W. (2006).- La propuesta de valor de recursos humanos, Deusto, Barcelona.
- Wagner, J. A., & Hollenbeck, J. R. (2004).- Comportamiento organizativo, Thomson, Madrid.

Journals

International Journal of Stress Management
Journal of Occupational Psychology
Journal of Work and Organizational Psychology
Journal OF Occupational and Organizational Psychology.
European Journal of Work and Organizational Psychology.
Journal of Happiness Studies

Web addresses

http://www.aedipe.es/
http://www.factorhumano.es)
http://www.losrecursoshumanos.com)
http://www.rrhh-web.com
http://eawop.eu