Universitat Internacional de Catalunya
The Psichology of Talent Management
Other languages of instruction: Catalan, English
Teaching staff
Head instructor:
Sra. COLOMBO BONALDI, Valeria - hello@valeriacolombo.tech
Office hours:
Previa confirmación por correo electrónico a:
Prof. COLOMBO BONALDI, Valeria - hello@valeriacolombo.tech
Prof. TESÓN RUIZ, Clotilde - clotildeteson@ct-group.es
Introduction
In the event that the health authorities announce a new period of confinement due to the evolution of the health crisis caused by COVID-19, the teaching staff will promptly communicate how this may effect the teaching methodologies and activities as well as the assessment.
This course focuses on the employee Journey and his/her relationship with the company from their first contact to the end of the relationship. During this relationship, Organizational psychologists design and execute evaluations, intervention techniques and procedures to lead and manage Talent. The aim of the course is that students acquire and develop competencies related to talent management at an individual, group and organizational level.
Pre-course requirements
It is recommended to have been enrolled in subject Organizational Psychology
Objectives
- Understand the life cycle of the employee in the company: since the employee is a potential candidate to join the company; their development, training, teams and leadership; until the separation (total or partial / temporary or definitive) of the employee from the company.
- Understanding the performance of the psychologist is a key tool to improve the management and development of talent in organizations.
- Learn and identify the fundamental steps of the employee journey to design an employee experience that attracts and retains talent in the organization.
Competences/Learning outcomes of the degree programme
- CE08 - Awareness of the professional reality of psychologists in a specific field of application.
- CE16 - The ability to communicate evaluations in a critical, well-founded manner, respecting the ethical commitment involved in disseminating psychological knowledge.
- CE17 - The ability to analyse the psychological and social demands and needs of people, groups and organisations in different contexts.
- CG01 - Capacity for critical and creative thinking, and capacity to investigate and adopt a scientific and ethical approach in distinct professional settings.
- CG07 - The ability to adapt to the setting, task or context, handle new tasks and responsibilities and generate processes of change.
- CG08 - The capacity to interpret the content and scope of the information received or requested, orally or in writing, and process it appropriately according to the nature of the matter at hand.
- CG13 - The ability to use information and communication technologies for distinct purposes.
- CT01 - The capacity to organise and plan.
- CT02 - The capacity to solve problems.
- CT07 - The capacity to learn autonomously
- CT09 - The ability to communicate adequately, both orally and in writing
Learning outcomes of the subject
At the end of the course, students are expected to:
- Explain the role of the psychologist and its importance in organizations.
- Describe the steps of the employee life cycle within the company.
- Identify the main practices and processes of talent attraction, selection, development, training, motivation, leadership.
- Analyze behaviors and business decisions and assess them from the point of view of the Psychologist and from the economic, social and ethical.
Syllabus
- Talent attraction, selection and onboarding processes (Valeria)
1.1. Human resource planning
1.2. Employer branding: talent attraction, Value Proposition, RRSS, Candidate experience.
1.3. Recruitment: inbound recruitment, RRSS, job portals, Head hunting, internal recruitment, Management software (ATS)
1.4. Selection process: CV analysis, screening, tests and interviews, evaluation by competencies and by values. Incorporation offer.
1.5. Onboarding: design, preparation, follow-up.
- Talent management (Clotilde)
2.1. Training techniques: on-the-job, in the classroom, outdoor
2.2. Career development
2.3. Team development
2.4. Performance evaluation
2.5. Compensation and benefits strategies
2.6. Offboarding
Teaching and learning activities
In person
The methodology used in this subject will be active and focused on students, who will be the protagonist in their learning process and skills development. This methodology combines master classes, practical teaching (case studies, group dynamics, seminars, analysis of audiovisual resources), preparation of group work (project) and tutoring (both collective and personalized).
The subject requires both individual and autonomous work as well as group work. In addition to the continuous work that requires the preparation and use of the different theoretical and practical sessions, the student body must carry out a project in groups of 2-3 people, empirically based and on a topic negotiated with the teaching staff. To do this, you will have tutorials with the teacher during the semester. Finally, the project will be discussed with the rest of the classmates.
| TRAINING ACTIVITY | METHODOLOGY |
| Project-oriented learning is a method based on experiential and reflective learning in which the process of researching a particular subject matter proves very important, with the aim of resolving complex problems based on open solutions or addressing complicated issues that enable students to generate new knowledge and develop new skills. Case studies are a learning technique in which the subject is given the description of a specific situation that poses a problem, which must be understood, assessed and resolved by a group of people through discussion. Case studies are generally resolved in groups to promote student participation and develop their critical thinking skills. They also prepare students to make decisions, teaching them how to back up their arguments and contrast them with the opinions of the other group members. The guided reading of texts aims to develop the students’ critical thinking skills, which play a fundamental role in creating citizens who are both aware and responsible. | Session in which the lecturer presents and explains the course content. This learning methodology allows for the use of audiovisual methodologies that support the content description. Students may interact and actively participate in this session. Group work promotes the convergence of the students’ ideas, tasks and proposals for the purpose of carrying out a cooperative project based on each student’s inter- and intrapersonal competences. |
Evaluation systems and criteria
In person
Fully face-to-face mode in the classroom
The evaluation of the subject is carried out based on:
- Final exam (40%) with test questions and open questions.
- Group work (30%): both written work and the presentation of the project in class will be evaluated.
- Practical activities (20%) both individual and collective.
- Attendance and participation (10%): a minimum 80% of assistance is required to qualify for this score.
Important:
Plagiarism, copying or any other action that may be considered cheating will result in a zero in that evaluation section. These behaviors during the exams will mean the immediate failure of the subject.
On second call, the "Honour Registration" qualification cannot be obtained, so the maximum qualification will be "Excellent".
Bibliography and resources
Talent Clue. Metodología Inbound Recruiting. Guía completa. Cómo implementar paso a paso una Estrategia de Inbound Recruiting en tu empresa. Recuperado en https://cdn2.hubspot.net/hubfs/252575/guia-completa-metodologia-inbound-recruiting.pdf
Candidate Journey: Cómo optimizar el proceso de solicitud de empleo. s.f. recuperado de https://softgarden.com/es/blog/candidate-journeycomo-optimizar-el-proceso-de-solicitud-de-empleo/
Cómo diseñar el Candidate Journey Map. s.f. Recuperado de https://getwith.io/es/como-disenar-el-candidate-journey-map/
Martínez, C. (2019) Historia de un proceso de selección [PARTE 3: la post-contratación] Recuperado de http://blog.talentclue.com/candidate-journey-fases-experiencia-candidato-0-0
The employee journey. S. Becker & W. Bolink. 2018 (en inglés)
Experiencia de Empleado. R. Vara García & I. Fernandez de Pierola. 2015
Delivering Happiness: ¿Cómo hacer felices a tus empleados y duplicar tus beneficios? T. Hsie. (2018)
Previsión y planificación de plantillas. Altea Pérez Serna (2019)
The Whole Brain Business Book. Ned Herrmann and Ann Herrmann- Nehdi. McGraw Hill Education. 2015
Los 7 hábitos de la gente altamente efectiva. Stephen R. Covey. Paidós.
Strengthsfinder 2.0 from Gallup Tom Rath. Don Clifton. Gallup Press 2017.
Reinventar las organizaciones. Frederic Laloux. Arpa y Alfa Editores.
Start with Why. How great leaders inspire everyone to take action. Simon Sinek. Penguin Random House.
Evaluation period
- E1 30/03/2022 I3 12:00h
- E2 30/06/2022 I1 10:00h