Universitat Internacional de Catalunya

Human Resources

Human Resources
6
9357
3
First semester
OB
Main language of instruction: Catalan

Other languages of instruction: English, Spanish

If the student is enrolled for the English track then classes for that subject will be taught in the same language and also in Spanish.

Teaching staff


Mrs. TRESSERRES MACAYA, María Cristina - mctresserres@uic.es

Please confirm the meeting previously via e-mail:

rmselvam@uic.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.


INTRODUCTION

The purpose of this course is to provide a well-rounded view of human resources. We will analyse the HR function from two perspectives:


    1. Integration between HR and company strategy

     2. What are HR policies and practices and how do they support company strategy?

We see human resources as a strategic tool essential for the success of every company.

During the course lectures and seminars, the theory and practice will be applied in order to illustrate the main aspects of each policy and how they are applied. Exercises, case study discussions, articles and workshops will be delivered in order to facilitate the understanding of the HR function.

The course has been designed from an international perspective as most of you will work either for multinational companies or in other countries. 

Local Spanish practices are not the main focus of this module (this is not a course about Spanish legislation).

 

Local Spanish practices are not the main focus of this subject  (as this is not a course about Spanish legislation).

Pre-course requirements

There are no prerequisites

Objectives

OBJECTIVES

    1. To understand the role of the HR function within the company and the integration with company strategy.
    2. To understand and develop the skills necessary to perform the HR function.
    3. To learn how HR can be a key partner in every business decision.
    4. To understand -from both a strategic and operational point of view- processes in the area of HR management plus the techniques and management tools applied to the following areas: Recruitment and Hiring; HR Administration; Compensation and Rewards; Training and Development; Performance Management; Labour Relations, Cross-Cultural Management, Motivation, Leadership and People Management Skills.

 

Competences/Learning outcomes of the degree programme

  • 31 - To develop the ability to identify and interpret numerical data.
  • 32 - To acquire problem solving skills based on quantitative and qualitative information.
  • 33 - To be able to search for, interpret and convey information.
  • 37 - To be able to apply managerial methods, tools and techniques.
  • 39 - To acquire the ability to solve problems and make decisions based on relevant information, applying the appropriate methods and situating the problem within the organisation as a whole.
  • 41 - To be able to descriptively summarise information.
  • 48 - To be able to identify the information needs in order to manage the main departments within organisations.
  • 50 - To acquire the ability to relate concepts, analyse and synthesise.
  • 51 - To develop decision making skills.
  • 52 - To develop interpersonal skills and the ability to work as part of a team.
  • 53 - To acquire the skills necessary to learn autonomously.
  • 61 - To develop skills for adapting to new situations.
  • 63 - To be able to analyse business related behaviour and decisions and evaluate them from an economic, social and ethical point of view.
  • 65 - To acquire the ability to put knowledge into practice.

Learning outcomes of the subject

Please read Course Objectives.

Syllabus

Introduction:

The purpose of this syllabus is to provide a 360º perspective on current human resources practices, current tendencies and innovative practices in different business models and sectors.

1. Introduction to Human Resources Management

2. Basic processes in HRM: work analysis and design

3. Acquisition of HR: HR planning, recruitment, selection, placement, training, new orientation programme

4. Performance management and employee development

5. Human resources compensation: pay structure decisions, recognising employee contribution, cost-benefit analysis

6. Management styles: motivation and leadership

7. Labour management and corporate values

8.Managing HR globally

Teaching and learning activities

In blended



TRAINING ACTIVITYCOMPETENCES
case studies
magister class
classroom practice (solving problems/videos/text comments/essays)
individual study
report presentations & discussions
solving problems at classroom

Bibliography and resources

Basic bibliography  (compulsoy, available on the Library of the University)

 

Human Resources Management, gaining a competitive strategy

Aut. Noe, Hollenbeck et al.

Ed.: Mc Graw Hill, 2012 


Additional bibliography: 

  1. The HR Scorecard: Linking People, Strategy, and Performance. Authors  Dave Ulrich, Mark A. Huselid and Brian E. Becker (Mar 2001)

Other resources:

Webs and blogs:

Harvard Business Review http://hbr.org

McKinsey  https://www.mckinseyquarterly.com

Presentations will be published at the campus. 

 

Teaching and learning material


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