Degree | Type | Year | Semester |
---|---|---|---|
2500258 Labour Relations | OB | 2 | 1 |
To have previously studied the subject of Psychology of the Degree of RRLL
It’s a second course subject, it has an introductory and conceptual nature and it works as a continuation of the subject of Psychology of the first year.
The general objective is to understand the relationship between the basic psychosocial processes that occur in the organizations (which we can also find in this course) and its consequences on the behaviour and the economic results. Finally, in this course we will know some processes of intervention in the area of the RR.HH.
The specific objectives are:
1. Description of the organization: From classical models to new orientations (1ECTS).
2. Interventions in Human Resources in Organizations (3ECTS):
3. The complex psychosocial processes in organizations (1ECTS):
4. Tools for the improvement of the management of people (1ECTS):
- Master classes for the best understanding of concepts. They will expand the explanations with examples and look for the interactivity between the teacher and the student.
- Practices in the classroom with the aim of exemplifying the concepts that are worked on the same session.
- Cross-sectional projects that allow the better assimilation of all the information. In addition, it makes it possible to learn the competencies established in the subject.
- Resolution of practical cases through a virtual environment of simulation of organizations.
To carry out the subject, different related organizations have been designed. They present different processes or demands in which the student will have to intervene and make decisions. The work will be done basically through a computer tool that will allow students to access, via the Internet, these different organizational realities. Through this virtual space, the student will know the organization and its demand, and he will be able to obtain the information that will be required to do the analysis.
Through this type of material, the student will have to put into practice a series of techniques and procedures, in such a way that the demands raised are met.
Annotation: Within the schedule set by the centre or degree programme, 15 minutes of one class will be reserved for students to evaluate their lecturers and their courses or modules through questionnaires.
Title | Hours | ECTS | Learning Outcomes |
---|---|---|---|
Type: Directed | |||
Analysis of real situations | 15 | 0.6 | 15, 4 |
Master classes | 19.5 | 0.78 | 4, 7 |
Resolution of practical cases | 18 | 0.72 | 15, 5, 4, 14, 2, 7 |
Type: Supervised | |||
Elaboration of the project | 11.5 | 0.46 | 1, 15, 5, 4, 14, 9, 2, 7, 17 |
Monitoring of project reports | 5 | 0.2 | 13, 4, 9, 16, 17 |
Type: Autonomous | |||
Bibliographic search | 10 | 0.4 | 13, 9, 16 |
Practical cases with platform simulation of companies | 35 | 1.4 | 1, 9, 2, 16 |
Reading of texts | 5 | 0.2 | 13, 9, 16 |
Study | 20 | 0.8 | 13, 9, 16 |
Writing reports | 5 | 0.2 | 1, 9, 2, 16 |
The subject will be evaluated out through a continuous evaluation process. The student will present the product of the different tasks explained in class on the fixed dates. The students will continuously receive feedback from the teacher about their learning process.
The continuous evaluation has 3 fundamental objectives:
1) Monitor the teaching-learning process. This will allow both the student and the teacher to know how competences are achieved and add the necessary tools in order to correct possible deviations.
2) Encourage continued effort.
3) Verify that the student has achieved all the competences of the subject.
The evaluation will be carried out throughout the course with a group part (between 4 and 6 people) and an individual part.
Team part (which represents 50% of the final mark):
- Elaboration of a project based on a simulated real case in a virtual environment, which consists of three learning evidences (these evidences represent 50% of the final mark).
Individual part (which represents 50% of the final mark):
- Two written tests that will be done during class hours (each of them represents 25% of the final mark).
Re-evaluation: The re-evaluation will only be possible if the student gets at least a three on the final grade of the course (average of all the task delivered throughout the course). As there is an individual part and one team part in this subject, the reevaluation of the two parts will be different. On one hand, the reassessment of the individual part will consist on a final exam. On the other hand, in the group part, the works that do not exceed the 5 will have to be repeated.
Plagiarism: plagiarism is totally forbidden. In order to be able to evaluate the evolution of the learning of the students, it is indispensable that the works are original. Assessable activities that do not respect this basic premise would be failed. In addition, any work that contains a fragment of text without referencing the original source (either a previous test or publication) will also be considered plagiarism.
Title | Weighting | Hours | ECTS | Learning Outcomes |
---|---|---|---|---|
Preparation of a project based on a simulated case in a virtual environment | 50 | 3 | 0.12 | 1, 5, 4, 6, 8, 14, 9, 12, 11, 2, 7, 3, 16, 17 |
Written test | 25 | 1.5 | 0.06 | 13, 15, 5, 4, 14, 10, 7 |
Written test | 25 | 1.5 | 0.06 | 13, 15, 5, 4, 14, 10, 7 |
Basic bibliography:
Alcover, C. (2004). Introducción a la Psicología del Trabajo. Madrid: Mcgraw-Hill.
Dolan, S.; Schuler, R.; Jackson, S. i Valle, R. (2003). La gestión de los Recursos Humanos (3ª Ed.). Madrid: McGraw Hill.
Gasalla, J.M. (2005). La nueva dirección de personas: marco paradójico del talento directivo (7ª Ed.). Madrid: Piràmide.
Martínez-Tur, V., Ramos, J. y Moliner, C. (2015). Psicología de las organizaciones. Madrid: Síntesis.
Leal Millán, A. i Alfaro, L. Odó (1999). El factor humano en las Relaciones Laborales. Manual de Dirección y Gestión. Ed. Piràmide.
Complementary bibliography:
Gasalla, J.M. (2005). La nueva dirección de empresas y el directivo. Pretics Hall. Madrid.
L. Gómez Mejia, D. Balkin, R. Cardy (1999). Gestión de RR.HH.. Ed. Prentice Hall.
Martín-Quirós, M.A y Zarco, V. (2009). Psicología del trabajo, de las organizaciones y de los Recursos Humanos. Un área abierta a la reflexión. Pirámide: Madrid.
Myers,D.G. (1987). Psicología Social. México: MacGraw Hill.
Martín, A. (1995). Flexibilidad y relaciones laborales. Estrategias empresariales y acción sindical. Consejo Económico y Social: Madrid.
No specific software required