People Management Models
Code: 43161 ECTS Credits: 6| Degree | Type | Year | Semester |
|---|---|---|---|
| 4313788 Management of Human Resources in Organizations | OB | 0 | 1 |
Contact
- Name:
- Jesus Rojas Arredondo
- Email:
- Jesus.Rojas.Arredondo@uab.cat
Use of Languages
- Principal working language:
- spanish (spa)
Teachers
- Jesus Rojas Arredondo
- Cesar Luis Fernandez Llano
External teachers
- Alegria Alonso
- Clara Selva
Prerequisites
There are no prerequisites for studying this Module.
Objectives and Contextualisation
This module introduces and discusses the various approaches to people management in an organisation, placing them in the historical context in which they belong, helping students to be able to make connections between the suppositions, operational characteristics and the implications of each model and be able to recognise them in the way an organisation develops its HR management.
Competences
- Identify indicators that help to develop the potential of the individuals that make up an organisation, collectively and individually.
- Provide technical advice on human resources matters for different areas of an organisation.
- Use acquired knowledge as a basis for originality in the application of ideas, often in a research context.
- Work in a team, taking advantage of companions' different ways of thinking and acting.
Learning Outcomes
- Assess the possibilities and limitations of each model of human resources management, in terms of staff development.
- Identify the the model of human resources management followed by a particular organisation on the basis of a series of guidelines.
- Identify the type of needs or wishes regarding human resources management that an area of the organisation may have, on the basis of the human resources model being applied.
- Indicate advantages and disadvantages of requests from the areas of an organisation regarding human resources, depending on the model applied.
- Jointly formulate the implications of the different models of human resources management at the levels of organisation, group and individual.
Content
1.- Historical development of HR management
- Traditional stage
- Human relationships stage
- HR stage
2.-Individuals, organisations and work
- Humanistic vision of the company
- Lines of change and brakes in organisational change Paradigms in people management
3.- HR Management Models (Competency model)
- Origin and concept of competencies Profile of competencies and their application
- Competencies and management systems
4.- Emerging models in HR management
- New factors influencing HR management
- New methods in HR management
5.- Identifying the models in practice
- Identifying the models in the management of various cases
Methodology
- Master classes / lectures
- Debates
- Personal study
- Reading articles and reports of interest
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.
Activities
| Title | Hours | ECTS | Learning Outcomes |
|---|---|---|---|
| Type: Directed | |||
| Analysis of practical cases | 7 | 0.28 | 4, 1 |
| Masterclass | 15 | 0.6 | 3, 2 |
| Sessions of work grupal in classroom | 8 | 0.32 | 5 |
| Type: Supervised | |||
| Supervision grupal | 60 | 2.4 | 5, 1 |
| Type: Autonomous | |||
| Reading of texts and individual work and grupal | 60 | 2.4 | 4, 3, 2 |
Assessment
Continuous evaluation based on three exercises (assignments) to develop during the module.
Assignment 1: Preparation of a technical-scientific article on the development of new people management models or Preparation of a technical-scientific article on an HR management model proposal.
Assignment 2: List of competencies.
Assignment 3: Management system for competencies
Students who get a final mark of between 4.00 and 4.99 at the end of the module, due to not handing in assignments because of a justified situation (sickness etc.) may hand in alternative work proposed by the teaching staff of this module.
Retakes
Students who fail the established criteria to pass the module and those who have been evaluated in a set of activities with a weighting of two-thirds of the total score for the module may retake it.
The minimum mark to retake the module is 3.5.
Evaluation Guidelines of theFaculty of Psychology: https://www.uab.cat/doc/DOC_PautesAvaluacio_FP_21-22
Assessment Activities
| Title | Weighting | Hours | ECTS | Learning Outcomes |
|---|---|---|---|---|
| Evidence 1: Exercise of preparation of an article | 35% | 0 | 0 | 5 |
| Evidence 2: Listing of competitions | 25% | 0 | 0 | 4, 5 |
| Evidence 3: System of management by competitions | 40% | 0 | 0 | 4, 5, 3, 2, 1 |
Bibliography
Abarzúa, E. & Robles, J. (2001). Modelo de balance e indicadores para la gestión de Recursos Humanos. Working paper, no publicado.
Albizu, E. & López de Guereño, A. (2001). La Gestión de los Recursos Humanos: Retos y Tendencias de una Función en Cambio. Alta Dirección.
Ulrich, D (1996). Human Ressource Champion. Boston: Harvard Business School Press.
Dolan, S.; Schuler, R.; Jackson, S. y Valle, R. (2003). La Gestión de los Recursos Humanos (3ª Ed.). McGraw Hill. Madrid.
Gómez-Mejía, L.; Balkin, D. (2001). Dirección y gestión de los recursos humanos. Pretice Hall. Madrid.
INFESTAS GIL, A; SANAGUSTIN, Mª V. (coords.) (2004) Hacia una nueva empresa. Salamanca: Amaru
KÖHLER, H-D; MARTÍN ARTILES, A. (2007) Manual de de la sociología del trabajo y de las relaciones laborales. Madrid: Delta Publicaciones (2º edición). CAP 2: “La empresa” (pp 33-54).
Martín-Quirós, Mª Angustias y Zarco Martín, Victoria (2009). Psicología del Trabajo, de las Organizaciones y de los Recursos Humanos. Ediciones Pirámide. Madrid.
Rodríguez-Serrano. JC. (2011). El modelo de gestión de recursos humanos. Editorial UOC
Valle Cabrera, Ramón J. (2003). La gestión Estratégica de los Recursos Humanos. Pearson Prentice Hall. Madrid.
Papers
Castro, J-L., Guérin, F. & Lauriol, J. (1998). Management estratégique et gestion des ressources humaines. Le modèle des 3C en question. Revue francaise de gestion, no118, Mars, Avril, Mai 1998.
Connolly, T., Mardis, W., & Down, J. (1997). Transforming Human Resources. Management Review , Junio 1997.
Software
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