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2021/2022

Working in HR: Characterising a Professional Area

Code: 43164 ECTS Credits: 6
Degree Type Year Semester
4313788 Management of Human Resources in Organizations OB 0 1
The proposed teaching and assessment methodology that appear in the guide may be subject to changes as a result of the restrictions to face-to-face class attendance imposed by the health authorities.

Contact

Name:
Jesus Rojas Arredondo
Email:
Jesus.Rojas.Arredondo@uab.cat

Use of Languages

Principal working language:
spanish (spa)

Teachers

Jesus Rojas Arredondo
Joan Rodriguez Soler
Cesar Luis Fernandez Llano

External teachers

Xavi Soro

Prerequisites

There are no prerequisites

Objectives and Contextualisation

Objectives

This module is aimed at providing an introductory framework (which is both comprehensive and specific at the same time), related to the field of human resources, based on its central themes, highlighting key notions such as: internal clients, business vision, image, marketing and the labour market. Similarly, key skills such as the ability to work in a team, to reach agreements and adopt a resolute attitude towards cases which have to be decided on.

Competences

  • Assess the peculiarities of the different contexts and their implications for human resources.
  • Integrate knowledge and use it to make judgements in complex situations, with incomplete information, while keeping in mind social and ethical responsibilities.
  • Make appropriate use of basic legal and economic concepts associated with the human resources function.
  • Mark out human resources needs in the different areas of an organisation, from a proactive, systemic approach.
  • Work in a team, taking advantage of companions' different ways of thinking and acting.

Learning Outcomes

  1. Describe the activities, position and demands of each area with precision.
  2. Give a reasoned account of the aspects to be taken into consideration when analysing the needs and wishes of internal clients.
  3. Identify and interrelate the elements that differentiate the various organisational contexts (specifically regarding client support, knowledge of the organisation's main activity and questions of image).
  4. Identify information on the labour market that could be of use for decision-making in human resources.
  5. Integrate interlocutors' differing views or peculiarities when analysing the different contexts.

Content

Block 1: Knowledge of the labour market and business

Labour market

  1. Main characteristics of the current labour market
  2. Flexible employment
  3. Quality and conditions of employment: new demands on companies

Business Knowledge

a)  Global business vision

  1. Current context for companies
  2. Business knowledge and the company’s main activity
  3. Management foundations, general strategy

b)  Strategic role of HR departments

  1. What HR does and its role in the company
  2. Identification of key stakeholders
  3. Identification indicators of the results of HR management 

Block 2: The brand/company’s presence on social networks 

  1. The impact of the digital world on people and organisations
  2. Presence and management of brands/companies on social networks
  3. Personal branding
  4. Digital Tools for the management of brands/comanies and personal branding
  5.  
       

Methodology

The methodologies that will be used throughout the module are as follows:

  1. Master classes / lectures. Presentation from the teaching staff on the theoretical references which the contents of the module are based on.
  2. Practical activities will be carried out in the classroom along with a review of technical documentation.
  3. Solving problems / cases / exercises in small groups and pooling of conclusions with the whole group.
  4. Solving problems / cases / exercises through activities in the virtual classroom.
  5. Preparation of written work, presentations or reflections.
  6. Preparation of a group project at the end of the module

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      
Resolution of real and simulated practices 6 0.24 2, 1
Sessions of resolution of cases/situations and defence of interventions 19 0.76 5
Sessions of theorical classes 10 0.4 4
Type: Supervised      
Analysis of cases 37 1.48 2, 3, 4, 5
group tutoring 8 0.32 5
Type: Autonomous      
Preparation and writing of works (work grupal) 30 1.2 5
Research and collected of information, reading and study of documentation 23 0.92 4
Resolution of cases in the virtual platform 17 0.68 3

Assessment

The evaluation will be conducted based on two types of assignments (ASGMT) produced to demonstrate learning: 

Group work: 

ASGMT1: Business knowledge and Human Resources position
ASGMT2: Labour Market Assignment

Individual case studies:

ASGMT1: Business knowledge and Human Resources position
ASGMT3: Social Network Assignment

Both solving of the cases as well as the methodology aim to help the student to develop their capacity to analyse, this being the role of HR in various economic sectors (industry and services). Additionally, interpreting the impact of HR on the company’s value proposal, based on the economic indicators of the company (operating accounts etc.).

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
Assignment 2: Identification of the strengths and weaknesses of the labour market 30% 0 0 1, 4
Assignment 3: Company Brand, social networks 25% 0 0 2, 3, 5
Evidence 1: Case on business knowledge and location HR 45% 0 0 2, 3, 5

Bibliography

Banyuls, J.; Miguélez, F.; Recio, A.; Cano, E.; Lorente, R. (2009). The transformation of the Employment System in Spain: Towards a Mediterranean Neoliberalism?, en G. Bosch, S. Lehndorff, J. Rubery (eds.) European Employment Models in Flux. A comparison of Institutional Change in Nine European Countries. New York: Palgrave Macmillan, pp. 247-269

Carrasquer, P., y Martín Artiles, A. (2005): La política de conciliación de la vida laboral  y familiar en la negociación colectiva, Revista Cuadernos de Relaciones Laborales, vol.

22, núm. 3, pp. 131-150.

CES (2001): «Libro Blanco de la Comisión sobre la Gobernanza en Europa», Boletín Observatorio de Relaciones Industriales, núm. 44.

-  (2003): La negociación colectiva como mecanismo de promoción de la igualdad entre hombres y mujeres, Madrid, Consejo Económico y Social, Colección Informes.

       (2011): Tercer Informe del CES sobre la situación de las mujeres en la realidad sociolaboral española, Madrid, Consejo Económico y Social, Colección Informes. http://www.ces.es/web/guest/informes

-  (2013): Memoria sobre la situación socioeconómica y laboral en España. 2012, Madrid, Consejo Económico y Social. http://www.ces.es/memorias

-  (2004b): Panorama sociolaboral de la mujer en España, Boletín núm. 38. Chinchilla, N., y León, C. (2003). Les millors pràctiques de conciliació treball-familia a l'empresa, Barcelona: Generalitat de Catalunya.

CC.OO.; UGT, y Ceoe-Cepyme (2003). Consideraciones generales y buenas prácticas sobre igualdad de oportunidades entre hombres y mujeres en la negociación colectiva, Comisión de Seguimiento del Acuerdo de NC, 2003.

Dolan, S. L.; Valle Cabrera, R.; Jackson, S. E. y Schuler, R. (2007). La Gestión de los Recursos Humanos. Madrid: McGraw-Hill, 3ª edición.

EUROFOUND (2011) Los jóvenes y el trabajo [recurso electrónico disponible en http://www.eurofound.europa.eu/pubdocs/2011/40/es/1/EF1140ES.pdf FINA, L. (2001). El reto del empleo. Madrid: McGraw Hill.

Gómez-Mejía, L. R.; Balkin, D. B. y Cardy, R. L. (2008). Gestión de Recursos Humanos, Madrid: Prentice Hall, 5ª edición.

OECD. Employment Outlook, 1999. París: OECD.

Puchol, L. (2012). Dirección y Gestión de Recursos Humanos. Madrid: Díaz de Santos, 7ª edición.

Sastre Castillo, M. A. y Aguilar Pastor, E. (2003). Dirección de Recursos Humanos. Un Enfoque Estratégico, Madrid: Mc Graw-Hill.

Software

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