Course code: 176805 | Subject title: HUMAN RESOURCES MANAGEMENT | ||||
Credits: 6 | Type of subject: Mandatory | Year: 4 | Period: 2º S | ||
Department: Business Administration | |||||
Lecturers: | |||||
BAYO MORIONES, JOSÉ ALBERTO (Resp) [Mentoring ] | URTASUN ALONSO, AINHOA [Mentoring ] |
This compulsory course is part of the basic module Organization and Human Resources together with Business Economics and Organizational Design and Behaviour. It is the third and last course in the temporal sequence of the module. The course is located in the first semester of the second year of the degree in Business Administration and Management.
The course deals with the management of people as important resources in the firm. After an initial course in Business Economics, where a first approach to the knowledge of the basics and fundamentals of the firm has been made, and a second course in Organizational Design and Behaviour, where the grounds for a more in depth knowledge of organizational architecture and individual behaviour have been established, this Human Resource Management course will make the student understand better the strategic character of people as well as know the eras directly involved in human resource management.
The course starts with a first chapter where the strategic nature of people is highlighted and the theoretical bases to understand the contribution of people to value creation in organizations are explained.
In the second chapter the processes of information gathering prior to any action in human resource management are described. These processes are job analysis and human resource planning.
The third chapter deals with the problems associated to recruitment, selection and socialization. After it, two chapters linked to employee development follow. The first of them analyzes training policies, whereas the second is related to the planning of careers.
Finally, three core topics closely related are developed: performance appraisal, subtractive processes and compensation management. Chapters 6 to 9 are devoted to these issues.
The approach to these topics is made from a managerial perspective founded in economics, but also including relevant contributions from psychology and sociology. Therefore, the approach is multidisciplinary.
HRM strategy, importance of people in organizations, human resource planning, hiring, employee development, compensation.
With respect to the general competences to be developed in the course:
CG01. Ability to analyze and synthesize
CG03. Oral and written communication in the native language
CG04. Oral and written communication in a foreign language
CG05. Computer and software knowledge in the field of study
CG06. Ability to find and analyze information from different sources
CG08. Ability to make decisions
CG09. Ability to work in teams
CG12. Social skills
CG14. Critical thinking and self-assessment
CG15. Commitment to an ethical workplace
CG16. Ability to work in stressful environments
CG17. Self-directed learning ability
CG21. Entrepreneurial spirit
With respect to the specific competences to be developed in the course:
CE02. Identify relevant sources of economic information and their content
CE05. Write consulting reports about markets and firms in specific situations
CE11. Understand the nature of the company as an organization and as a place of interaction of agents with different objectives
CE12. Plan, organize and control projects in the different functional areas of the firm
CE13. Identify the firm as a system and recognize interdependencies between the different functional areas
CE14. Implement policies and practices aimed at the improvement in the efficacy and efficiency of management
CE19. Apply techniques that increase the skills, development and motivation of people in the company
R03. Theoretical foundations in decision making.
R04. Firm's basic theory. Organization and functional areas.
R08. Organization theory. Strategic management.
R13. Goal setting, policies and human resource planning: job analysis, evaluation and planning, staffing, training, development, career planning, compensation and incentive systems.
RD1. To know the different activities of the human resources department.
RD2. To understand the relationships between the different activities of the human resources department.
RD3. To apply the different activities of the human resources department to non-complex real situations.
Methodology - Activity |
Hours in the classroom |
Hours outside the classroom |
A-1 Sessions in large group (including the final exam) |
46 |
|
A-2 Sessions in medium-sized groups |
14 |
|
A-3 Preparing team work and exercises |
24 |
|
A-4 Studying for class sessions during the course |
40 |
|
A-5 Studying for tests and exams |
18 |
|
A-6 Tutorial sessions |
08 |
|
Total number of hours |
60 |
90 |
Learning outcomes |
Evaluation |
Weight (%) |
Recoverable nature |
R03, R04, R08, R13, RD1, RD2 |
Final exam: contents’ assessment and evaluation of individual work |
65% Required minimum grade to calculate final grade = 4/10 |
Yes Required minimum grade to be eligible for retake exam = 2/10 |
R04, R13, RD1, RD2 |
Individual assessments, exercises and cases |
15% |
No |
R04, R13, RD1, RD2, RD3 |
Group activity to apply theoretical concepts to real case situations |
20% |
No |
1. Strategic human resource management.
2. Job analysis and human resource planning.
3. Recruitment, selection and orientation
4. Training and development.
5. Career planning and management.
6. Performance appraisal.
7. Subtractive processes.
8. The compensation system: internal and external equity.
9. The compensation system: variable and indirect compensation.
Practical sessions
Practical Session 1. Strategic Human Resource Management (SHRM)
Practical Session 2. HR planning
Practical Session 3. Job analysis
Practical Session 4. Training
Practical Session 5. Turnover
Practical Session 6. Compensation
Practical Session 7. HRM system evaluation: Oral Presentation
Access the bibliography that your professor has requested from the Library.
Basic references
Carbery, R. & Cross, C. (2013). Human Resource Management. A Concise Introduction, Palgrave Macmillan
Complementary references
Cascio, W., & Boudreau, J. (2011). Investing in people, 2nd edition, Pearson
Gómez-Mejia, L.R., Balkin, D., y Cardy, R. (2014): Gestión de Recursos Humanos, 7ª edición, Pearson
Lazear, E.P., & Gibbs, M. (2015). Personnel Economics in Practice, 3rd edition, Wiley
López Cabrales, A., Valle Cabrera, R., y Dolan, S.L. (2014): La gestión de las personas y del talento: la gestión de los recursos humanos en el siglo XXI, McGraw Hill Interamericana de España
Noe, R.A, Hollenbeck, J.R, Gerhart, B. & Wright, P.M. (2012) Human Resource Management: Gaining a Competitive Advantage, 8a edition, Global edition, McGraw-Hill