ISLA IPGT 13069

Human Resources Development Policies

• ApresentaçãoPresentation

  Human Resource Development Policies are considered as core areas within organizations. It acts as support for organizational strategy, helping to build competitive advantages through people and in corporate reputation, with a focus on business expansion. In this way, the human capital of organizations must be framed in the development of the strategic planning of human resources, according to the organizational objectives, allied to the needs and expectations of each public of interest. Thus, the content line of the human resources management subsystems establishes guidelines, guidelines and strategies that are fundamental to its practice, integrated with the other areas of a company. This set of consolidated information will serve as a reference and guide to the field of techniques, appearing as one of the main learning objectives inherent in this program.
• ProgramaProgramme

  I.Intercultural HRM -The role of the HR function in international contexts Diversity management -Globalisation and HR - key challenges -Between standardization and cultural adaptation/location - advantages and disadvantages -The importance of Cultural Intelligence -Diversity management -The theories of analysis of national cultural dimensions and their application to HRM: Edward Hall; Hofstede and Trompenaars and Hampden Turner -Modalities for placing staff in international contexts II.Happiness in the Work Context Capítulo 1. The happiness Capítulo 2. Happiness at work Capítulo 3. The happy-productive worker thesis III. Leadership competencies and effectiveness -Framing the competencies approach in current HRM -Realize the importance of competencies in the organizational context, more specifically in the development of leaders -Identify the models and competencies associated with leadership -Know the behavioral approaches related to leadership effectiveness
• ObjectivosObjectives

  The program designed for the Human Resources Development Policy curriculum aims to achieve the following competency results: Professional knowledge - to understand, define and evaluate the principles and procedures of development policies inherent to the human resources function; Organization - ability to program, coordinate and control, depending on existing resources, the execution of complex tasks related to predefined objectives; Planning - define objectives, determine appropriate actions and their resources and timetable; Coordination - establish ways of acting in time and space for its team of employees and for each one individually, provide the necessary resources for such with a strategic focus; Direction - promote the performance of employees in their position adjusted to the management subsystems.
• BibliografiaBibliography

  Camara, P., Guerra, P., & Rodrigues, J. (2013). Humanator XXI: Recursos Humanos e Sucesso Empresarial (6ª ed.). Lisboa: D.Quixote. Ferreira, A., Martinez, L. Nunes, F. e Duarte, H. (2015). GRH para Gestores. Lisboa: Editora RH. Gomes, J, Cunha, M., Rego, A., Cunha, R., Cabral-Cardoso, C. e Marques, C. (2008). Manual de Gestão de Pessoas e do Capital Humano. Lisboa: Edições Sílabo. Ivancevich, J. M. (2008). Gestão de Recursos Humanos. São Paulo: McGraw Hill. Neves, G. (2000). Clima organizacional, cultura organizacional e gestão de recursos humanos. Lisboa: Editora RH. Sekiou, Blondin, Fabi, Peretti, Bayad, Alis e Chevalier (2009). Gestão dos Recursos Humanos. Lisboa, Instituto Piaget. Sender, G., Carvalho, F., & Guedes, G. (2021). The Happy Level: A New Approach to Measure Happiness at Work Using Mixed Methods. International Journal of Qualitative Methods, 20, 1–17. https://doi.org/10.1177/16094069211002413  
• MetodologiaMethodology

  Development of expositive classes, presentation of case studies and development of team building activities to promote communication, team spirit and stimulate happiness and well-being.
• LínguaLanguage

  Português
• TipoType

  Semestral
• ECTS

  6
• NaturezaNature

  Mandatory
• EstágioInternship

  Não