Skip to main content

ISLA IPGT 13049

Integration of Human Resources

Human Resources Management
  • ApresentaçãoPresentation
    The way in which the integration of new employees takes place is an important determinant of organizational development. Investing in onboarding and integration programs for new employees is not only to promote the acquisition of organizational identity, but also to help the employees finding their place in the organization, in technical and relational terms. In an increasingly global society, with strong intercultural mobility, it is equally important to make future human resources managers aware of the specificities of the professional integration of employees from different cultural backgrounds, as well as of reintegration phenomena (return after prolonged absences, professional retraining, adapting to changes resulting from mergers, and so on)
  • ProgramaProgramme
    1.Work: Social Representations of Work- satisfaction and motivation 2. Socialization: The genesis of insertion into new groups and the arrival of a new element 3. Reception and organizational integration: _Concepts, processes, policies, practices and strategies 4. HR Integration Programs: The design of an HR integration program 5. The phenomena of "reintegration" (returning after long absences, professional retraining, adapting to changes resulting from mergers, etc.). Portugal from Country of Immigration and Emigration to Host Country).
  • ObjectivosObjectives
    LO1. Reflect on group integration as a process and experience, both on an individual and group level. LO2. Recognize the value of work and the role of worker in personal identity. LO3. Recognize the importance of organizational integration and the development of a common identity. LO4. Raise awareness of the phenomena of "reintegration" (returning after long absences, professional retraining, adapting to changes
  • BibliografiaBibliography
    Araújo, Rafaela, Carioca, J & Machado, D. (2012). Estratégia de integração para novos Funcionários: um estudo de caso em uma Indústria de transformação. Revista Brasileira de Administração Científica, Aquidabã, v.3, n.1, p.6?18, 2012. Ascensão, Carla (2009). Práticas de Gestão de Carreira, Acolhimento e Integração e Empenhamento Organizacional: Estudo de Caso no sector do Pós-Venda Automóvel. Tese de Mestrado na Faculdade de Psicologia e C. da Educação da Universidade de Lisboa. Delvas, Rodrigo Leandro. (2017). A importância do acolhimento e da integração na cultura organizacional: o manual de acolhimento como instrumento de socialização de novos servidores do instituto federal do triângulo mineiro - Uma proposta. Tese de Mestrado. ISCAP. Mendrico, Raquel Andreia Ramos. (2016). Modelo Tridimensional de Acolhimento e Integração Organizacional. Tese de mestrado. ISPA. Pinto, Patrícia Isabel Simões (2008). A Gestão Integrada dos Recursos Humanos: INTEGRAÇÃO e ACOLHIMENTO. IPC.
  • MetodologiaMethodology
    Assessment continuous: - Final written test (40%, with a minimum mark of 8) - Written assignment (40%, with a minimum mark of 8) - Oral presentation (20%, with a minimum mark of 8) Assessment by exam: Students who fail the continuous assessment have two exam periods (normal and appeal). Regardless of the assessment period, the student is considered to have passed the CU if he has a final grade greater than or equal to 9.5. PBL - Problem Based Learning.
  • LínguaLanguage
    Português
  • TipoType
    Semestral
  • ECTS
    3
  • NaturezaNature
    Mandatory
  • EstágioInternship
    Não
  • AvaliaçãoEvaluation

    Avaliação Curricular 

    Elementos de Avaliação

     

    Data/prazo

    Peso

    Nota mínima

    Momento 1 – Teste Consulta

    Ver planeamento

    40%

    8

    Momento 2 – Elaboração de Manual Acolhimento

    Ver planeamento

    40%

    8

    Momento 3 - Apresentação Manual

    Ver planeamento

    20%

    8

     

    Exame - 100% (com classificação mínima de 10 valores)