ISLA IPGT 13049

Integration of Human Resources

• 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

  Social Representations of Labor Man and work throughout history Job satisfaction and work as e mean of obtaining satisfaction Professional identity and self-esteem The organization as a means for promoting personal development and obtaining social recognition Entering new groups and the arrival of a new element Group integration and emotions The organizational integration The host organization and workplace Tasks that are present in the integration Factors that facilitate group integration Integration Programs in HR Evaluation of integration programs The preparation of an integration manual  in HR Common Errors in Integration Process for New Employees The phenomena of "reintegration" (return after long absences, retraining, adaptation to changes resulting from mergers, etc ...) Portugal Country of Immigration and Emigration of the Country Home
• ObjectivosObjectives

  Reflection on group integration as a process and experience, both at individual and group level. Recognition of the value of work and the role of work in determining personal identity. Recognition of the importance of organizational integration and the development of a common identity. Awareness of the phenomena of "reintegration" (return after long absences, retraining, adaptation to changes resulting from mergers, etc ...) Skills to be developed: Acquisition of knowledge and skills enabling the development of programs to prepare the integration of new members in organizations. Planning strategies to facilitate the reintegration after long absences from work, organizational adaptation to new organizational cultures or new functions. Management capacity of the phenomena arising from the dynamics inherent in the integration of new elements
• BibliografiaBibliography

  Camara, P.B et al. (2010). Novo Humanator. Lisboa:D. Quixote Cunha, M. P. et al (2005). Manual de Comportamento Organizacional e Gestão. Lisboa: Rh Editora Cunha, M. P. & Rodrigues, S. B. (2002). Manual de Estudos Organizacionais. Lisboa: Editora RH. Pina e Cunha, et.al. (2004). Manual de Comportamento Organizacional e Gestão. Lisboa: Editora RH. Robbins, S.P. (2002). Comportamento Organizacional. São Paulo: Prentice Hall
• MetodologiaMethodology

  Construção, com os alunos, de novos quadros mentais e de políticas e práticas simuladas. PBL - Problem Based Learning.
• LínguaLanguage

  Português
• TipoType

  Semestral
• ECTS

  9
• NaturezaNature

  Mandatory
• EstágioInternship

  Não