Human Resources Management

Scholar Year: 2018/2019 - 2S

Courses

Head Teacher Responsability Célia de Jesus Fialho Quintas Head

Weekly workload Hours/week T TP P PL L TC E OT OT/PL TPL O S Type of classes 1 2 Lectures Type Teacher Classes Hours Theoretical Totals 1 1,00 Célia Quintas   1,00 Practices Totals 2 4,00 Helena Santos   2,00 Isabel Trindade   2,00

Teaching language

Portuguese

Intended learning outcomes (Knowledges, skills and competencies to be developed by the students)

Presentation of specific models, methods and instruments of human resources management, aiming to develop in the students a set of skills that allow them to contribute to an adequate Human Resources Management.

Syllabus

1. The nature of human resources management
1.1. The organization's global policies and human resources management policies;
1.2. The structure and functions of the human resources area;
1.3. The human resource manager in organizations. Its role and functions.

2. From the analysis of functions to the analysis of competences
2.1. Functional analysis;
2.2. Competence analysis.

3. Recruitment, selection and integration
3.1. The recruitment and selection process;
3.2. Welcome and integration.

4. Development
4.1. The formation;
4.2. Performance evaluation;
4.3. Career development.

5. The compensation
5.1. Wage pPresentation of specific models, methods and instruments of human resources management, aiming to develop in the students a set of skills that allow them to contribute to an adequate Human Resources Management.olicy;
5.2. Components of remuneration.

6. The separation
6.1. Separation processes;
6.2. Separation and society.

Demonstration of the syllabus coherence with the UC intended learning outcomes

The curricular unit intends to present the subsystems of HRM and the respective practices. The program contents are structured in six points that intend to respond to the proposed objectives

Teaching methodologies

The teaching / learning methodologies will be applied according to the type of classes: theoretical or practical. And also depending on the type of objective: preparation of group work or preparation for testing.
• Theoretical classes - Expositive / Interrogative Methodology, making use of participatory methodology, whenever possible;
• Practical classes - Participatory Methodology through the study, analysis and resolution of Practical Cases;
• Group Work - Tutorial Orientation of the groups in Practical Classes and Attendance Hours of Teachers;
• Preparation for test - Orientation in the elaboration of a Formative Test in the Theoretical Classes.

Demonstration of the teaching methodologies coherence with the curricular unit's intended learning outcomes

With the expository sessions, the teachers present the main concepts related to the programmatic contents taking into account its multiple aspects.
The participatory methodology seeks to foster the critical and analytical spirit of the students in the face of the stated problems.

Assessment methodologies and evidences

Continuous evaluation
The assessment of knowledge consists of:
Preparation, presentation and discussion of a Group Work - TG - 40%.
Resolution of panic cases in group -CP-10%
Conducting an Individual Test - IT - 50%

Final Score = 0.50TG + 0.1CP + 0.50TI

In the test, the minimum grade can not be less than ten values. If the grade of the test is less than 10 values, the student will have to make the final evaluation.
Also, if the final grade of the Group Work is less than 10 values, the student will have to make a final evaluation.

Final evaluation
There are three epochs of final evaluation:

Normal (intended for students who did not opt ​​for continuous assessment)

The evaluation of the normal time is constituted by:
• An individual test on the entire program
• Final Exam (E)

Final Grade = 100% E
If the exam grade is less than 10, there will be no approval.


Resource (it is intended for students who did not or did not obtain use in the normal time or in the continuous evaluation)

The evaluation system is the same as in the final evaluation of the Normal Season, where E is the examination grade of the resource period. For students who did not achieve Continuous Assessment, the Group Work grade is transported to Resource and makes an average of the grade of the test.


Special time
The evaluation system is the same as in the Appeal Time, where E is the Special Period exam grade.

Attendance system

N.A.

Bibliography

ALLIS, D., HORTS C-H B., CHEVALIER, F., PERETTI (2014), Gestão de Recursos Humanos, uma abordagem Internacional, Lisboa, Instituto Piaget.

CAETANO, A. e VALA, J. (org.) (2000), Gestão de Recursos Humanos: Contexto, Processos e Técnicas, Lisboa, Editora RH.

CAMARA, P. da, GUERRA, Paulo. B., RODRIGUES, J.V., (2013), Humanator XXI: Recursos Humanos e Sucesso Empresarial, 6ªedição, Lisboa, Publicações Dom Quixote.

GOMES, J. et al (2008), Manual de Gestão de Pessoas e do Capital Humano, Lisboa, Sílabo

PERETTI, J-M (2007), Recursos Humanos, 3ª edição, Lisboa, Edições Sílabo.

SEKIOU, BLONDIN, FABI, PERETTI, BAYAD, ALLIS e CHEVALIER (2009), Gestão de Recursos Humanos, Lisboa, Instituto Piaget.

SOUSA, Maria José, DUARTE, Teresa, SANCHES, P.G., GOMES, Jorge (2006), Gestão de Recursos Humanos – Métodos e Práticas, Lisboa, LIDEL

WERTHER, W. e DAVIS, K. (1996), Human Resources and Personnel Management, New York, McGraw-Hill.

Complementar:
• ALMEIDA, P. e REBELO, G. (2004), A era da Competência – Um novo paradigma para a Gestão de Recursos Humanos e o Direito do Trabalho, Lisboa, Editora RH.

• CAETANO, A. (1997), Avaliação de Desempenho, Lisboa, RH Editora.

• CAMARA, P. (2000), Os Sistemas de Recompensas e a Gestão Estratégica de Recursos Humanos, Lisboa, Publicações Dom Quixote.

• CHIAVENATO, I. (2009), Recursos Humanos, o Capital Humano das Organizações , 9ª Edição, Rio de Janeiro, Campus.

• COWLING, A. e MAILER, C. (1998), Gerir os Recursos Humanos, Lisboa, Publicações D.Quixote.

• DESSLER, G. (1997), Human Resource Management, New York, Prentice Hall International.

• GÓMEZ-MEJÍA,, L.M., BALKIN, D.B. e CARDY, R.L. (2001). Dirección y Gestión de Recursos Humanos, 3ª edição, Madrid, Prentice .

• LA HOSSERAYE, B. (1996), L'Outplacement - Comment retrouver un emploi plus facilement et plus rapidament, Paris, Gualino Éditeur.

• MARQUES, C. e CUNHA, M.P. (coord.) (1996), Comportamento Organizacional e Gestão de Empresas, Lisboa, Publicações Dom Quixote.

• MEIGNANT, A. (1999), A Gestão da Formação, Lisboa, Publicações Dom Quixote.

• MITRANI, A.,.DALZIEL, M.M., (1994), Homens e Competências, Lisboa, Zénite.

• PALACI, F. e PEIRÓ, J. (1995), La Incorporación a la Empresa, Valencia, Promolibro.

• PIRES, A. (1993), Técnicas de Entrevista e Selecção de Pessoal, Lisboa, Edições Cetop.

• REDMAN, T. e WILKINSON, A. (2001), Contemporary Human Resource Management – Text and Cases, Oakland, Prentice Hall.

• REIS, F. (2011), Recrutamento, Selecção e Integração, Lisboa, Editora RH.