The subject of Personnel Management is one of the optional subjects of the 4th Degree in Industrial Organization Engineering. It is located within the Optativity module.

The subject presents the basic elements of personnel management from the perspective of the behavior of persons at work, that is, the singularity that people represent as an organizational resource from the perspective of communication, from autonomy in decisions, from conflict resolution and their ability to evolve and develop teamwork.

Through this subject the basic knowledge is acquired that will allow to know better the human resources part of the organizations and to be able to act in its improvement.

DEGREE COMPETENCES

Capacity for the management of the activities that are the object of the projects in the field of Industrial Organization Engineering.

Ability to solve problems with initiative, decision making, creativity, critical reasoning and to communicate and transmit knowledge, skills and skills in the field of Industrial Organization Engineering.

Knowledge to perform measurements, calculations, valuations, appraisals, surveys, studies, reports, work plans and other similar work.

Ability to organize and plan in the business environment, and other institutions and organizations.

Ability to work in a multilingual and multidisciplinary environment

OPTATIVITY MODULE COMPETENCES

To manage the experience and knowledge of the members of the organizations for the achievement of functional improvements

To manage the business and technological vocabulary of management. Relate information system traits with the ability to generate value

Ability to analyze from the social and human point of view the reality of the company. Leadership.

TOPIC 1: INTRODUCTION

1.1. HUMAN RESOURCES: STRATEGIC LIMITATION OR OPPORTUNITY

1.2. EVOLUTION OF THE STAFF ROLE IN EMPLOYEES

1.3. THE ROLE OF HUMAN RESOURCES IN A GLOBALIZED REALITY

TOPIC 2: COMMUNICATION

2.1. THE FUNCTION OF COMMUNICATION IN AN ORGANIZATION

2.2. THE COMMUNICATION PROCESS

2.3. BARRIERS TO COMMUNICATION

2.4. THE COMMUNICATION WITHIN THE COMPANY

2.5. TECHNIQUES FOR IMPROVING COMMUNICATION

2.6. THE COMMUNICATION PLAN

2.7. TRANSITIONAL ANALYSIS

TOPIC 3: MOTIVATION

3.1. INTRODUCTION

3.2. THEORIES OF MOTIVATION

3.3. THE SIX STAGES OF DEMOTIVATION

3.4. RELATIONSHIP MOTIVATION - OTHER VARIABLES

3.5. THE FRUSTRATION

3.6. REINFORCEMENT TECHNIQUES FOR FORCING CONDUCT

TOPIC 4: TEAMWORK

4.1. THE GROUP IN THE SOCIAL ORGANIZATION

4.1.1. Introduction

4.1.2. The group as a social system

4.1.3. Types of groups

4.1.4. Why and how groups are formed

4.1.5. Internal functioning of groups

4.2. THE WORKING GROUPS

4.2.1. Functions fulfilled by groups

4.2.2. Factors that reinforce and reduce the feeling of belonging to the group

4.2.3. Group work, condition of effectiveness

4.2.4. Criticism of structure based on individual relationships

4.2.5. Advantages of a well-established team work

4.2.6. The hinge function between groups

4.2.7. Practical observations of the working group system

TOPIC 5: CONFLICTS AND ITS RESOLUTION

5.1. DEFINITION OF CONFLICT

5.2. ATTITUDE TO THE CONFLICT

5.3. ADVANTAGES AND DISADVANTAGES OF THE CONFLICT

5.4. THE CONFLICT WITH THE ENVIRONMENT

5.5. ATTITUDES TO THE CONFLICT

5.6. THE NEGOTIATION

TOPIC 6: HR PLANNING

6.1. INTRODUCTION

6.2. ORIGIN AND DEVELOPMENT OF HUMAN RIGHTS PLANNING

6.3. DEFINITION AND OBJECTIVES OF HUMAN RIGHTS PLANNING

6.4. ANALYSIS OF THE SITUATION OF THE EXISTING STRUCTURE

6.5. SETTING OBJECTIVES

6.6. THE FORECASTING OF HUMAN RESOURCES NEEDS

6.7. STRATEGIES TO MEET DEPERSONAL NEEDS

Various teaching methods are used in this subject; In the master mode will be given short expositions by the teacher. In the seminar mode, problems will be provided that will be developed in a group. In this way, the formulation of issues and the open discussion will be encouraged, so that the students acquire skills related to oral communication and teamwork. These problems will allow to raise the research topics that will be developed as seminar work by the different groups of works.

These papers will be presented in the classroom

• Continuous Assessment System
• Final Assessment System
• Tools and qualification percentages:
  • Written test to be taken (%): 30
  • Individual works (%): 10
  • Team projects (problem solving, project design)) (%): 20
  • Exhibition of works, readings ... (%): 20
  • PARTICIPACIÓN (%): 20

60% WORK OF THE SEMINAR (50% WORK AND 10% PRESENTATION)

40% FINAL EXAM

The declining to sit of the continuous evaluation will be presented within a maximum period of 9 weeks, starting from the beginning of the quarter.

100% FINAL EXAM

Class notes: Teaching materials through the application of e-gela

Basic bibliography

Gómez, J.M. (1999): Recursos humanos: fundamentos del comportamiento humano enla empresa. Ed. Encuentro, Madrid

De la Calle, M.C.; Ortiz, M. (2004): Fundamentos de recursos humanos. Ed. Prentice Hall, MadridPfeffer, J. (1998): La ecuación humana. Ed. Gestión 2000, Barcelona

In-depth bibliography

Dolan, S.; Schuler, R.S.; Jackson, S. y Valle, R. (2003): La gestión de los recursos humanos. Ed. Mc Graw Hill. Madrid.
Barranco, F. J. (1993): Planificación estratégica de recursos humanos. Del marketinginterno a la planificación. Madrid: Pirámide.
Fernández, G. y Cubero, J.C. (1996): Las competencias: clave para una gestiónintegrada de los recursos humanos (2ª ed.). Bilbao: Deusto.
Fernández Losa, N. (1999): Dirección de equipos de trabajo en las organizaciones, Civitas, Madrid.
Gil, F. y García Sáiz, M. (1993): Grupos en las organizaciones. Madrid: Eudema.
Sastre, M. A. y Aguilar, E. M. (2003): Dirección de Recursos Humanos. Un enfoque estratégico, McGraw Hill

Journals

Capital humano

Web addresses

http://www.aedipe.es
http://www.capitalhumano.es/
http://www.rrhhdigital.com/
http://www.rrhhmagazine.com