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ISLA Santarém 13069

Human Resources Development Policies

Human Resources Management
  • ApresentaçãoPresentation
    Area of Human Resources management - 2nd cycle
  • ProgramaProgramme
    1. The Importance of Company Strategy in Choosing the Competencies of the Organization 1.1 From the value proposition to the value chain 1.2 Strategic Typologies 1.3 Goal setting - the Balanced Scorecard 1.4 From Strategic Objectives to HR Objectives 2. International Management of Human Resources 2.1 Cultural differences and their implications for people management 2.2 Ethnocentric, polycentric, geocentric and regiocentric strategies 3. Organizational Development 3.1 New Recruitment Formats: Choosing the Best 3.2 Empowerment 3.3 The new Paradigms and the ethical issues that arise in the Management of People 3.4 Learning Organizations 4. Artificial Intelligence and Human Resource Management 4.1 Applications of AI in recruitment, development, and performance evaluation 4.2 Ethical challenges and algorithmic governance 4.3 The impact of AI on human resource development policies
  • ObjectivosObjectives
    The objectives of the curricular unit are: O1. Present the importance of people management in t he context of the strategic management of organizations; O2. Present the new forms of recruitment in order to choose the best ones; O3. Raise awareness of the problems of HR management in an internationa l context; O4. Develop strategies to motivate human resources; O5. Provide the acquisition of skills related to the dev elopment of applied research or project work. O6. Integrate artificial intelligence into the diagnosis and development of human resource policies. At the end of the curricular unit the student should be able to: C1. Discuss the importance of the HR function in the developmen t of the organization; C2. Present the new forms of recruitment in order to choose the best ones; C3. Produce and present written works following the norms of scientific writing.
  • BibliografiaBibliography
    Brewster, C.; Sparrow, P .; Vermon, G. & Houldsworth, E. (2011). International Human Resource Management. London: CIPD. Dutta, P. K., Padhi, A., Das, S., Sharma, V. K., & Yu, P. (Eds.). (2025). AI and innovation in HRM: The future of strategic HR. Routledge. Gome s, J., Cunha, M. P., Rego, A., Cunha. R. C., Cabral-Cardoso, C. e Marques, C. A. (2015). Manual de Gestão de Pessoas e do Capital Humano. Lisboa: Ed. Sílabo. Magretta, Joan (2012). Michael Porter: o essencial sobre estratégia, concorrência e competitividade. Centro Atlantico. Martins, D. (2013). Gestão e Retenção de Repatriados: um estudo empírico em empresas portuguesas. Madrid:Bubok. Rego, A. & Cunha, M. P. (2009). Manual de Gestão Transcultural de Recursos Humanos. Lisboa: RH Editora. Valentine, S., Meglich, P., Mathis, R. L., & Jackson, J. H. (2023). Human resource management (16th ed.). Cengage Learning.  
  • MetodologiaMethodology
    The teaching methodology will use: 1. Expository and interrogative methods (exposure of content) and above all active methods and; 2. Participatory (presentations and discussions by students), based on case studies. These practices are intended for students to acquire skills and competencies aimed at developing applied research work or project work.
  • LínguaLanguage
    Português
  • TipoType
    Semestral
  • ECTS
    7
  • NaturezaNature
    Mandatory
  • EstágioInternship
    Não
  • AvaliaçãoEvaluation

    Descrição

    Data limite

    Ponderação

    Trabalho Individual

    06-12-2024

    60%

    Trabalho de Grupo

    06-12-2024

    40%