Overall objectives:

1 - Equip students with the tools of HRM and contribute so that they are able to initiate / participate in implementing them in organizational contexts.

Syllabus:

1 - HRM: An ever changing discipline
2 - Aspects of HRM administrative management
3 - Demographic and HRM aspects
4 - HR Planning
5 - Job analysis / Job design
6 - Recruitment and Selection
7 - Guidance and development
8 - Performance evaluation systems
9 - Career management
10 - Management of the remuneration system and incentive systems

Literature/Sources:

Armstrong, M. & Taylor, S. , 2014 , Armstrong's Handbook of Human Resource Management Practice , KonganPage
Entrekin, L. , 2014 , Human resource management and change: a practising manager's guide , Abingdon; New York: Routledge
Gomes, J, Cunha, M., Rego, A., Cunha, R., Cabral-Cardoso, C. e Marques, C. , 2008 , Manual de Gestão de Pessoas e do Capital Humano , Lisboa: Edições Sílabo
Ivancevich, J. M. , 2008 , Gestão de Recursos Humanos , São Paulo: McGraw Hill
Torrington, D., Hall, L., Taylor, S. e Atkinson, C. , 2011 , Human Resource Management , Prentice Hall

Assesssment methods and criteria:

Classification Type: Quantitativa (0-20)

Evaluation Methodology:
The teaching methodology of the CU is expositive. The assessment of student learning is done on a periodic evaluation system, with the realization of 2 individual midterm (40%, each one) and 1 group work (20%). The group works must be original and must undergo the plagiarism control UMa. In the reassessment period it?s possible to recover only the grade of an individual midterm (40%) of the normal evaluation period. The group work component is not recoverable in the reassessment period. The reassessment periods are subject to minimum grade criteria (8 points). In the reassessment period the result of the evaluation is identical to the result of the examination. Student attendance is mandatory.