Superior

Prior to enrolling in courses at this language level, students must have completed or tested out of a minimum of 2 upper-division college-level Spanish courses at their home university in the U.S.

COURSE OBJECTIVES
To know how to quantify the needs of people, select the most adequate person for each job, help them in development and motivation, evaluate payment, design a politics of human resources around a business culture that is, among other things, a key intervention that depends on the future and the competitiveness of the businesses. The people in the companies, besides being considered in the majority of the cases as a resource, they have feelings and ideas that the good director should keep in mind to optimize their contribution to the business world.

This course will be offered as obligatory knowledge for a License in Business Sciences, as well as for any person who wishes to work with a human team that is integrated in an organization that is either businesslike or not businesslike in character. In it, there will be applications related to knowledge of psychology, sociology, hygiene security, labor laws, economy of the business, organization of the company, etc.

The course is situated, functionally, in the Area of Organization of Businesses of the Department of Business Administration.

TEACHING METHOD
The material will be given with ample realistic projection, in a way that the student understands the circumstances of all of the individuals related to the management of human resources in the business that function daily. The fundamental methodology is that of the "master classes in the classroom", strengthening the participatory teaching of the students as individuals as well as in groups. In the tutorials the student will resolve their questions that have been presented to better understand what has been taught.

METHOD OF EVALUATION
The exam that corresponds to the ordinary examination will take place in February and that which corresponds to the supplementary examination will take place in September.

In the final qualification of the class, the student will need to keep in mind, besides the result of the respective exams, the level of participation of the student in course activities and the understanding of all of the notes that have been presented and explained in the classroom.

TUTORIALS
Monday, 12-2 p.m.; Wednesday 6-8 p.m.

PROGRAM
Theme 1. Function and structure of the Department of Human Resources
1.1 Importance of the people in the company
1.2 Causes and evolution of the Direction of Human Resources
1.3 Difference between Personal Director and DRH
1.4 Profile of Director of RRHHs. Objective of the politics of RRHHs.
1.5 Functions of the Dept. of Human Resources
1.6 Structure of the Dept. of Human Resources

Theme 2. Planning Personnel
2.1 Nature of planning in Human Resources
2.2 Objectives of the planning
2.3 Basic principals and goals of planning
2.4 Factors that influence the planning
2.5 Temporal prevision of the necessities of personnel
2.6 Methodology of planning

Theme 3. Analysis and Valuing the Professional Positions (AVPT)
3.1 Justification and definition of the AVPT
3.2 Objectives of the AVPT
3.3 Beginnings and stages in the process of AVPT
3.4 Methods of the evaluation of positions
3.5 Advantages and inconveniences of the AVPT

Theme 4. Politics of the incorporation of individuals
4.1 Politics and selection of people in a business
4.2 The recruitment of people
4.3 The process of selection
4.4 Companies for Temporary Work and Private Placement Agencies
4.5 Relocation or outplacement
4.6 Contraction, incorporation and reception

Theme 5. Direction of teams. Training.
5.1 The role of the intermediary command
5.2 Situation and actual demands of the personnel coordinators
5.3 Formative politics in the company
5.4 Detection, planning and control of the training
5.5 Development of the training in the company
5.6 Management of knowledge. Intellectual capital.

Theme 6. Variations in the conditions of work
6.1 Flexibility in the workplace. Concept and repercussions
6.2 Professional Groups and Categories
6.3 Calendar and work day
6.4 Leave of absence, vacations, exceptions
6.5 Functional and geographic mobility
6.6 Suspension and termination. Dismissals.

Theme 7. Motivation and Satisfaction at work. Career plan.
7.1 Motivation of people in companies
7.2 Theories of satisfaction at work; Concept of Quality of Work Life
7.3 Career concept.
7.4 Factors of responsibility in the planning of Careers
7.5 Promotional politics in the company
7.6 Treatment of career plateaus

Theme 8. Performance Evaluation (EDD)
8.1 Importance of personal valorizing in the company
8.2 Concept and problematic of the EDD
8.3 Necessity and ultimate goals of the EDD
8.4 Methods of Evaluation
8.5 Utilities and repercussions of the EDD

Theme 9. Retributive Policy
9.1 Concept and reaches of the Retributive Policy
9.2 Significance of the concept of "salary"
9.3 Policy of salary: determination for the fixed and variable in the salary
9.4 Determination, content and distribution of the salary
9.5 Salary in the Collective Negotiation
9.6 Calculating personal cost for the company

Theme 10. Participation and Conflict
10.1 Industrial Democracy
10.2 Participation in the company: models of participation
10.3 Collective negotiation
10.4 Unions and participation
10.5 Direct participation in groups. Work teams.
10.6 Prevention, detection and resolution of conflicts
10.7 Conflict, competition and cooperation

Theme 11. Total quality and human resources in the company
11.1 Concept of Total Quality: difference with product quality
11.2 Strategies of Total Quality
11.3 Total Quality and Human Resources
11.4 Principles and stages in the implementation of Total Quality
11.5 Systems of security of quality