People Management

Subject competencies

The subject "People Management" particularly develops the specific macro-competence MC4 and the generic macro-competence MC10, which are explained below.

Development of specific macro-competence "People management":

In particular, the People Management subject promotes the development of the following specific competences:

• SC1: Develop a suitable human resources plan for a company at a particular time, to contribute to the achievement of strategic objectives: set people's objectives, indicators related to them and a set of actions to achieve those aims.
• SC2: Establish and carry out the necessary processes to collect information about job positions and people: Job design, analysis and description, job evaluation and performance evaluation.
• SC3: Establish the processes for the selection, integration and breach of labour relations in line with the organisational needs in local and international environments.
• SC4: Set out staff development processes in accordance with business and employees' own objectives in local and international contexts.
• SC5: Set out an adequate compensation system for a group, a company and a specific situation in local and international contexts.

The following learning outcomes are directly related to these specific competences:

• Explain the current role of people management.
• Draw up a people management plan that comprises all the aspects involved in human resource management and the overall performance of the company.
• Identify and apply key decisions of human resource management and the tools to carry them out on the national and international sphere.
  • Analyse existing job positions and describe them.
  • Develop an adequate tool to assess job performance and use such assessment to improve those aspects related to people management.
  • Design the selection and integration process in a specific business situation.
  • Design the breach of labour relations in a specific business situation.
  • Draw up the training plan for a company, taking into consideration training needs, objectives and indicators to assess such plan.
  • Design a career development process in a specific business situation.
  • Design a consistent compensation system from an internal perspective and related to the labour market.

Course content

Teaching Unit 1: The value contribution of people management to the achievement of strategic challenges.

1. Aims, contents and characteristics of people management in the 21st-centry company.
2. Current models in people management: management by competencies.
3. Human resource strategic planning.

Teaching Unit 2: Tasks to obtain the information required for people management

1. Job design, analysis and description and identification of related competences.
2. Job evaluation
3. Performance evaluation or evaluation for the development

Teaching Unit 3: Incoming and Outgoing staff processes in organisations

1. Search, selection and integration
2. Breach of labour relations

Teaching Unit 4: Career development and training processes in organisations

1. In-company training to satisfy current and future needs.
2. Professional development career.

Teaching unit 5: Compensation and remuneration systems

Teaching unit 6: International Human Resource Management

1. Search, selection and integration in international contexts.
2. In-company training to satisfy international allocation needs.
3. Expatriation and repatriation as part of a career development process
4. International management of compensation/remuneration.