Psychological Intervention in Human Resources Development

Recommended Prerequisites

Fundamentals of Human Resource Psychology

Psychological Assessment in Human Resource Management

Teaching Methods

Lectures. Debates. Individual and group activities (e.g, case studies, analysis / discussion of texts, simulations, exercises based on tools).

Learning Outcomes

Training and Development and Career Development are two of the main topics of HRD field. Therefore, at the end of this curricular unit the students should be able to:

- Recognize and discuss HRD concept, identify its different levels of analysis and recognize the advantages of strategic HRD

- Confront conceptions, objectives and types of HR training and development, characterize the training system, describe and relate its sub-systems and identify and use methods, techniques and instruments of needs analysis, planning, developing, implementing and evaluation of training

- Distinguish between individual and organizational career perspectives, identify the types of careers and explain how organizations can match organizational and individual needs; identify and analyze the organizational career models and practices; understand the role of diversity in career systems management and reflect on the role career system management will play currently and in the future.

Work Placement(s)

No

Syllabus

1. Basics of Human Resource Development (HRD)

- HRD concept and its levels of analysis

- HRD as a professional field of practice: origins, purpose and context

- Strategic nature of HRD and its relationship with the individual, group and organizational development and performance

2. Training and Development of Human Resources

- From the training system to the training process and its actors

- From needs analysis to training evaluation: needs analysis, design, development, implementation and evaluation

- Issues regarding the transfer of training

3. Career Development and managing careers

- Career perspectives: balancing individual and organizational needs

- The changing nature of careers and the evolution of employment relationships: the protean career and the organizational career systems

- Diversity and internationalization of careers: individual and organizational perspectives

- Career management practices

Head Lecturer(s)

Pedro Filipe Ferrão Fialho

Assessment Methods

Assessment
Critical Review of article published in an international journal on one of the topics of HRD: 40.0%
Design and implementation of a training session: 60.0%

Bibliography

Aguinis, H. & Kraiger, K. (2009). Benefits of training and development for individuals and teams, organizations, and society. Annual Review of Psychology, 60,451-74;

Baruch, Y. (2004). Managing Careers: Theory and Practice. Harlow: Prentice Hall;

Bell, B.S., Tannenbaum, S.I., Ford, J.K., Noe, R.A., & Kraiger, K. (2017). 100 years of training and development research: what we know and where we should go. Journal of Applied Psychology, 102(3),305-323;

Garavan, T., McGuire, D., & O´Donnell, D. (2004). Exploring human resource development: a levels of analysis approach. Human Resource Development Review, 3(4), 417‐441;

Salas, E., Tannenbaum, S., Kraiger, K., & Smith-Jentsch, K.A. (2012). The science of training and development in organizations: what matters in practice. Psychological Science in the Public Interest 13(2) 74–101;

Swanson, R., & Holton III, E.(2009). Foundations of Human Research Development. San Francisco:Berrett-Koehler.