Psychological Intervention in Human Resource Development

Year
4
Academic year
2020-2021
Code
02017885
Subject Area
Psychology
Language of Instruction
Portuguese
Mode of Delivery
Face-to-face
Duration
SEMESTRIAL
ECTS Credits
6.0
Type
Compulsory
Level
2nd Cycle Studies - Mestrado

Recommended Prerequisites

Organizational Psychology

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 (T&D), Management Development (MD) and Career Development (CD), three of the main topics of HRD field, are the focus of this curricular unit. Thus, at the end, the students should be able to:

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

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

Discuss different approaches and use methods, techniques and instruments of MD;

Distinguish between individual and organizational career perspectives, identify the types of careers and explain how organizations can match organizational/individual needs; identify/analyze the organizational career models and practices; discuss the role (current/future) of careers system management in a context of diversity.

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 HR

From training system to 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.Management development (MD)

Meaning, nature, objectives and effects of management development in organizations; MD practices

4.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

Career management practices

Head Lecturer(s)

Pedro Filipe Ferrão Fialho

Assessment Methods

Assessment
Frequency: 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. Ann.Rev. of Psych., 60,451-474

Akuratiyagamage V.(2007).An Integrated Approach to Management Development:A Framework for Practice and Research. Journ. of Busin. Perspect.,11(4),1-11

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

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

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

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

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