Psychological Intervention in Human Resource Development
4
2020-2021
02017885
Psychology
Portuguese
Face-to-face
SEMESTRIAL
6.0
Compulsory
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)
NoSyllabus
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