Base Knowledge
Basic knowledge of human resources management is recommended.
Teaching Methodologies
The teaching of the curricular unit has an eminently theoretical-practical nature. Alongside the presentation and analysis of concepts, methodologies and instruments, the teaching method will focus on active methodologies that, through individual or group work, will involve students in the elaboration and presentation of the discipline’s themes.
Learning Results
General objectives:
The aim is for master’s students to understand the strategic relevance and new challenges of activities involving the attraction, selection and integration of people in organizations.As well as the acquisition of knowledge and practices that allow full participation, contributing to the creation of organizational value and the individual fulfillment of new employees.
Skills to be developed:
– Know the latest developments and challenges in attraction, selection and integration.
– Understand the strategic impact of activities to attract, select and integrate new employees;
– Implement and evaluate employer branding strategies and practices.
– Apply effective methodologies and practices for skills identification, selection and integration.
– Apply instruments and metrics to evaluate and validate selection and integration processes.
Program
1. Challenges and Emerging Trends in Attracting and Selecting People
1.1. Evolution of the job market and its impact on recruitment practices;
1.2. Digitalization, automation, and the use of artificial intelligence in recruitment;
1.3. Candidate experience as a critical factor in competitiveness.
2. Talent in organizations: Strategic Alignment and Attraction
2.1. The concept of talent and its evolution in organizations;
2.2. Strategic talent management and alignment with organizational objectives;
2.3. Employer branding strategies: implementation and evaluation metrics.
3. Competency Mapping and Job Descriptions
3.1. Concept of competencies: technical, behavioral, and transversal;
3.2. Competency mapping methodologies;
3.3. Job description and analysis models.
4. Recruitment and Selection Methodologies
4.1. Stages of the recruitment and selection process;
4.2. Selection interviews: types and techniques;
4.3. Tests and dynamics for competency assessment;
4.4. Decision-making and feedback to candidates.
5. Preboarding and Onboarding Processes and Practices
5.1. Relevance of preboarding;
5.2. Practices and planning of the onboarding process;
5.3. Impact of onboarding on performance and retention.
6. Evaluation and Key Indicators of the Processes
6.1. Importance of evaluating human resource management processes;
6.2. Key performance indicators (KPI) for recruitment and selection;
6.3. Evaluation of onboarding effectiveness.
Curricular Unit Teachers
Paulo Américo Pinto MoreiraInternship(s)
NAO
Bibliography
Main bibliography:
– Armstrong, M. & Taylor, S. (2023). Armstrong’s handbook of human resource management practice: A Guide to the theory and practice of people management (16th Ed.). London,UK: Kogan Page.
– Pina e Cunha, M., Rego, A., Campos e Cunha, R., Cabral-Cardoso, C., Marques, C.A. & Gomes, J.S. (2015). Manual de gestão de pessoas e do capital humano (3ª Ed.) Lisboa: Edições Sílabo.
Additional bibliography:
– Evans, R. (2016). The talent magnet – employer branding & recruitment marketing strategies to attract millennial. USA: WriterMotive.com
– Nicolaou, I. & Oostrom, J.K. (2015). Employee recruitment, selection, and assessement – contemporary issues for theory and practice. NY, USA: Psychology Press.
– O´Meara, B. & Petzall, S. (2013). The Handbook of strategic recruitment and selection: A systems approach. Bingley, UK: Emerald Group Publishing.
– Wood, R. & Payne, T. (2008). Competency-based recruitment and selection. USA: Wiley & Sons.