Teaching Methodologies
The teaching has an eminently theoretical and practical character. Along with the theoretical concepts and approaches, it will focus on active methodologies of text analysis, demonstration / analysis of real cases and simulation, using the respective practical tools.
The assessment will include a practical exercise, applied to the course unit themes and, also, written tests of knowledge.
Learning Results
– Understand the relevance of the human factor in Public organizations.
– Know and understand human resources management activities and the respective need for strategic alignment in a public sector organization (Central, Regional and Local Administration).
– Human resources planning.
– Interpret and design processes and methods for analyzing and defining a professional profile.
– Know and interpret competitive procedures in the context of public administration.
– Participate in structuring and conducting selection and integration processes for new employees, effectively adapting different methodologies.
– Understand the centrality of performance assessment, as part of a performance management system. interpreting the SIADAP, in order to intervene as an evaluator and/or evaluated in the different phases/moments of the evaluation system.
Program
Introduction: The relevance of the human factor in organizations
1.1. Contextualization of human resource management in the public sector
1.2. HRM subsystems and strategic alignment with the organization.
1.3. Human Resources Planning
2. Recruitment, Selection and Onboarding
2.1. Function’s analysis and professional profiles definition: Processes and methods
2.2. Types and sources of recruitment: job openings procedures in Portuguese public administration – BEP and CRESAP.
2.3. Types and Methodologies of selection interviews: Traditional vs. behavioral and situational
2.4. General characterization and exemplification of selection tests
2.5. Final interviews and the selection decision making.
3. Performance Appraisal and Performance Management
3.1. From performance appraisal to performance management: Concept and practices evolution.
3.2. Indicators and Targets Formulation
3.3. SIADAP
3.4. Conducting assessment meetings and individual development plans
4. Training and Skills Development
Internship(s)
NAO
Bibliography
Camara, P.B. (2015). Manual de gestão e avaliação de desempenho (2ª Ed.). Lisboa: Editora RH.
Cardim, J.C. (2012). Gestão da formação nas organizações. A formação na prática e na estratégia das organizações (2ª Ed.). Lisboa: Lidel Edições.
Carapeto, C. & Fonseca F. (2006). Administração pública: Modernização, qualidade e inovação (2ª Ed.). Lisboa: Sílabo.
Mondy, R.W. & Martocchio. J.J. (2016). Human resource management (14th Ed.): Boston: Pearson.
Oliveira e Rocha, J.A. (2007). Gestão de recursos humanos na administração pública (2ª Ed.). Lisboa: Escolar Editora.
Rego, A.; Pina e Cunha, M.; Gomes, J.F.S.; Campos e Cunha, R.; Cabral-Cardoso, C. & Marques, C.A. (2015). Manual de gestão de pessoas e do capital humano (3ªEd.). Lisboa: Edições Sílabo.
Secretaria de Estado da Administração Pública (2004). Avaliação de desempenho: Manual de apoio. Lisboa: SEAP, Ministério das Finanças.