PSYCHOLOGY OF HUMAN RESOURCES

The course aims to pursue the objective of providing students with a comprehensive set of skills and knowledge necessary to operate effectively and professionally in one or more areas related to human resource management. Through a structured and in-depth course, it aims to provide a comprehensive overview of the various theoretical approaches found in the relevant literature, critically analyzing the different theories and models that have marked the evolution of the discipline. Students will have the opportunity to explore in detail not only the theoretical foundations, but also to acquire practical skills through a set of technical-organizational applications that will be presented throughout the course. These applications are aimed at ensuring that students are able to translate theoretical knowledge into concrete tools that can be applied in real organizational contexts.

------------------

I. Strategy, Organizational Structure and Human Resources: theories and reference models

- Strategy, value creation and competitive advantage

- SHRM

II. Organizational forms and the HR Function:

- The main organizational forms

- The organizational structure of the HR Function: design of the DRU (Human Resources Management)

- The main configurations of the HR Management

- The Ulrich skills model

- Cases and applications

Page 3

Prof. Michela Iannotta

Organization and Management of Human Resources

III. The main processes related to Human Resources Management:

- The cycle of the value of human resources: people, relationships, performance, valorization

- The macro-processes related to personnel management in the company: planning, hiring,

training and development, evaluation, remuneration and incentives.

- Personnel planning: definition, objectives, approaches

- Estimation of personnel availability and needs

- Employer branding

- Work organization and microstructure design

- Different approaches to job design

- New forms of work organization: evolutionary trends and cases

- Personnel training: definitions, objectives, approaches

- Evaluation of training: the Kirkpatrick Model and the ROI of training

- The 3Ps of evaluation: positions, people, performance

IV. Evaluation of organizational effectiveness and efficiency

- Tools for human resources management: SIP, HR scorecard, digital dashboards, HR audit

- Turnover: physiological and pathological

- Absenteeism: physiological and pathological

- Personnel costs

- Effectiveness and efficiency in negotiation processes: the volume of conflict in industrial relations

- Indicators of effectiveness, efficiency and fairness in the main HR management processes

1) COSTA G., GIANECCHINI M., Human Resources. People, relationships and value, McGraw-Hill, 2019 Chapters 4-6-9-10-11-12-13-14-15 ISBN: 978 - 88 - 386 - 6916 - 3

2) Cortese, C. G., Del Carlo, A. (2017). Personnel selection. How to choose the best candidate in the times of the web. Raffaello Cortina Editore, Milan.

The exam will be oral and will be aimed at verifying and evaluating the learning of the contents provided during the lessons, as well as the student's analytical and argumentative skills. For students who will participate in the project work, the evaluation obtained with the oral exam will be integrated with the scores obtained following participation in project work and group work carried out during the course.

Organizational culture

The value cycle

Inclusive leadership

Performance evaluation

Diversity management

The personnel selection process