Administrative Management of Human Resources
- Details
- Category: Discipline
- Bilhim, João Abreu Faria (2004) - Gestão Estratégica de Recursos Humanos, 3ª Edição, ISCSP, Lisboa. ISBN 9728726368. Câmara, P.B; Guerra, P.B; Rodrigues, J.V (2007) - Novo Humanator - Recursos Humanos e Sucesso Empresarial, 1ª edição, Lisboa: Editora RH, Lda. ISBN 9789722035248. Santos, António Robalo J (2008) - Gestão Estratégica - Conceitos, Modelos e Instrumentos. Livraria Escolar Editora. ISBN 9789725922293. Seixo, José Manuel (2009) - Gestão Administrativa de Recursos Humanos, 7ª edição. Lidel, Edições Técnicas. ISBN 9789727576043. Sousa, Maria José, et al. (2006) - Gestão de Recursos Humanos - Métodos e Práticas. Lidel, Edições Técnicas. ISBN 9789727574414.
- Human Resources Management
- 368
- 13711
- Administrative Management of Human Resources
- ISMAT368-13711
- 1
- 5
- 0
- 12
- Não
- Português
- The teaching methodology during classes is essentially active, stimulating active thinking processes and emphasizing the use of student-centered active methods. These methods aim to encourage active participation, mobilize and integrate students’ knowledge, and engage them in acquiring knowledge and developing competencies through activities such as research, practical case studies, and more. Research, reflection, and information sharing are highly valued to ensure that students acquire essential skills for assuming their roles. Student assessment will occur continuously throughout the classes, reflecting learning evaluations in two distinct phases: A - Final Written test (50%); B - Group Work (50%).
- Mandatory
- The aim is to equip students with specialized knowledge in administrative techniques for human resources management. This includes understanding the significance of Human Resources Management within organizations, particularly aligning people with organizational strategy. Students will also gain insights into identifying and empowering activities within an HR department, both from operational and strategic perspectives. Additionally, they will learn about the obligations of employers concerning social security and acquire skills related to information systematization, organization, data collection, processing, and overall management of human resources, specifically addressing obligations to relevant authorities.
- Human Resource Management/People Management - Framework Organizational Strategy and Strategic People Management Strategic Human Resource Management Human Resources Department (Operational and Strategic Aspects) Key Organizational Theories Administrative Human Resource Management - Practical Aspects Social Security Working Conditions Work Hours, Concepts of Justified and Unjustified Absences Types of Employment Contracts Compensation/Reward Systems Concepts of Compensation, Remuneration, and other forms of work-related rewards Calculation of Deductions and Net Salary Calculation of Indemnities Objective-based compensation methods Competency-Based Management The Concept of Competence Types of Competencies
Descrição dos instrumentos de avaliação (individuais e de grupo) ¿ testes, trabalhos práticos, relatórios, projetos... respetivas datas de entrega/apresentação... e ponderação na nota final.
Exemplo:
Descrição
Data limite
Ponderação
Teste de avaliação
a definir
50%
Trabalho de Grupo
a definir
50%
Adicionalmente poderão ser incluídas informações gerais, como por exemplo, referência ao tipo de acompanhamento a prestar ao estudante na realização dos trabalhos; referências bibliográficas e websites úteis; indicações para a redação de trabalho escrito...
- Semestral
- The Curricular Unit of Administrative Human Resources Management is highly significant for Human Resources Management within organizations. In this context, the GARH Curricular Unit aims to properly align the daily practices of GARH, particularly focusing on the mandatory legal processes and procedures related to Human Resources Management Policies and Strategies within the organization. It pays special attention to both the operational and administrative aspects, as well as the strategic dimension. Additionally, the goal is to reinforce the importance and interdependence between these facets throughout the organization.
