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| GRHO0005-2 | Human resources management : in-depth concepts
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| Duration : | 30h Th |
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| Credits/ECTS : |
| Master in Management Sciences, in-depth approach, 1st year | | Second semester | | 5 |
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| Master in Management Sciences, didactic approach, 1st year | | Second semester | | 5 |
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| Master en sciences de gestion, à finalité spécialisée en banking and asset management, 1st year | | Second semester | | 5 |
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| Master in Management Sciences, professional Focus in Entrepreneurship, 1st year | | Second semester | | 5 |
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| Master en sciences de gestion, à finalité spécialisée en financial analysis and audit, 1st year | | Second semester | | 5 |
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| Master in Management Sciences, professional Focus, 1st year | | Second semester | | 5 |
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| Master en sciences de gestion, à finalité spécialisée en management humain et organisation, 1st year | | Second semester | | 5 |
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| Master in management Sciences, professional focus in management, 1st year | | Second semester | | 5 |
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| Master en sciences de gestion, à finalité spécialisée en management des entreprises sociales, 1st year | | Second semester | | 5 |
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| Master en sciences de gestion, à finalité spécialisée en intelligence stratégique et marketing, 1st year | | Second semester | | 5 |
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| Holder(s) : | François Pichault |
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| Language : | French language |
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| Course contents : | The course aims at exploring the basic components of human resources management (HRM) policies adopted by modern companies, putting the emphasis on their main assumptions, their potentialities and their risks. It lies upon the fundamental hypothesis of a direct link between organisational structures and HRM models.
Far away from offering a detailed directory of techniques, the course aims at highlighting the main orientations of current HRM policies and their modalities in various organisational contexts.
It thus envisages the following items: organizational entries (recruitment, selection, induction), training & skills development, evaluation and careers, compensation & benefits, labour time flexibility, social relations & restructuring processes.
The position of the HR department is also envisaged through a critical analysis on the main evolutions of this function. |
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| Course objective : | The objectives are both analytical (diagnosis of HRM policies) and theoretical (initiation to current debates in HR literature). |
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| Prerequisites : | "GRH et Relations professionnelles" or any other HRM introductive course. |
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| Organization : | Interactive seminar, on the basis of readings outside the classroom and oral presentations which have to be given to invited professionals from the HRM field |
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| Written notes : | Textbook available on the website: http://lola.hec.ulg.ac.be |
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| Assessment : | The evaluation is based on 4 elements:
- quality of the oral presentation (theoretical synthesis on one particular HRM topic)
- quality of the working paper including the observations provided during the presentation
- relevance of the diagnosis on the prevailing HR model and the position of the HR department in the company from which the invited professional does come; this diagnosis must be written in "real time", before the end of each meeting; the best diagnosis is sent to the invited professional
- individual involvement of each participant during the seminars (mandatory participation), namely during the discussions linked to the preparatory texts at the beginning of each meeting.
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| Contacts : | Professor:
François PICHAULT
Bâtiment B.31 - Bureau II.94
Tél.: 04 366 30 70
E-Mail: F.Pichault@ulg.ac.be
Assistant:
Audrey LEVEQUE
Bâtiment B.31 - Bureau II.93
Tél.: 04 366 27 35
E-Mail: audrey.leveque@ulg.ac.be |
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| Remarks : | Supplementary informations concerning this course (organization, supports, evaluation, etc.) are available on the website http://lola.hec.ulg.ac.be (http://www.egss.ulg.ac.be/pichault) |
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