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| GRHO0001-4 | Strategic Human Resources Management
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| Duration : | 45h Th |
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| Number of credits : |
| Master in Law, Professional Focus in Business Law, 1st year | | 6 |
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| Master in Law, Professional Focus in Public and Administrative Law, 1st year | | 6 |
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| Master in Law, Professional Focus in Private Law, 1st year | | 6 |
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| Master en droit, à finalité spécialisée en gestion, 1st year | | 5 |
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| Master in Law, Professional Focus in Interuniversity Mobility, 1st year | | 6 |
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| Master in Law, Professional focus in Criminal Law, 1st year | | 6 |
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| Master in Law, Professional Focus in Labour Law, 1st year | | 6 |
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| Master in Law, Professional Focus in Labour Law, 2nd year | | 6 |
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| Bachelor in Human and Social Sciences, 3rd year | | 6 |
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| Bachelor degree in Economics and Management, 3rd year | | 5 |
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| Bachelor degree in Business Engineering, 3rd year | | 5 |
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| One-year preliminary programme leading to the Master in Management | | 5 |
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| One-year preliminary programme leading to the Master in Business Engineering | | 5 |
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| One-year preliminary programme leading to the Master in Management of Human Resources | | 6 |
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| Advanced Master in Biotechnology and Applied Biology | | 4 |
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| Lecturer : | François Pichault |
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Language(s) of instruction :
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| French language |
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Organisation and examination :
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| Teaching in the first semester, review in January |
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Course contents :
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| The course is focused on the strategic dimension of HRM policies developed in modern organizations. It logically follows the course Introduction à la théorie des organisations, which must be viewed as a prerequisite. Face to the universalistic and normative beliefs presented in numerous HRM textbooks belonging to the mainstream, mostly from the USA, the course aims at introducing students to the diversity of HRM practices. It tends to explain such a diversity by referring to two main approaches : the contingent theory (which highlights the multiple contextual influences on HRM practices) and the political theory (which puts the emphasis on power games around such practices). Finally, it combines these two approaches and shows their implications in terms of change management. |
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Learning outcomes of the course :
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| * critical initiation to French-speaking and English-speaking literature in HRM
* appropriation of operational analytical tools likely to capture the human aspects of management |
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Prerequisites and co-requisites/ Recommended optional programme components :
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Planned learning activities and teaching methods :
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Mode of delivery (face-to-face ; distance-learning) :
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| Oral presentations, readings at home, case studies, invited speakers |
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Recommended or required readings :
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| PICHAULT F. et NIZET J., Les pratiques de gestion des ressources humaines. Conventions, contextes et jeux d'acteurs, Paris, Seuil, 2013, col. "Points/Economie"
Supports de présentation Powerpoint disponibles sur le site http://newlola.hec.ulg.ac.be |
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Assessment methods and criteria :
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| 1st session
-During the semester (formative evaluation): case studies on specific dimensions in groups of 3 students (15%)
-At the end of the semester (summative evaluation): individual analysis of a transversal case study (85%)
2nd session
-Oral exam on the whole content of the course |
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Work placement(s) :
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Organizational remarks :
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| Supplementary informations concerning this course (organization, supports, evaluation, etc.) are available on the website: http://newlola.hec.ulg.ac.be |
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Contacts :
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| Professor:
François PICHAULT
Bâtiment B.31 - Bureau II.94
Tél.: 04 366 30 70
E-Mail: F.Pichault@ulg.ac.be
Assistant:
Fanny FOX
LENTIC - B.51
Tél.: 04 366 30 70
E-Mail: f.fox@ulg.ac.be(F.Fox@ulg.ac.be) |
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