Master in Human Resources Management in Organizations

The programme will be taught in Spanish.

Presentation

Aimed at university graduates as well as professionals who already have experience in HR, during the Master in Human Resource Management you will be introduced to factors such as motivation, assertive leadership and emotional intelligence. You will be taught personnel policy techniques like selection, training and remuneration, and will learn to evaluate employee performance and satisfaction. You will also learn to develop critical skills in personnel selection through interviews, handwriting analysis, etc.

The Master in Human Resource Management provides its students with excellent opportunities for networking and detecting job opportunities thanks to interaction with classmates and renowned lecturers from the area of human resources.

The Master's director and coordinators (Tomàs Rubió, Antoni Aparicio, Fernando Hidalgo, Yolanda Portolés and Pere Soria).

This master has been recognized nationally and internationally by the following ranking:

Eduniversal Ranking.

Objectives

The Master in Human Resource Management in Organisations focuses on:

  • explaining the keys to managing human resources in companies.
  • analizing the different management politics and its coherence with the strategic objectives of a company.
  • dealing with the most advanced techniques in selection, evaluation and conservation of human potential.
  • dealing with the most advanced techniques in the formation and management of human capital.
  • concentrating on people as a key element to competitive strategy.
  • analysing practically complex situations arising within this field and learn from the professionals' experience.
  • developing competences, habits and the required intuition for the Human Resources area management.

Programme

The Master in Human Resource Management at UPF Barcelona School of Management (in Spanish) will equip you with the skills needed to manage the HR department of any company and provide you with tools for detecting the key abilities in people, keeping factors like talent, competitiveness, and the strategic interests of organizations in mind.

The Master in Human Resource Management in Organisations takes place in two years. Module 1 is taught during the 1st academic year (October to July) and Modules II and III are imparted consecutively on the 2nd academic year (6 months per module). All three modules are also offered as independent Postgraduate Programmes.

Module I: It analyses the consolidated techniques for people management and development policy administration as one of the keys to economic and social efficiency of companies. It is structured in three blocks:

  • Psychology of organisations.
  • Action programmes of people management and development policy.
  • Settings and actors in labour relations.

Module II: Leads to specializations in the techniques and considerations necessary to choose and promote collaborators on a company project. Through competency management, the participant studies techniques for selection, headhunting, assessment centres, different kinds of interviews, etc. It also introduces innovative practices to maintain talent within a company, as well as the application of staff rebalancing instruments, such as outplacements.

Module III: Completes the in-depth overview of the area. Thus, once each person's potential has been detected, the organisations actively participate in their training and subsequent development, which is a differentiating feature of leading companies and those aspiring to be so. The programme studies knowledge management, the value added by training, virtual environments and systems for career recognition and promotion.

Modalities

Face-to-face

Potential candidates

This modular Master in Human Resource Management in Organisations is aimed at any person who has or will have certain responsibilities in human resources and labour relations in companies. The participants are both professionals developing their activity from within the same structure as well as those who work externally, in consultancies or companies for staff selection and training.

Career Opportunities

The participation and application of this programme will allow the students to broaden the knowledge and the competences needed to develop professionally, among others, the following responsabilities:

  • Direction and management of the Human Resources area in an organization.
  • Direction of the HR2.0 area and Management of knowledge.
  • Resource Manager.
  • Human Resources' Business partners.
  • Human Resources Coordinator.
  • Responsible for selection, evaluation and conservation of human potential.
  • Responsible for formation and development of human resources.
  • Responsible for compensation and benefits.
  • Responsible for labour relation and negociation.
  • Responsible for Management of knowledge.
  • HR Specialist.
  • Technician in Human Resources planning.
  • Internal or external consultant in the related areas.

Academic Director

Coordination

Faculty

Methodology

Based on the background reading and cases provided for each session, the lecturers develop a conceptual base and, using the case-study method, transfer their thoughts and experiences in management as a source of learning for the participants.

Evaluation

In order to obtain the corresponding qualification for this Master in Human Resource Management in Organisations, the participant will have to make a successful presentation of the corresponding work in the presence of the master's directors and the rest of the participants. Besides, there will be an ongoing evaluation process through question papers at the end of each content unit which will serve to assess the participants' learning progress.

As this is a classroom-based programme, a minimum attendance of 80% is required.

Evaluation

Academic contents

Module I. Postgraduate Diploma in Human Resource Management and Labour Relations

  1. Personnel policies as a strategic factor.
    1. Challenges deriving from market globalization.
    2. Adaptation of the human structure to the markets.
    3. Strategic contribution of the role of personnel.
    4. Area internationalization.
    5. Profile and role of "People Management".
  2. Commitment management, leadership and teams.
    1. Can managers really motivate?
    2. Leadership and problems deriving from it.
    3. Teams: dynamics and power.
    4. Is conflict necessary to move forward?
  3. Communication, atmosphere and culture.
    1. Communication between departments.
    2. From atmosphere to organizational culture.
    3. Organizational culture: strategic potential.
  4. Professional planning, selection, training and development.
    1. Action plans within human resource planning.
    2. Selection policies and stages of the procedure.
    3. Training in organizations. Training Plans and Policies.
    4. Needs analysis and training action plans.
    5. Plan for careers promotion, succession and planning.
    6. Integrated flow charts as management guides.
  5. Compliance assessment, evaluation of places and salary scales.
    1. Staff evaluation as a manager's duty.
    2. How to optimize the interview and make it positive.
    3. Salary policies and evaluation of places.
    4. Tax optimization of the "salary package".
  6. Competence analyses.
    1. Competences: a common language to improve results.
    2. Identification and application of the competence model.
  7. Legal updating.
    1. Legal sources for the regulation of work conditions.
    2. Collective negotiations: roles and contents.
    3. Work procedure.
  8. Labour risk prevention.
    1. Prevention management.
    2. Business responsibilities.
  9. Labour relations.
    1. Current setting for labour relations.
    2. Analyses of the actors and their roles as representatives.
    3. General and sector agreements.
    4. Conflicts and their signs.
    5. Design and establishment of work strategies.
    6. Perspectives for the new economic and social situation.

More information

Module II. Postgraduate Course in the Selection, Evaluation and Conservation of Human Potential

  1. Successful professional factors in growing companies.
    Competences associated with strategic development, business mission, management duties and resource management.
  2. Personnel selection as a key strategy factor.
    1. Profile definitions.
    2. Competence selection.
    3. Virtual environments for recruitment and selection.
    4. Focused interview methodology.
  3. CV-based interview.
    1. Bases for objectivity.
    2. Workshop.
  4. Senior executive selection and assessment.
    1. Interviews in depth.
    2. Potential management assessment.
    3. Executive search and Management Audit.
  5. Graphology study applied to selection.
    1. Personality axes.
    2. Global and specific assessment.
    3. Detecting of key competences.
  6. People assessment processes.
    1. Compliance management and business strategy.
    2. Principles, roles and feedback.
    3. Assessment interview.
  7. Assessment through simulation (Assessment Centre).
    1. Requisites, logistics and tools.
    2. Practical applications of the assessment centre.
      1. Extern selection.
      2. Intern selection.
  8. Innovative practices to ensure talent.
    1. How to identify, manage and maintain talent.
  9. Compensation and benefits related to professional loyalty.
    1. Compensation systems for preservation.
    2. Compensation systems for incentivizing.
  10. Positive and feasible staff adaptation procedures.
    1. Is it possible to find innovative alternatives?
    2. How to design a corporate plan and to put it across.
    3. Outplacement and Employment Antenna.

More information

Module III. Postgraduate Course in Training and Developing Human Capital

  1. Training and development as strategic factors.
    1. Knowledge administration: a trend or need?
    2. Generators of competitive capacities, resources and advantages.
    3. Quantification of the intellectual capital of the company.
  2. The trainer as an internal consultant.
    1. What does the internal client expect from trainers?
    2. Can future challenges be planned?
    3. Performance problems.
  3. Value added by training.
    1. Audits or analyses of competences gaps.
    2. Design of strategies to find solutions.
    3. Assessment of training procedures and actions.
    4. Where does the added value reside?
  4. Virtual environments for training and development.
    1. Possibilities with Web 2.0.
    2. Self-training and virtual training.
    3. Definition and implantation of an eLearning project.
    4. Creation of virtual communities as a basis for professional development.
    5. Learning and collaborative network.
    6. Tools for collaborative learning on network.
  5. The management of knowledge in organizations.
    1. The need of learning, sharing and producing.
    2. The intellectual capital.
    3. Knoing how to implant a GdC programme in the organization, its implications, its barriers...
  6. Procedures for talent development.
    1. Identification of potential and professional identity.
    2. Development centres as a tool for preserving talent.
    3. Management development centres: tutoring and coaching.
  7. Competence development for young senior executives.
    1. Assertive leadership.
    2. Working with emotional intelligence.
    3. Self-Assessment.
  8. Excellence though assisted development.
    1. Coaching, a process for improvement.
    2. Training to act as an internal or professional coach.
    3. Coaching for teams.
    4. High performance teams.
    5. Mentoring, when should it be used?
    6. Should we design a procedure for coaching or mentoring?

More information

Modularity

The three modules or programmes that this master offers can be taken independently or following a two consecutive academic years itinerary. In this case, you will start with the Postgraduate Diploma in Human Resource Management and Labour Relations during the first year, while the Postgraduate Course in the Selection, Evaluation and Preservation of Human Potential and the Postgraduate Course in Training and Developing the Human Capital will be taken during the second year.

Qualification and Academic Value

Master's in Human Resources Management in Organizations, issued by the Universitat Pompeu Fabra.

60 ECTS*

* European Credit Transfer System. 1 ECTS credit is equivalent to total approximate devotion of 25 hours by the participant, including classes and personal study.

Calendar and timetable

Start of classes:
24 October 2014

End of programme:
12 June 2016

Fridays from 18.30 pm to 22 pm. Saturdays from 9.30 am to 14 pm.
Friday
Start18:30
End22:00

Saturday
Start09:30
End14:00

Campus

Balmes Building

Language

The programme will be given in Spanish.

Fees and financing

Programme fees

9.150,00 €

Financing

  • Talent Scholarships : Apply for one of our Talent Scholarships, specifically awarded to master students who can demonstrate an exceptional academic, professional or personal trajectory.
  • External Financial Aid : Consult the list of external entities and institutions that offer financial aid to students who want to enrol on a master program or a postgraduate course.

  • Discounts : Benefit from our student discounts if you are an alumnus, belong to the UPF community or work for one of our collaborating institutions.

  • Bank Loans : Inform yourself about the bank loans with advantageous conditions that the UPF Barcelona School of Management has set up with the main Spanish financial institutions.

Admission requirements and registration

Admission requirements

Higher university degree o bachelor's degree awarded by the university.

In both cases other candidates without the required university qualifications can also apply subject to their professional academic merits and current position.

Admission process and enrolment

  1. Application for admission

    • Complete the online admission form.
    • Pay the €120 admission fee. This amount is part of the registration fee and will be returned if the applicant is not admitted.
    • To complete your candidature, we will ask you to send us a series of documents that the Admissions Committee needs in order to be able to assess your profile and your suitability for the programme.
      • Letter of motivation
      • CV
      • Photocopy of university degree (if you are in the last year of your degree, you can provide the academic transcript for admission)
      • Photocopy of academic transcript
      • Photocopy of ID Card or Passport
      • Passport-size photo (jpg format)
      • Signed rights and obligations of the participant

      Additional documentation may be requested in certain cases.

      This documentation will be submitted through a specific platform to which you will be given access.

  2. Admission

    • In the following link you can see the application deadlines.
    • The Admissions Committee will select the candidates with a personal or CV-based interview.
    • The admission decision will be notified in writing.
  3. Registration

    Once the letter of acceptance to the programme has been received, and before beginning the academic activity, it will be necessary to submit the following original documentation:

    • Approved and/or legalised photocopy of university degree
    • Approved and/or legalised photocopy of academic transcript

    In the event of having a foreign degree, consult the documentation that you will have to submit here.

    It is essential to make the payment reserving the place and to formalise the registration in order to guarantee the place.

    When paying for the programme's fee by bank transfer you will be required to introduce your programme code. The programme code for this programme is 1025.

Student Services

The Student Services Office aims to accompany you throughout the whole process of your postgraduate student life: before, during and after the completion of your programme. It will give you access to a wide range of services and personal support in many extra-curricular aspects of key importance in your student and former student life.

Services included are:

All these services are available to students enrolled on any postgraduate programme with a minimum of 15 ECTS academic value.

Careers service

One of the main objectives for an institution such as Barcelona School of Management, which aim is to act as a link between the University and the workplace, is to offer participants and alumni good service in their professional development. As such, we offer tools and training in skills which complement the academic training which they receive at Barcelona School of Management and which give them the confidence to be able to face new professional challenges during and after their time at our institution.

Our aim is to support and advise individuals during the whole of their professional career – not only in the time that they are studying at Barcelona School of Management. We would like to offer the most suitable and relevant support, tools and knowledge so that they can define their objectives, improve their CVs and outline their strategy for finding work, whatever point they are at in their professional career.