Thanks to the complete contents provided by this Postgraduate diploma, you will be able to successfully manage the human assets of organizations"

Why Study at TECH?

TECH is the world's largest 100% online business school. It is an elite business school, with a model based on the highest academic standards. A world-class centre for intensive managerial skills training.   

TECH is a university at the forefront of technology, and puts all its resources at the student's disposal to help them achieve entrepreneurial success"

At TECH Global University

Innovation

The university offers an online learning model that combines the latest educational technology with the most rigorous teaching methods. A unique method with the highest international recognition that will provide students with the keys to develop in a rapidly-evolving world, where innovation must be every entrepreneur’s focus.

"Microsoft Europe Success Story", for integrating the innovative, interactive multi-video system.  

The Highest Standards

Admissions criteria at TECH are not economic. Students don't need to make a large investment to study at this university. However, in order to obtain a qualification from TECH, the student's intelligence and ability will be tested to their limits. The institution's academic standards are exceptionally high...  

95% of TECH students successfully complete their studies.

Networking

Professionals from countries all over the world attend TECH, allowing students to establish a large network of contacts that may prove useful to them in the future.  

100,000+ executives trained each year, 200+ different nationalities.

Empowerment

Students will grow hand in hand with the best companies and highly regarded and influential professionals. TECH has developed strategic partnerships and a valuable network of contacts with major economic players in 7 continents.  

500+ collaborative agreements with leading companies.

Talent

This program is a unique initiative to allow students to showcase their talent in the business world. An opportunity that will allow them to voice their concerns and share their business vision. 

After completing this program, TECH helps students show the world their talent. 

Multicultural Context

While studying at TECH, students will enjoy a unique experience. Study in a multicultural context. In a program with a global vision, through which students can learn about the operating methods in different parts of the world, and gather the latest information that best adapts to their business idea. 

TECH students represent more than 200 different nationalities.   

Learn with the best

In the classroom, TECH teaching staff discuss how they have achieved success in their companies, working in a real, lively, and dynamic context. Teachers who are fully committed to offering a quality specialization that will allow students to advance in their career and stand out in the business world. 

Teachers representing 20 different nationalities. 

TECH strives for excellence and, to this end, boasts a series of characteristics that make this university unique:   

Analysis

TECH explores the student’s critical side, their ability to question things, their problem-solving skills, as well as their interpersonal skills.  

Academic Excellence

TECH offers students the best online learning methodology. The university combines the Relearning method (a postgraduate learning methodology with the highest international rating) with the Case Study. A complex balance between tradition and state-of-the-art, within the context of the most demanding academic itinerary.  

TECH is the world’s largest online university. It currently boasts a portfolio of more than 10,000 university postgraduate programs. And in today's new economy, volume + technology = a ground-breaking price. This way, TECH ensures that studying is not as expensive for students as it would be at another university.  

At TECH, you will have access to the most rigorous and up-to-date case studies in the academic community”

The syllabus of this Postgraduate diploma has been designed and created by a team of experts in the field to respond specifically to the needs of Human Resources professionals. This compendium of contents has also been planned with a perspective focused on applied learning, allowing professionals to intervene successfully through a broad vision connected to the real environment of the profession. Thus, this syllabus will become the main basis for students when it comes to successfully inserting themselves in a labor market that increasingly demands more and more professionals specialized in the field.

A complete program created to offer a Communication Management program in an effective and fast learning process that is compatible with personal and professional life”

Syllabus

Without a doubt, today almost everyone is aware that for an organization to be successful, the correct selection of personnel is an extremely important element. In this sense, if the right people are hired, the correct development of the tasks and duties to be covered can be promoted and, therefore, the best possible functioning of the organization will be ensured. It is here where the Human Resources professional comes into play and takes on a fundamental role, since their plans and selection processes will be a direct asset for the development of the company.

For all these reasons, TECH professors have designed this Postgraduate diploma that will provide Human Resources professionals with the skills that will enable them to design and implement effective administration and personnel management plans that are committed to talent and inclusion in organizations. All this, in addition to revaluing the student's professional profile, will turn him/her into an invaluable asset in companies, since companies that are incapable of adequately dealing with their personnel will not achieve their objectives.

Thus, through this program, professionals will learn to carry out an effective management that seeks to develop, plan and coordinate strategies to promote the efficient performance of personnel. This task, especially designed for the area of HR Management and Administration, will be carried out by the HR Department. HR, will organize and maximize the performance of the human assets of a company or organization, in order to increase its productivity.

This complete compendium of contents offered by TECH is designed to be taught in 100% digital format. You only need an electronic device with an Internet connection to access the syllabus of date information. Additionally, since it is in online format, the students will decide when, how and where to study, so they will not have to give up the rest of their daily activities.

This Postgraduate diploma takes place over 6 months and is divided into 4 modules:

Module 1. Psychology of Work and Organizations
Module 2. Social Security
Module 3. Performance Management and Compensation Policy
Module 4. RR Strategic Management and Administration. Resources

A unique, key, and decisive educational experience to boost your professional development and make the definitive leap"

Where, When and How is it Taught?

TECH offers the possibility of developing this Administration and People Management in Administration and People Management completely online. Throughout the 6 months of the educational program, you will be able to access all the contents of this program at any time, allowing you to self-manage your study time.

Module 1. Psychology of Work and Organizations

1.1. Approach to Work and Organizational Psychology

1.1.1. Definition and Historical Conceptualization
1.1.2. Application of Work and Organizational Psychology
1.1.3. Psychological Pictures in the Workplace

1.2. Organizational Structure

1.2.1. Organizational Structure: The Organizational Chart
1.2.2. Group Structure: Types of Business Groups
1.2.3. Information Processing and Exchange in the Organization

1.3. Organizational Climate

1.3.1. Concept of Organizational Climate
1.3.2. The Importance of Establishing an Organizational Culture in the Company and Its Impact on the Worker
1.3.3. Organizational Climate Assessment

1.4. The Positive and Creative Context in Organizations

1.4.1. Introduction to the Positive Context
1.4.2. Handling Turbulent Contexts and Dispensers
1.4.3. Mediation Actions
1.4.4. Organizational Change

1.5. Social Psychology of Conflict and Negotiation

1.5.1. Social Conflict (The Human Group and Its Cognitive Components in a Group)
1.5.2. The Human Group: Collective Processes
1.5.3. Conflict Stimulation

1.6. Psychosocial Foundations of Human Behavior

1.6.1. Psychological Foundations of Human Behavior
1.6.2. Values
1.6.3. Perception
1.6.4. Learning
1.6.5. Commitment

1.7. Career Counseling

1.7.1. Contextualization of Guidance in the World of Work
1.7.2. Career Guidance in Lifelong Work-Based Learning: Skills
1.7.3. Digital Transformation in Career Guidance
1.7.4. International Organizations in Vocational and Career Guidance

1.8. Leadership, Change, Innovation and Development

1.8.1. Introduction and Definition of Leadership
1.8.2. Leadership Typologies
1.8.3. Leadership Skills Focused on Change and Innovation

1.9. Personality, Attitudes and Values in the Work Environment

1.9.1. Conceptualization of Personality
1.9.2. Personality Theories
1.9.3. Relationship between Attitudes and Personality
1.9.4. Personality and Work Environment

1.10. Motivation and Job Satisfaction

1.10.1. Motivation: Types (Extrinsic and Intrinsic)
1.10.2. Motivation and Personality
1.10.3. Job Satisfaction and Fulfillment

Module 2. Social Security

2.1. The Constitutional Model of Social Protection: The Social Security System

2.1.1. The Constitutional Model of Social Protection

2.1.1.1. Measures for the Protection of Social Needs
2.1.1.2. Social Security

2.1.2. Evolution of Social Security in Spain

2.1.2.1. System Composition

2.1.3. Economic and Financial Regime of Social Security
2.1.4. Social Security Management

2.2. Persons and Contingencies Protected

2.2.1. Field of Application of the System
2.2.2. Scope of Application of the General Regime
2.2.3. Entrepreneur Registration
2.2.4. Employee Affiliation

2.2.4.1. Employee Terminations and Cancellations
2.2.4.2. Discharge Classes
2.2.4.3. The Special Agreement as a Situation Assimilated to Registration
2.2.4.4. Effects of Registration, Cancellation and Communication of Employee Data

2.2.5. Effects of Improper Acts

2.3. Persons and Contingencies Protected II

2.3.1. Protected Situations
2.3.2. Occupational Accidents and Occupational Diseases
2.3.3. The Protective Action of the Social Security System
2.3.4. General Requirements for Entitlement to Contributory Benefits
2.3.5. Liability for Benefits
2.3.6. Automated Performance

2.4. Management and Financing part I

2.4.1. Social Security Management

2.4.1.1. Management Entities

2.4.2. Common Services
2.4.3. Collaboration in Management

2.5. Management and Financing part II

2.5.1. Economic and Financial Regime of Social Security
2.5.2. General Social Security Resources
2.5.3. Social Security Contributions

2.5.3.1. Contribution Bases and Rates

2.5.4. Collections

2.6. Financial Benefits: Allowances and Pensions I

2.6.1. Introduction
2.6.2. Temporary Disability
2.6.3. Maternity
2.6.4. Parenting
2.6.5. Risk during Pregnancy and Breastfeeding
2.6.6. Care of Children Affected by Cancer or Other Serious Illness
2.6.7. Unemployment

2.7. Financial Benefits: Allowances and Pensions II

2.7.1. Introduction
2.7.2. Contributory Benefits

2.7.2.1. Permanent Disability
2.7.2.2. Retirement
2.7.2.3. Death and Survival

2.7.3. Non-Contributory Benefits

2.7.3.1. Disability
2.7.3.2. Retirement

2.7.4. Family Benefits

2.8. The Health System Portfolio of Services and Medicines

2.8.1. The Health System and Social Security
2.8.2. Evolution of the Right to Health Protection
2.8.3. Medicines and Pharmaceutical Services
2.8.4. Insureds and Beneficiaries of the Right to Health Care
2.8.5. Benefit Management

2.9. The Social Assistance System

2.9.1. Delimitation of the Concept: Social Assistance
2.9.2. Internal Social Security Social Assistance
2.9.3. Social Assistance Outside the Social Security System
2.9.4. Social Services
2.9.5. The System for Autonomy and Dependency Care

2.10. Pension Plans and Funds: Mutual Benefit Societies

2.10.1. Introduction
2.10.2. Voluntary Improvements
2.10.3. Mutual Social Security Mutual Benefit Societies: Pension Plans and Funds

Module 3. Performance Management and Compensation Policy

3.1. Introduction to Performance Management and Management by Objectives

3.1.1. The Impact of the Digital Era on Professional Performance
3.1.2. Digital Transformation in Companies
3.1.3. New Human Resources Policies in the Digital Era
3.1.4. New Work Environments
3.1.5. Performance Assessment: What Is It and What Is It for?
3.1.6. Performance Evaluation Models

3.2. The Performance Management Cycle

3.2.1. New Work Environments
3.2.2. Phases of the Performance Management Cycle
3.2.3. Models in Work Systems

3.3. Performance Planning

3.3.1. Initial Design of the Performance Evaluation: Company Analysis
3.3.2. Setting Individual and Group Objectives
3.3.3. Performance Metrics
3.3.4. Competency-Based Evaluation Systems

3.4. Performance Monitoring

3.4.1. Management of the Corporate Talent Map
3.4.2. Individual and Group Action Plan Follow-up Mechanisms: Observation, Coaching and Feedback Techniques
3.4.3. Recognition Plans

3.5. Performance Evaluation

3.5.1. Key Points in Performance Appraisal: Objectives, Competencies and Project/Team
3.5.2. Definition of Evaluation Scales and Parameters of Excellence
3.5.3. The Application of the Evaluation

3.6. Underperformance Management

3.6.1. Observation Techniques
3.6.2. Incentive Motivation and Coaching Methodologies
3.6.3. Recovery Plan

3.7. Remuneration Policy

3.7.1. Regulation of Work and Remuneration
3.7.2. Establishment of the General Compensation System
3.7.3. Variable Remuneration
3.7.4. Control Systems

3.8. Legal and Labor Aspects of Remuneration

3.8.1. Legal Framework
3.8.2. Application

3.9. Annual Planning of Performance Plans

3.9.1. Design and Development of an Annual Performance Plan
3.9.2. Analysis of Results

3.10. Additional Compensation Aspects

3.10.1. Pension Plans
3.10.2. Other Special Situations

Module 4. RR Strategic Management and Administration. Resources

4.1. Strategic Thinking and Systems

4.1.1. The Company as a System
4.1.2. Strategic Thinking Derived from Corporate Culture
4.1.3. The Strategic Approach from a People Management Perspective

4.2. Human Resources Department Project Planning and Management

4.2.1. Keys to the Design and Implementation of a Balanced Scorecard
4.2.2. Workforce Sizing and Planning
4.2.3. Supporting Operations: Personnel Policies

4.3. Strategic Organizational Design

4.3.1. Business Partner Model
4.3.2. Share Services
4.3.3. Outsourcing

4.4. Job Design, Recruitment, and Selection

4.4.1. Training and Career Development
4.4.2. Strategic Approach to People Management
4.4.3. Design and Implementation of Personnel Policies and Practices

4.5. HR Analytics

4.5.1. Big Data and Business Intelligence (BI)
4.5.2. Human Resources Data Analysis and Modeling
4.5.3. Design and Development of Human Resources Metrics Measurements

4.6. Strategic Leadership

4.6.1. Leadership Models
4.6.2. Coaching
4.6.3. Mentoring
4.6.4. Transformational Leadership

4.7. Auditing and Control of Human Resources Management

4.7.1. Reasons for the audit of Human Resources management
4.7.2. Data Collection and Analysis Tools
4.7.3. Audit Report

An exceptional program to develop the necessary skills for personnel management"